Title VI

California State University, Northridge is committed to fostering an environment in which all members of our campus community are safe and free from discrimination, harassment and retaliation (DHR) based on a protected characteristic and condemns racism, sexism, homophobia, transphobia, ableism, antisemitism, Islamophobia, and other forms of discrimination across our campus community. Title VI of the Civil Rights Act of 1964, and certain other federal and state laws, prohibit discrimination on the basis of race, color, or national origin in all education programs and activities operated by the university (both on and off campus). Title VI protects all people from race-based discrimination, which includes exclusion from participation, denial of benefits, or other discriminatory treatment in any program or activity receiving federal financial assistance.

California State University, Northridge has designated the AVP for the Office of Equity and Compliance as its campus Title IX Coordinator and DHR Administrator. This role is responsible for administering the CSU Nondiscrimination Policy and coordinating compliance with Title VI as well as other related state and federal laws prohibiting discrimination, harassment, and retaliation, including Title IX and VAWA/Campus SaVE Act.

CSUN does not discriminate on the basis of gender or sex (including sex stereotyping or sex characteristics), which includes gender identity (including nonbinary or transgender identities), gender expression, or sexual orientation, in its education programs or activities. Nor does CSUN discriminate on the basis of any other protected status, including age, disability (physical and mental), genetic information, marital status, medical condition, nationality, pregnancy or related conditions, race or ethnicity (including color, caste, or ancestry), religion or religious creed, and veteran or military status. All students and employees have the right to participate fully in CSUN programs, activities, admission, and employment free from discrimination, harassment, sexual misconduct, sexual exploitation, dating violence, domestic violence, stalking, prohibited consensual relationships, and retaliation (Interim CSU Nondiscrimination Policy).

Title IX of the Education Amendments of 1972, and certain other federal and state laws, prohibit discrimination on the basis of gender or sexual orientation in employment, as well as in all education programs and activities operated by the University (both on and off campus), including admissions. The protection against discrimination on the basis of gender or sexual orientation includes sexual harassment, sexual misconduct, and dating and domestic violence, and stalking.

Titles VI and VII of the Civil Rights Act of 1964 and the California Equity in Higher Education Act, as well as certain other federal and state laws, prohibit discrimination or harassment on the basis of previously listed protected statuses in all education programs and activities operated by the university (both on and off campus). 

If you feel your educational or employment rights have been adversely impacted due to potential discrimination and harassment based on any protected status, sexual harassment, sexual misconduct, sexual exploitation, dating violence, domestic violence, stalking, prohibited consensual relationships, and retaliation, you have a right to contact the Office of Equity and Compliance (OEC) to file a complaint. Any person may report a potential violation of the Interim Nondiscrimination Policy to the OEC (whether or not the person is alleged to have experienced the potential violation directly.)

Reports may be made in-person, by mail, by telephone, or by electronic mail, using the contact information for their campus Title IX Coordinator/Discrimination, Harassment, and Retaliation (DHR) Administrator, or by any other means, including online reporting form, that results in the Title IX Coordinator/DHR Administrator receiving the person’s verbal or written report. Such a report may be made at any time (including during non-business hours) by using the telephone number or electronic mail address, or by mail to the office address, listed for the Title IX Coordinator/DHR Administrator. 

The following person has been designated to handle inquiries regarding the Interim CSU Nondiscrimination Policy and Title IX complaints for CSUN:

La Shonda Coleman
Assistant Vice President, Office of Equity and Compliance
Title IX Coordinator/DHR Administrator
Campus Store Complex, Room 220
Phone: 818-677-2077
Email: equityandcompliance@csun.edu

  • Age
  • Disability (physical and mental)
  • Gender
  • Gender Identity (including nonbinary and transgender identities)
  • Gender Expression
  • Genetic Information
  • Marital Status
  • Medical Condition
  • Nationality
  • Pregnancy or Related Conditions
  • Race or Ethnicity (including color, caste, or ancestry)
  • Religion or Religious Creed
  • Sex (including sex stereotyping or sex characteristics)
  • Sexual Orientation
  • Veteran or Military Status

For emergencies, please call the police immediately by dialing 9-1-1.  

DHR Administrator: 

La Shonda Coleman
Office of Equity and Compliance 
Valera Hall 285 
Phone:  (818) 677-2077 or http://www.csun.edu/eqd/ 
Hours:  Monday – Friday,  8:00 a.m. to 5:00 p.m. 

Email: equityandcompliance@csun.edu

University Police: 
 
Monday – Friday:  8:00 a.m. to 5:00 p.m. (818) 677-2201 
All other hours:  (818) 677-2111 (24 hour police dispatch) 
http://www.csun.edu/police/assault/ 

U.S. Department of Education, Office of Civil Rights: 

(800) 421-3481 or ocr@ed.gov 
If you wish to fill out a complaint form online with the OCR, you may do so at: http://www2.ed.gov/about/offices/list/ocr/complaintintro.html.

Information for Complainant  

We are neutral.  The Office of Equity & Compliance (OEC) is committed to providing a fair and unbiased review. Our investigations are focused on the information available. We do not represent or advocate on behalf of any party. 

We help Complainants find the right process.  OEC reviews matters concerning discrimination, harassment and retaliation based on a protected status. If OEC is not best suited to address your concerns, OEC will provide information to help you determine the appropriate office. 

Support person.  The Complainant and Respondent may bring a support person to any meetings with the Investigator. We request that Complainants and Respondents please let us know in advance if they will be doing so. 

Understanding the complaint.  The first step the Investigator takes in an investigation is to gather information about the complaint. This usually involves interviewing the Complainant and gathering all information the Complainant has, including documentation and names of witnesses, if any.  

Anonymity.  Complainants frequently ask if Respondents with be told they raised concerns. Respondents are provided with enough information about the allegations to allow them a fair opportunity to respond, and the level of detail necessary to do that varies depending on the circumstances surrounding the incident.  The University cannot always honor a request for complete confidentiality as it must weigh that request against the obligation to provide a safe, non-discriminatory environment for all students, employees and third parties.  In those situations, Complainants will be informed prior to the start of an investigation that to the extent possible, information will be shared only with those responsible for handling the University’s response. OEC will remain mindful of a Complainant’s well-being and will take ongoing steps to protect individuals from retaliation. 

Interim Measures. OEC will connect Complainants with appropriate on-campus and off-campus resources and confidential support services.  If the complaint involves sexual harassment, including sexual violence, OEC may also assist with measures including academic, housing, and/or workplace modifications. 

Interviewing the Respondent.  After OEC understands the nature and scope of the complaint, the Respondent is notified of the allegations and given a full and fair opportunity to respond. The Respondent is also asked to provide any documentation and to identify any witnesses relevant to the complaint. The Complainant is not present during the Respondent’s interview and vice versa. 

Gathering other information.  OEC will interview witnesses and review documents that it believes is relevant to the situation. OEC may also contact the Complainant and the Respondent with additional questions or to request additional information throughout the investigation. 

Review.  All information and documentation provided by either party, or by witnesses interviewed during the course of an investigation, may be considered for final determination as to whether a violation of university policy occurred. 

Decision and follow up.  If OEC determines that discrimination, harassment or retaliation has occurred in violation of university policy, relevant campus administrators will be notified to take appropriate action aimed at addressing the misconduct, preventing its recurrence and remedying its effects. Both parties will receive simultaneous written notice of the outcome of the investigation. 

Appeal Rights.  Depending on whether a formal complaint was filed in accordance with applicable university and CSU policies, Complainants may if s/he is not satisfied with the determination. 

Retaliation.  The University has a strong policy against retaliation. Complainants or witnesses who believe they are being subjected to retaliatory behavior are encouraged to immediately contact OEC. 

More information.  If you have any other questions about the investigation or investigation process, please do not hesitate to contact OEC at (818) 677-2077.   

Information for Respondent/Accused  

We are neutral.  The Office of Equity & Compliance (OEC) is committed to providing a fair and unbiased review. Our investigations are focused on the information available. We do not represent or advocate on behalf of any party. 

We help Complainants find the right process.  OEC reviews matters concerning discrimination, harassment and retaliation based on a protected status. If OEC is not best suited to address your concerns, OEC will provide information to help you determine the appropriate office. 

Support person.  The Complainant and Respondent may bring a support person to any meetings with the Investigator. We request that Complainants and Respondents please let us know in advance if they will be doing so. 

Understanding the complaint.  The first step OEC takes in an investigation is to gather information about the complaint. This usually involves interviewing the Complainant and gathering all information the Complainant has, including documentation and names of witnesses, if any. The Respondent is not present during the Complainant’s interview and vice versa. 

Anonymity.  Respondents are provided with enough information about the allegations to allow them a fair opportunity to respond, and the level of detail necessary to do that varies depending on the circumstances surrounding the incident. The University cannot always honor a request for complete confidentiality as the University must weigh that request against the obligation to provide a safe, non-discriminatory environment for all students, employees and third parties 

Interim Measures. OEC will connect Complainants and Respondents with appropriate on-campus and off-campus resources and confidential support services. If the complaint involves sexual harassment, including sexual violence, OEC may also assist with measures including academic, housing, and/or workplace modifications. 

Interviewing the Respondent.  After OEC understands the nature and scope of the complaint, the Respondent is notified of the allegations and given a full and fair opportunity to respond. The Respondent is also asked to provide any documentation and to identify any witnesses relevant to the complaint.   

Gathering other information.  OEC will interview witnesses and review documents that it believes is relevant to the situation. OEC may also contact the Complainant and the Respondent with additional questions or to request additional information throughout the investigation. 

Review.  All information and documentation provided by either party, or by witnesses interviewed during the course of an investigation, may be considered for final determination as to whether a violation of university policy occurred. 

Decision and follow up.  If OEC determines that discrimination, harassment or retaliation has occurred in violation of university policy, relevant campus administrators will be notified to take appropriate action aimed at addressing the misconduct, preventing its recurrence and remedying its effects. Both parties will receive simultaneous written notice of the outcome of the investigation. 

Appeal Rights.  Depending on whether a formal complaint was filed in accordance with applicable university and CSU policies, Complainants may appeal if s/he is not satisfied with the determination. 

Retaliation.  The University has a strong policy against retaliation. Complainants or witnesses who believe they are being subjected to retaliatory behavior are encouraged to immediately contact OEC.

More information.  If you have any other questions about the investigation or investigation process, please do not hesitate to contact OEC at (818) 677-2077.   

Contact the Office of Equity and Compliance at either of the following: 

  • Submit a concern through the online reporting form. 
  • Email: equityandcompliance@csun.edu
  • Phone: 818-677-2077