Fairfield University adheres to all federal and state civil rights laws and regulations prohibiting discrimination in private institutions of higher education.
Fairfield University is an equal opportunity employer. In accordance with applicable law, we prohibit discrimination against any applicant or employee based on any legally-recognized basis, including, but not limited to: race, color, religion, sex (including pregnancy, lactation, childbirth or related medical conditions), sexual orientation, gender identity, age (40 and over), national origin or ancestry, citizenship status, physical or mental disability, genetic information (including testing and characteristics), veteran status, uniformed service member status or any other status protected by federal, state or local law. Our commitment to equal opportunity employment applies to all persons involved in our operations and prohibits unlawful discrimination by any employee, including supervisors and co-workers.
The University also complies with Connecticut law, which prohibits discrimination and harassment against any employee, intern or applicant for employment based on race (including traits historically associated with race, such as hair texture and protective hairstyles), color, religion, creed, age, sex (including pregnancy, child-bearing capacity, sterilization, fertility or related medical conditions), sexual orientation, national origin, homelessness, family violence victim status, ancestry, marital status, veteran status, gender identity or expression, present or past history of mental, intellectual, physical or learning disability, and genetic information. The University will not tolerate discrimination or harassment based on these characteristics or any other characteristic protected by applicable federal, state or local law.
This policy covers non-discrimination and discriminatory harassment in both employment and access to educational opportunities. Therefore, any member of the University community whose acts deny, deprive, or limit the educational or employment or residential and/or social access, benefits, and/or opportunities of any member of the University community, guest, or visitor on the basis of that person’s actual or perceived membership in the protected classes listed above is in violation of the University policy on nondiscrimination. Unlawful discrimination includes harassment based on an individual’s membership, or perceived membership, in any legally protected category.
When Title IX of the Education Amendments of 1972 applies to alleged conduct, the Sexual Misconduct Policy and not this policy will govern. Similarly, for students only, discrimination based on disability status will be addressed through the ADA/Section 504 Grievance Procedure.
