Faculty Hiring

Equal Employment Opportunity

California State University, Northridge has maintained a longstanding commitment to the principle and practice of equal opportunity in all aspects of employment wherein all personnel decisions are made without consideration of race, color, religion, national origin, gender, gender identity or expression sexual orientation, age, disability, genetic information or veteran status.

Equity and Compliance Office (OEC)

We recognize that diversity is to be acknowledged, appreciated, encouraged, and embraced.  Sustained, institutional diversity requires thoughtful and purposeful commitment from all administrators, faculty, staff and students.  The Equity and Compliance Office works with all facets of the university to help achieve the goal of creating a culture that respects and celebrates a community of individuals with an array of human qualities and varying personal and professional experience.

Equity and Compliance Office in the Search Process

  • Helping to ensure equal employment opportunity and consideration in the search process is one way in which the OEC supports diversity as a core value of the university.  We provide support and tools for every step of the search process, including helping departments and search committees:
  • Assess institutional data and previous applicant pools (before a search begins) for purposes of developing improved recruitment strategies;
  • Construct a position announcement that carefully reflects the needs of the position and the department;
  • Aggressively implement a comprehensive recruitment plan that uses multiple strategies and advertising mediums to increase the diversity of the applicant pool, and in turn, better ensure that the University invests in faculty excellence that is responsive to the diversity of our student population;
  • Develop interview questions that seek information from candidates about their experience and cultural competencies in working with diverse populations;
  • Develop evaluation instruments which adequately assess a candidate's qualifications for the position and are applied consistently;
  • Describe the search process in sufficient detail to demonstrate equitable consideration of all applicants.

Tenure-Track Positions

Part - Time Positions

Academic Administrative Positions (Section 600 Searches) - NEW

  • Diversity Recruitment Resources
  • Faculty Hiring Workshop Manual (.pdf)
  • Creating a Diverse Faculty (The Chronicle of Higher Education 2016) - NEW
  • Hiring in Academe:  Insights on Diversity, Equity, and Inclusion (The Chronicle of Higher Education 2015)
  • CSU Recruitment and Hiring Guidelines for Tenure-Track Faculty (.pdf)

Affirmative Action is a federal mandate.  As a matter of federal law, all employers receiving federal contract money must take action (i.e., implement and enforce policies) to ensure equal employment opportunity.  If discrepancies are found between department profiles and the labor market availability of qualified candidates, CSUN must show it made a good faith effort to reduce or eliminate the discrepancy.  Affirmative Action is one measure used to show such good faith.

Affirmative Action relates to the RECRUITMENT phase of the search and appointment process.

  1. Search committee should reflect diversity in its composition.
  2. Search committee should search and recruit broadly.
  3. Availability data should be noted
  4. Applicant pool and search process should be reviewed to ensure outreach has been broad and inclusive.

Proposition 209 is a California State Law implemented in 1997 which prohibits discrimination against or preferential treatment for any individual or group on the basis of race, color, ethnicity, or national origin in the operation of public employment, education, and contracting.

Proposition 209 relates primarily to the SELECTION phase of the search and appointment process.

  • Evaluation of applicants and rationale for selection may not take into consideration their membership in a protected group (i.e., race, gender, national origin, religion, age, disability, sexual orientation).
  • No preferential treatment during the search process on the basis of a protected category.

Please find our most recent Affirmative Action Plan here.

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