Notice of Non-Discrimination and Employer Acknowledgement
The University of Southern California prohibits discrimination on the basis of actual or perceived race, color, ethnicity, religion (including religious dress and grooming practices), creed, sex, age (40 years and over in the employment context), marital status, national origin, citizenship status, employment status, income status, shared ancestry and ethnic characteristics, partnership status, medical condition (including cancer and genetic characteristics), pregnancy (including childbirth, breastfeeding, or related medical conditions), disability, political belief or affiliation, domestic violence victim status, military or veteran status, sexual orientation, gender, gender identity, gender expression, genetic information, and any other class of individuals protected from discrimination under federal, state, or local law, regulation, or ordinance in any of the University’s educational programs and activities, and in the employment (including application for employment) and admissions (including application for admission) context, as required by: Title IX of the Education Amendments of 1972 and its implementing regulations, 20 U.S.C. § 1681 et seq.; Title III of the Americans with Disabilities Act of 1990, as amended in 2008; Section 504 of the Rehabilitation Act of 1973; Title VI and VII of the Civil Rights Act of 1964; the Age Discrimination Act of 1975; the Age Discrimination Act of 1967; the California Fair Employment and Housing Act; Section 1557 of the Affordable Care Act, 42 USCA § 18116, and other federal, state, and local laws, regulations, or ordinances that prohibit discrimination, harassment, and/or retaliation.
The University prohibits unlawful harassment of students, employees, and third parties on the basis of any protected characteristic as identified above.
The University also prohibits retaliation against any individual for the purpose of interfering with any right or privilege secured by university policy or law, or because the individual makes a good faith report or formal complaint, testifies, assists, participates, or refuses to participate in any manner in an investigation, proceeding, or hearing under USC’s Policy on Prohibited Discrimination, Harassment, and Retaliation.
The University will respond promptly and effectively to all reports of discrimination, harassment, and retaliation and will take appropriate action to prevent, to correct, and, when appropriate, to remedy behavior that violates the University’s policy. For more information, visit the Office for Equity, Equal Opportunity, and Title IX.
Note: By registering for any of the University’s recruiting programs and services or posting a job, employers are acknowledging their employment and hiring practices are consistent with USC’s prohibition against discrimination and harassment.
Where an employer provides an internship or employment to a USC student, the employer also acknowledges and agrees to the following requirements:
- As part of the on-boarding and initial training, providing the student with:
- Copy of the employer’s non-discrimination and anti-harassment policies
- Information about how to report discrimination or harassment
- The name and contact information of personnel designated by the employer for reporting workplace harassment
- Information about the prohibition against retaliation.
- Notify USC of allegations of discrimination or harassment involving a USC student (either as a complainant or respondent) to allow USC to provide appropriate supportive measures or pursue an internal investigation.
Any questions about these provisions can be directed to the USC Office for Equity, Equal Opportunity, and Title IX.
Additionally, the USC Career Center encourages all hiring organizations to commit to the following diversity, equity, and inclusion practices when recruiting our Trojans:
- Consciously provide students and alumni with educational opportunities to develop diversity, equity, and inclusion competency.
- Take action to create an increasingly diverse, equitable, and inclusive work force by engaging in continuous organizational self-assessment aimed at overcoming systematic organizational and societal barriers.
- Implement equitable opportunities for historically underrepresented or marginalized individuals and groups to participate in organizational change within your organization despite position or authority.
- Expand opportunities for your organization’s senior leadership to understand the experience of historically underrepresented hires by centering their voices and incorporating their feedback into organizational decision-making.