Discrimination and Harassment
Houston Community College does not discriminate on the basis of race, color, religion, sex, gender identity and expression, national origin, age, disability, sexual orientation, or veteran status. The following person has been designated to handle inquiries regarding the non-discrimination policies.
David Cross, Ed.D., Director EEO/Compliance
3100 Main Street, Suite 702
Houston, TX 77002
713.718.8271 or firstname.lastname@example.org
Equal Opportunity Statement
Houston Community College is committed to providing an educational climate that is conducive to the personal and professional development of each individual. HCC does not discriminate and prohibits discrimination on the basis of race, color, religion, gender identity and gender expression, national origin, age, disability, sex, sexual orientation, or Veteran status in employment or the rights, privileges, programs, and activities generally accorded or made available to students at the school, administration of its educational policies, admissions policies, scholarship and loan programs, and athletic and other school-administered programs. A lack of English language skills will not be a barrier to admission to and participation in career and technical education programs. To ensure compliance with Title IX and other federal and state civil rights laws, the College District has developed policies and procedures that prohibit discrimination in all of its forms
Houston Community College is committed to cultivating an environment free from inappropriate conduct of a sexual or gender-based nature including sex discrimination, sexual assault, sexual harassment, and sexual violence. Sex discrimination includes all forms of sexual and gender-based
misconduct and violates an individual’s fundamental rights and personal dignity.
It shall be an unlawful employment practice for an employer to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual's race, color, religion, sex, or national origin or to limit, segregate, or classify his employees or applicants for employment in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee, because of such individual's race, color, religion, sex, or national origin. 42 U.S.C. 2000e-2(a)
Terminating an employee on the basis of the employee’s homosexuality or transgender status violates Title VII’s prohibition against sex discrimination in employment. Bostock v. Clayton County, Georgia, 140 S. Ct. 1731 (2020)