Approximately one year after the California State Auditor published its review of the California State University's anti-discrimination programs related to sexual harassment, university representatives joined the state auditor and lawmakers in Sacramento on August 14 to discuss the CSU's progress in implementing the auditor's recommendations, as well as a broader set of actions the CSU is taking to strengthen and humanize its civil rights programs for students and employees.
CSU Chancellor Mildred García and Hayley Schwartzkopf, Associate Vice Chancellor for the CSU's new Office for Civil Rights Programming and Services, spoke before the Joint Legislative Audit Committee, Assembly Higher Education Committee and Senate Education Committee. Both affirmed the CSU's commitment to fully implementing recommendations made by the state auditor and those made in a separate report by law firm Cozen O'Connor, as well as going beyond these recommendations.
“I want to begin by acknowledging that for too long, the CSU has fallen far short in our effort to ensure that our campuses are safe and welcoming environments where students, faculty and staff can thrive personally, professionally and intellectually, free of discrimination, harassment and sexual misconduct," García told the panel. “Our actions and inactions related to Title IX have harmed our students, staff and faculty. We have heard it from members of the CSU community across the system. We have let them down, as we have let you down. To all of them and to you, I say: We are deeply sorry. Discrimination and harassment have no place at the CSU—and I am committed to ensuring we learn from our mistakes so that we may never repeat them, and so that we can turn weaknesses into strengths."
García continued: “The work we are engaged in requires nothing short of cultural change. Of course, we must strengthen our culture of compliance. Our processes must not be overly complex or legalistic, but rather easy to access, supportive, respectful and compassionate throughout—and they must result in prompt, fair and meaningful resolutions. But we must also build and maintain a culture of care. That means ongoing prevention programs, awareness campaigns and bystander education. And it means honoring and living out our core values so that our universities are places where every person is respected, protected and empowered to pursue their goals, free from any harassing or discriminatory behaviors."
Schwartzkopf added that the CSU's new organizational structure and focus would bring a people-centric and trauma-informed approach to help all members of the CSU community feel supported.
“Ultimately the work of Civil Rights practitioners is to ensure that the living, learning and working environment for our students and employees is free from discrimination and harassment; and where their concerns are reported, they feel supported, and that their concerns are addressed promptly and effectively," said Schwartzkopf.
A 'Cultural Shift' Toward People-Focused Policy and Programming
The CSU's new structure was created to help acknowledge the complexity, sensitivity, and in many cases, trauma experienced by individuals impacted by these cases and situations.
Schwartzkopf described how the CSU's new regional leadership and oversight model will provide a people-first network of support to both individuals and universities navigating what often feels like a cumbersome and legalistic process.
The new model divides the CSU's 23 universities and the Chancellor's Office into five regions, with each region being supported by a systemwide director and a Civil Rights attorney. Every university also has its own civil rights practitioners on staff. Furthermore, the Chancellor's Office will collect data via an annual survey from the campuses to provide additional levels of transparency and accountability for the services and support they provide.
“This level of support and oversight has not previously existed within the CSU system," Schwartzkopf said. “This is more than a structural shift. It is a cultural shift in the way that the Chancellor's Office is working with our campus partners and overseeing this work."
Schwartzkopf continued, “While still new, we have already started to see the benefits of this structure." For example, she said, staff members on university campuses are building relationships, sharing challenges and exploring best practices in providing support for community members.
“This model aligns with our focus on trauma-informed practices to support students and employees impacted by discrimination, harassment and retaliation," she said.
Auditor Recommendations Met
CSU leaders also described their progress in meeting a series of recommendations from the California State Auditor. There were sixteen total recommendations from the auditor, with twelve of the recommendations having a target completion date of July 2024.
According to the California State Auditor, 10 of those recommendations are “fully implemented" and two are “partially implemented." Of the two recommendations deemed partially implemented, the State Auditor agreed that the CSU created the processes that were required; however, they have asked to see those processes in action at the university level before they consider those two recommendations complete. Four additional recommendations have target completion dates of January 2025 and July 2026 and are pending.
In addition to its progress in implementing the auditor's recommendation, the CSU has taken additional actions to strengthen resources and support offered around all forms of discrimination, harassment and retaliation. The CSU has completed the following actions in the past year:
- Created a systemwide Office of Civil Rights Programming & Services to provide centralized planning, oversight, support and resources to the CSU's university-level Title IX and DHR offices.
- Increased staffing, including five systemwide director positions and five civil rights attorneys in the Office of the General Counsel, who work with the university partners in a regional model.
- Allocated $15.9 million in the CSU budget to bolster Title IX and Civil Rights practices across the 23 universities this academic year.
- Adopted new systemwide policies regarding retreat rights and employment references, so that they do not benefit those employees who have engaged in improper activity.
- Established uniform standards for all 23 universities to track key dates and timelines in a consistent manner, including developing a system for reminders and follow-up to improve the timeliness of investigations.
- Expanded training and professional development programs for civil rights practitioners and other employees with a focus on creating a culture of respect and trauma-informed best practices. This includes both prevention education and consistent guidance, tools and resources across the system.
- Revised the CSU Nondiscrimination Policy as of August 1, consistent with the CSU's mission and existing obligations under state and federal laws. The revised policy also aligns with the recommendation of the state auditor.
Other actions underway at the CSU include:
- Developing policy around other conduct of concern that does not meet the level of Title IX and DHR.
- Establishing a systemwide prevention education plan and a strategic training plan.
- Implementing a systemwide case management system.
- Working toward expanding the institutional mindset on Title IX and DHR compliance to focus on care, respect and support.
For more information, visit the CSU's
Civil Rights and Title IX updates page.