Title VI Coordinator
Vice Provost for Institutional Equity and Diversity and Title VI Coordinator, Office for Institutional Equity and Diversity
231 Winslow Hall
Campus Box 7530
Raleigh, NC 27695-7530
The Goals of OIED are to:
- cultivate a community in which individuals demonstrate respect toward one another;
- facilitate campus efforts to increase participation, retention, and success of students, faculty, and staff from historically underrepresented groups;
- ensure that NC State is an equitable and inclusive environment, one that is free from prohibited discrimination and harassment.
- provide effective awareness and enrichment programming to the NC State community;
- work together, as units of the OIED, to provide a unified, campus-wide approach to ensure that students, faculty, and staff learn and work within a campus defined by the best practices in equity, diversity, and inclusion.
Title VI of the Civil Rights Act of 1964
Title VI of the Civil Rights Act of 1964 (Title VI) prohibits discrimination based on race, color, or national origin, in programs or activities which receive Federal financial assistance. Furthermore, individuals cannot be retaliated against because they opposed an unlawful educational practice or policy, or made charges, testified or participated in any complaint action under Title VI. Title VI includes employment and employment practices.
Title VII of the Civil Rights Act of 1964
While Title VI does address employment, Title VII of the Civil Rights Act of 1964 (Title VII) expands more fully and looks at cases of discrimination specifically as they relate to employment, regardless of if the entity in question receives federal funding if they have more than 15 full-time employees. Title VII expands upon Title VI to include religion and sex discrimination within its law. Additionally, Title VII requires that entities reasonably accommodate job applicants and employees’ religious beliefs unless doing so would cause an undue hardship.
This aspect of the law is administered on a national level by the Equal Employment Opportunity Commission (EEOC). The EEOC enforces “federal laws that make it illegal to discriminate against a job applicant or an employee because of the person’s race, color, religion, sex (including pregnancy, transgender status, and sexual orientation), national origin, age (40 or older), disability or genetic information.”
NC State Policy
NC State works to ensure that its policies accurately reflect Titles VI and VII of the Civil Rights Act of 1964. NC State Policy 04.25.05 – Equal Opportunity, Non-Discrimination and Affirmative Action defines Protected Status as race; color; religion (including belief and non-belief); sex, including but not limited to pregnancy, childbirth, or related medical condition, parenting, and sexual harassment; sexual orientation; actual or perceived gender identity; age; national origin; disability; veteran status; or genetic information. NC State applicants, employees, students, and other persons who participate in University programs or activities, and/or who are conducting University business are expected to understand and comply with the University’s policies.
In addition to the NC State Policy 04.25.05 – Equal Opportunity, Non-Discrimination, and Affirmative Action Policy, members of the NC State community are expected to uphold other Policies and Regulations related to discrimination, harassment, and retaliation.
The following definitions are defined in NC State POL 04.25.05: Equal Opportunity, Non-Discrimination, and Affirmative Action Policy.
- Discrimination is defined as “unfavorable treatment of a person because of a person’s Protected Status which denies, limits or adversely impacts a term or condition of a person’s employment, education or participation in University programs or activities. Discrimination includes the denial of a request for a reasonable accommodation based upon disability or religion.”
- Harassment is defined as “any unwelcome conduct based on a person’s Protected Status that creates a situation where: (a) enduring the offensive conduct becomes a condition of employment or of participation in a University program or activity; or (b) the conduct is sufficiently severe or pervasive to create an environment that a reasonable person would consider intimidating, hostile, or abusive.”
- Retaliation is defined as “any adverse action (including but not limited to intimidation, threats, or coercion relating to an adverse action) against a person because that person engaged in a Protected Activity.”
Consultations & Filing a Report
Individuals who feel they may have experienced discrimination, harassment, and/or retaliation based on a Protected Status has a right to file a report through the University’s Discrimination, Harassment, Title IX, and Retaliation Report Form. Individuals may also choose a consultation that will include discussing university resources, supportive measures, and the complaint procedures available. Individuals who are interested in a consultation can contact EOE via email at email@example.com or via phone at 919.513.0574. The File a Report page includes additional information regarding reporting options.
For more information about resolution procedures, please see NCSU REG 04.25.02- Discrimination, Harassment and Retaliation Complaint Procedure and NCSU REG 04.25.08- Title IX Sexual Harassment Resolution Procedure.
All employees are required to complete Discrimination and Harassment Prevention and Response (DHPR), a training designed to educate employees about their rights and responsibilities as to NC State’s policies regarding equal opportunity and non-discrimination. The training covers federal laws, policies and processes about filing a complaint. Employees are required to complete the training within the first six months of employment and then every three years. The training is offered to all new employees at New Employee Orientation and can be conducted virtually.
Employees designated as Designated Title IX Officials and Responsible Employees are required to complete a training program that includes information about the obligations of responsible employees under Title IX with respect to sexual harassment (including sexual assault and sexual violence) within six months of their appointment into a Designated Title IX Official and/or Responsible Employees position. See NCSU REG 04.25.06 – Equal Opportunity, Title IX and Non-Discrimination Training for Employees.
Additionally, NC State employees are required to complete one additional training per year to fulfill the annual diversity, equity and inclusion (DEI) training requirement. OIED provides a variety of resources that are “OIED Approved” for DEI professional enrichment as well as other opportunities for faculty and staff throughout the year for employees to attend in-person and virtually.
NC State University is an equal opportunity and affirmative action employer. Recruitment and hiring of faculty and staff are critical activities at NC State. NC State complies with affirmative action activities and reporting as put forth in Executive Order 11246: Equal Employment Opportunity.
NC State recognizes that the recruitment, hiring and retention of a diverse workforce are essential to the university community. Learn more about “Promoting Diversity in Hiring.”
For more information about NC State’s Equal Employment Opportunity Plan (also referred to as the Affirmative Action Plan) and as well as how NC State engages in fair hiring practices, please visit EEO and Hiring Practices.
- Disability Resource Office– Provides accommodations for students on campus to ensure equal educational opportunities.
- Equal Opportunity and Equity unit (OIED)– Provides accommodations for employees, prospective employees, and visitors.
- Accessibility at NC State
- Digital Accessibility
- ADA Checklist for Readily Achievable Barrier Removal
- IT Accessibility Handbook