You Speak We Listen Graphic


CCE Sullivan recognizes that as an organization in a dynamic environment serving staff and community members with ever-changing needs, we must listen to those who reach out to us and adapt to the pressing needs we have the ability to address. As an organization that not only has taken a clear and unwavering stance against discrimination and harassment but has worked to respond to the needs of its local residents for over a century, we thus provide the following documents to address issues within our workplace and practices: 

  • Sexual Harassment and Discrimination Prevention Policy
  • Complaint Procedure
  • Affirmative Action, Diversity, and Inclusion Plan

These documents apply to CCE Sullivan staff; volunteers; Extension Education Center facility users including Catskills Kitchen renters, outside groups, and community members who interact with all those stated above, CCE sponsored program participants; and independent contractors. With these policies, procedures, and plans in place we hope to demonstrate our commitment to creating a positive, welcoming environment where staff and community members can thrive.

Sexual Harassment and Discrimination Prevention Policy

Section: Compliance

Policy: HR403 Sexual Harassment and Discrimination Prevention Policy

Responsible Office: Human Resources

Establishment Date: 08/09/2002

Revision Date: 06/14/2023

Adoption Date: 07/26/2023

Policy Summary

The association is committed to maintaining a workplace free from harassment and discrimination. Sexual harassment is a form of workplace discrimination that subjects an employee to inferior conditions of employment due to their gender, gender identity, gender expression (perceived or actual), and/or sexual orientation. Sexual harassment is often viewed simply as a form of gender-based discrimination, but the association recognizes that discrimination can be related to or affected by other identities beyond gender. Under the New York State Human Rights Law, it is illegal to discriminate based on sex, sexual orientation, gender identity or expression, age, race, creed, color, national origin, military status, disability, pre-disposing genetic characteristics, familial status, marital status, criminal history, or status as a victim of domestic violence. Our different identities impact our understanding of the world and how others perceive us. For example, an individual’s race, ability, or immigration status may impact their experience with gender discrimination in the workplace. While this policy is focused on sexual harassment and gender discrimination, the methods for reporting and investigating discrimination based on other protected identities are the same. The purpose of this policy is to help association employees to recognize discrimination, including discrimination due to an individual’s intersecting identities, and provide the tools to take action when it occurs. All employees, managers, and supervisors are required to work in a manner designed to prevent sexual harassment and discrimination in the workplace. This policy is one component of the association commitment to a discrimination-free work environment.

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1301 Complaint Procedure

Section: Complaint Procedures

Subject: Complaints

Policy: System

Code: 1301

Issued: December 2009, May 2022

Cornell Cooperative Extension believes that open communication between employees and management is essential to a productive and successful work environment. Furthermore, Cornell Cooperative Extension prohibits discrimination in any format in the workplace on the basis of race, color, national origin, age, disability and where applicable, sex, marital status, familial status, parental status, religion, sexual orientation, gender identity, genetic information, political beliefs.

The purpose of the procedure is to:

Provide effective channels for employees to address a variety of issues in the workplace. Establish a consistent protocol for the fair, orderly and speedy resolution of disputes in the workplace.

This procedure applies to:

Regular full-time and part-time employees (exempt and non exempt) Temporary employees

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Affirmative Action, Diversity, & Inclusion Plan

Cornell Cooperative Extension Director’s Statement of Commitment to Diversity

Cornell Cooperative Extension (CCE) is committed to fostering a culture of belonging that embraces and promotes diversity, equity, and inclusion in our programs, our outreach, and among our staff and volunteers. It is this commitment that positions CCE to serve a richly diverse New York State population.

Belonging and equity at CCE are achieved through strategic and regulatory practices that ensure:

1. equal opportunity for all staff and volunteers;

2. the elimination of discrimination based on federal, state and local protected statuses, including but not limited to race, color, religion, political beliefs, national or ethnic origin, sex, gender/gender identity, transgender status, sexual orientation, age, marital or family status, protected veteran status and individuals with disabilities;

3. the values of diversity, equity and inclusion in employment and in educational programs; and

4. immediate and appropriate responses to actions that run contrary to CCE’s commitment to furthering diversity, equity and inclusion.

CCE’s Affirmative Action, Diversity, and Inclusion Plan (AADIP) provides guidelines for adhering to compliance mandates, and strategies for promoting belonging across the range of human differences. When combined with our robust diversity, equity, and inclusion efforts, AADIP guidelines serve to counteract the legacy of systemic racism and other forms of structural oppression within our organization, programs, and communities. Each member of the CCE community is called on to engage in the ongoing inner-work of challenging our own biases and examining the impacts of our behaviors, and take actions that affect substantive and long-lasting transformation of our organizational structures and policies. By moving toward individual, interpersonal, and organizational change, we collectively shift our vision of belonging and racial equity from the aspirational to the lived experience of all staff, program participants, volunteers, and communities.

-Except from Cornell Cooperative Extension Director’s Statement of Commitment to Diversity

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Last updated April 18, 2024