Community Rights, Protections, and Resources

Cooper Statue

The Cooper Union was founded on the fundamental belief that an education “equal to the best" should be accessible to all members of society without regard to gender, race, religion, or economic status. It is that founding mission and commitment to diversity and inclusion that make Cooper the community it is today.

A diverse community brings perspectives, approaches, and experiences that can challenge embedded worldviews and enrich social and intellectual life. Different viewpoints, voices, and experiences are essential to questioning the status quo of a learning environment. Cooper's commitment to inclusive pedagogy and curricula aims at fostering engagement, collaboration, shared understanding, and common purpose. 

 

1. COOPER UNION POLICIES & PROCEDURES
2. COMPLAINT PROCEDURES

It is hoped that minor differences can be resolved without requiring a formal complaint process. Nonetheless, there are situations where a formal process is needed to settle disputes through reasoned discussion and mediation. This process does not supplant formal processes associated with student conduct issues; administrative or academic processes and rules; or provisions of collective bargaining agreements. In addressing student complaints, we strive to respect the concerns of the complainant, respondent, and any other parties involved, while fully addressing the underlying events leading to the complaint.

3. RESOURCES & SUPPORT

Accordion contentThe Office of Student Affairs is a starting point for any student seeking information and guidance related to discrimination based on race, gender, religion, or sexual orientation. 

Office of Civil Rights Resources


New York Resources

4. STAFF COORDINATORS
  • Equal Opportunity Officer
    Jessica Haber, VP and Chief of Staff
    Office of the President
    7th Floor, New York, NY 10003
    Email: jessica.haber@cooper.edu
    Phone: (212) 353-4241
     
  • Title VI and Title IX Coordinator
    Shannon Schmutz, Director of Equity Compliance and Student Engagement
    Office: 29 3rd Avenue, 3rd Floor, New York, NY 10003
    Email: shannon.schmutz@cooper.edu
    Phone: (212) 353-4243
     
  • Code of Conduct/Student Complaints
    Grace Kendall, Dean of Students, VP Student Affairs
    Office: 29 3rd Avenue, 3rd Floor, New York, NY 10003
    Email:grace.kendall@cooper.edu
    Phone: (212) 353-4053
     
  • Student Medical & Disability Support
    Alex Fischer, Director of Student Care and Support
    Office: 29 3rd Avenue, 
    3rd Floor, New York, NY 10003
    Email: alex.fischer@cooper.edu  
    Phone: (212) 353-4130
5. LEGAL PROTECTIONS

The Civil Rights Act of 1964 is the landmark legislation prohibiting discrimination in several areas including housing, employment, and education. The sections of the Act relating to education are Title IV, which authorizes the Attorney General to address certain equal protection violations based on race, color, national origin, sex, and religion in public schools and institutions of higher education; Title VI, prohibiting discrimination by recipients of federal funds on the basis of race, color, and national origin; and Title IX, permitting the United States to intervene in pending suits alleging discrimination. Additionally, the Equal Educational Opportunities Act of 1974 prohibits, among other conduct, deliberate segregation on the basis of race, color, and national origin.

  • Federal Civil Rights laws include:
  • Discrimination on the basis of race, color, and national origin is prohibited by Title VI of the Civil Rights Act of 1964.
  • Discrimination on the basis of sex is prohibited by 
    Title IX of the Education Amendments of 1972.
  • Discrimination on the basis of disability is prohibited by Section 504 of the Rehabilitation Act of 1973.
  • Discrimination on the basis of age is prohibited by the Age Discrimination Act of 1975.
  • The Clery Act requires colleges and universities to report campus crime data, support victims of violence, and publicly outline the policies and procedures they have put into place to improve campus safety.

These civil rights laws are enforced by OCR and “extend to all state education agencies, elementary and secondary school systems, colleges and universities, vocational schools, proprietary schools, state vocational rehabilitation agencies, libraries, and museums that receive U.S. Department of Education funds.

Higher Education Areas covered by Title VI may include, but are not limited to: admissions, recruitment, financial aid, academic programs, student treatment and services, counseling and guidance, discipline, classroom assignment, grading, vocational education, recreation, physical education, athletics, housing, and employment.

A school, college, or university violates Title VI when:

  • harassing conduct on the basis of race, color, or national origin is sufficiently serious as to limit or deny a student’s ability to participate in or benefit from the educational program, i.e., creates a hostile environment;
  • a responsible employee of the school knew, or should have known, about the harassment; and
  • the school failed to take prompt and effective steps reasonably calculated to end the harassment, eliminate the hostile environment, prevent the harassment from recurring, and, as appropriate, remedy its effects.  

Title VI’s protection from race, color, and national origin discrimination extends to students who experience discrimination, including harassment, based on their actual or perceived: (i) shared ancestry or ethnic characteristics; or (ii) citizenship or residency in a country with a dominant religion or distinct religious identity. Federal civil rights laws which are enforced by other federal agencies also prohibit religious discrimination in schools, colleges, and universities. Religious discrimination by public schools and colleges is addressed by the U.S. Department of Justice. A student with a complaint about religious discrimination should contact the Office of Justice Programs.

Inquiries concerning the application of Title IX, Title VI, Section 504, the Americans with Disabilities Act, and the Age Discrimination Act may also be directed to:

  • U.S. Department of Education
    Office for Civil Rights
    New York—Region II
    32 Old Slip, 26th Floor
    New York, NY 10005
  • Telephone: (646) 428-3800
    Email: OCR.NewYork@ed.gov

 

6. GUIDELINES FOR PROTESTS AND DEMONSTRATIONS  

Guidelines for Protests and Demonstrations

  1. Scope and Purpose

Policies of the Cooper Union for the Advancement of Science and Art (“Cooper Union” or the “College”) affirm the freedom of our students, faculty, and staff to pursue their scholarly, artistic, intellectual, and professional interests in a vibrant working, learning, and living environment that supports academic inquiry, the free exchange of ideas, and respects the fundamental dignity and worth of all individuals to be free from discrimination and harassment.  

Cooper Union recognizes that peaceful protest and demonstration are longstanding and important forms of expression and civic engagement that contribute to the exchange of ideas central to the College's educational mission. This policy is intended to support and guide the members of the Cooper Union community in expressing their views, engaging in peaceful protest and demonstration, and participating in robust dialogue while upholding the standards of the shared campus community.

This policy is intended to support members of the community by establishing reasonable, content-neutral guidelines and expectations for protest and demonstration activity on Cooper Union property. This policy should be used as a resource of what is permitted and not permitted on campus.

This policy addresses conduct occurring during protests, demonstrations, or similar gatherings on Cooper Union property. It does not separately restate rules governed by other Cooper Union policies:

  • For rules on posting signs, fliers, and other physical or digital materials — including prior-approval requirements — see the Posting Policy.
  • For rules on online and social media conduct - see the Social Media Policy.
  • For the College's full nondiscrimination obligations - see the Policy Upholding Human Rights, including Title VI and Title IX Protections.

The policies noted above are the most relevant but do not preclude adherence to all Cooper Union policies currently in effect. Questions or concerns regarding this policy should be addressed to the Office of Student Affairs (studentaffairs@cooper.edu), the Title VI/Title IX Coordinator (titleix@cooper.edu), or Campus Safety.

II. Definitions

  1. Protest or Demonstration: Any organized or spontaneous gathering of community members or others intended to express a viewpoint, including but not limited to marches, rallies, sit-ins, vigils, and similar activities occurring on Cooper Union property.
  2. Cooper Union Property (collectively the “campus”): Limited to the Foundation Building, 41 Cooper Square, 30 Cooper Square (2nd and 3rd floors), The Stuyvesant Fish House, the Residence Hall, and 51 Astor Place (classrooms located on the 1st and 2nd floors). The sidewalks outside of these buildings and Peter Cooper Park are public New York City spaces within the jurisdiction of the New York City Parks Department, the Department of Transportation, and the NYPD, not Cooper Union.
  3. Campus Safety Officers: Cooper Union facilities and security personnel, and other College personnel acting in the capacity of their official role, responsible for the safety and security of the Cooper Union community.
  4. Encampment: Any tent, temporary shelter, or overnight occupation of Cooper Union property.

III. Policy Statement & Procedures

  1. General Expectations for Protest Activity

Community members may engage in peaceful protest on Cooper Union property that does not prevent or hinder the operation of College and academic activities or violate Cooper Union policies, such as the Student Code of Conduct, the Policy Upholding Human Rights, Title VI, and Title IX Protections, and other applicable campus policies.

Community members who choose to protest inside Cooper Union buildings must swipe in at the security desks according to standing security procedures.

All protest participants must follow the directions issued by Campus Safety Officers or other College personnel acting in the capacity of their official role.

Access to certain locations may be temporarily limited due to protest activity.

All organizers and participants of a protest or demonstration on campus are responsible for the conduct of the event, including the actions of any people not affiliated with Cooper Union who participate. Cooper Union furniture or equipment may not be moved to alternative rooms, spaces, or outdoors without the prior approval of Facilities Staff, a Dean, or a Department Leader. 

  1. Identification and Dispersal 

Community members participating in demonstrations, protests, or similar gatherings on campus must present valid Cooper Union identification to Campus Safety Officers upon request. Community members must disperse immediately when instructed to do so by Campus Safety Officers during a demonstration, protest, or similar gathering on campus.

The College may impose restrictions on guests or any people not affiliated with Cooper Union, and/or require them to leave the premises, and those directives must be followed.

  1. Masks and Face Coverings

The wearing of masks or face coverings for the purpose of concealing identity or to intimidate others is not permitted on campus. Masks worn for religious and/or medical reasons are permitted on campus. Masks worn for shop or lab safety reasons are also permitted, consistent with applicable safety requirements.

  1. Language and Content Expectations

While expressing views or engaging in debates about highly charged or political issues may cause other individuals to feel uncomfortable, it is important to recognize the difference between the use of words that may make someone feel uncomfortable and the use of words that intimidate, threaten, or harass.  It is never acceptable to intimidate, threaten, or harass others. These expectations apply to spoken and posted language and content.

What Is Permissible

  • It may be acceptable to criticize the policies and actions of entities, such as governments, companies, trade organizations, and organized groups, provided such criticism does not otherwise violate existing College policies.  
  • Calls for protests or demonstrations that do not otherwise violate existing College policies are acceptable.

 

What is Not Permissible

  • Words or actions that incite or threaten violence.
  • Words or actions that exclude people from participation in, or access to, Cooper Union’s programs and activities.
  • Words or actions that mock individuals based on their protected characteristics.  
  • Harassment of any kind as described in the Policy Upholding Human Rights including Title VI and Title IX Protections, the Student Code of Conduct, the Non-Discrimination and Harassment in the Workplace Policy, the Non-Discrimination Statement, or any other Cooper Union policy.

 

  1. Postings & Materials

Signs, banners, fliers, and other physical or digital materials displayed or distributed in connection with a protest or demonstration are governed by the Posting Policy, including its requirements for prior approval and for disclosing the identity of the responsible individual or organization, the nature and content of the material, and where and when it will be posted. Materials may not be posted outside of designated Posting Spaces identified in the Posting Policy.

  1. Online and Social Media Conduct

Online and social media conduct connected to a protest or demonstration is governed by the Social Media Policy. Separately, and consistent with that policy, Cooper Union does not generally discipline students for the content of their personal social media accounts. However, the College may take student disciplinary action for conduct occurring outside the College context — including online — when that conduct substantially disrupts the regular operation of the College, threatens the health, safety, or security of the College community, or results in a violation of Cooper Union's policies, including the Policy Upholding Human Rights including Title VI and Title IX Protections. Endorsing or reposting calls for violence or discriminatory content implicates these policies and can result in disciplinary action. Both individuals and student groups should take care to read and understand materials before offering their support or endorsement.

  1. Conduct During Campus Events, Lectures, or Programs

During campus events, lectures, or programs, silent protests that do not interfere with speakers and audience members are permissible, for example:

  • Displaying signs and banners that do not block the view of other attendees and that comply with the Posting Policy and Sections (d) and (e) above.
  • Turning one's back to the speaker.
  • Walking out, as long as it is not disruptive to the event or program.

 

  1. Other Permitted Protest Activities 

Holding signs that conform to the Posting Policy, and handing out fliers, is permitted, so long as they do not disrupt or interfere with regular College activities and programs and so long as the content does not violate Section (d) above or other applicable College policies. Contact the Office of Student Affairs with questions about which spaces and times may be appropriate.

Messaging on clothing is permitted so long as the content does not violate sections (d) or (e) above or other applicable College policies.

  1. Prohibited Conduct 

The following protest activities are never permitted:

  • Protest activity inside Cooper Union buildings that disrupts classes, labs, studios, library, or academic study.  
  • Loud or disruptive behavior in campus buildings, or the use of amplified sound (e.g., bullhorns, speakers, musical instruments, etc.).  
  • Protesting inside the library, and any other common space that is disruptive to study, classroom and/or administrative activities.
  • Assaulting anyone who is participating in a protest.  
  • Attempting to sabotage protest materials and/or equipment.  
  • Encampments and overnight demonstrations in campus buildings. Once the buildings close each day, protesters are required to leave; refusal to follow Campus Safety Officers’ directions to leave constitutes violation of the Student Code of Conduct or Employee Code of Ethical Conduct.
  • Erecting any type of unauthorized barrier inside campus buildings.
  • Blocking entrances and exits.
  • The wearing of masks or face coverings for the purpose of concealing identity or to intimidate others in campus buildings. Interrupting, impeding, disrupting, or otherwise interfering with any College event, lecture, or program, including student group or club events, so that a speaker is unable to speak, or audience members are unable to hear or see the program.  
  • Using Cooper Union facilities and equipment to produce protest materials (such as banners, posters, and fliers) without approval from a Dean or Department Leader.
  •  

IV. Enforcement

Conduct that violates this policy will be referred to the appropriate student or employee conduct process for further action, consistent with the Student Code of Conduct, Employe Handbooks, and other applicable College procedures.

Any member of the Cooper Union community may report conduct they believe violates this policy to the Dean of Students, the Title VI/Title IX Coordinator, an Academic or Faculty Dean, or Human Resources. Cooper Union prohibits retaliation against anyone who reports a concern in good faith, participates in an investigation, or assists in resolving a complaint.

V. Compliance with Other Policies & Law

This policy works together with, and does not supersede, other Cooper Union policies, including, but not limited to, the Posting Policy, the Social Media Policy, the Student Code of Conduct, the Non-Discrimination and Harassment in the Workplace Policy, the Policy Upholding Human Rights including Title VI and Title IX Protections, and the Non-Discrimination Statement. In addition, it works in conjunction with the Student Complaint Policy and Procedures, Student Disability Policy and Procedures, and Guide to Residential Living. 

 

Cooper Union also complies with federal civil rights laws, including Title VI of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, Section 504 of the Rehabilitation Act of 1973, the Age Discrimination Act of 1975, and the Clery Act.

The sidewalks outside Cooper Union buildings and Peter Cooper Park are public New York City spaces within the jurisdiction of the New York City Parks Department, the Department of Transportation, and the NYPD, and are not governed by this policy.

VI. In Conclusion

We are all members of a shared learning community. Peaceful protest and other forms of expression can play a crucial role in challenging unjust systems and sparking social change. However, conduct and content that conflict with our Community Rights and Protections come with consequences. We urge that all members of the Cooper Union community understand these distinctions and are mindful of their actions. Most importantly, we encourage everyone to be respectful of all community members. 

7. GUIDANCE ON THE APPLICATION OF COOPER UNION'S NONDISCRIMINATION POLICIES

Guidance on the Application of Cooper Union's Nondiscrimination Policies

 

Purpose

The Cooper Union is committed to maintaining a working, learning, and living environment that respects the dignity and rights of all individuals and is free from discrimination and harassment. This guidance explains how the College applies and enforces its nondiscrimination policies, including the Policy Upholding Human Rights Including Title VI and Title IX Protections, and other applicable College policies.

 

This guidance is intended to assist students, employees, and members of the public in understanding the expectations established by College policy and how those policies are applied in practice.

 

Commitment to Equal Application

The Cooper Union applies its nondiscrimination policies fairly and consistently to all individuals.

 

The protections contained in the College's nondiscrimination policies apply equally to all protected characteristics recognized by applicable federal, state, and local law. The College is committed to the fair and equal enforcement of its policies regardless of the identity of the individuals involved.

 

Discrimination and harassment based upon antisemitism, anti-Zionism, Islamophobia, anti-Arab or anti-Palestinian bias, anti-Black racism, anti-Asian bias, anti-Latino/Hispanic bias, anti-indigenous or native bias, xenophobia, or bias against any protected characteristic are prohibited by College policy.

 

Application Beyond Campus

The Cooper Union does not generally discipline students for the content of personal social media accounts or other protected expression. However, the College may take disciplinary action regarding conduct occurring off campus or online when that conduct:

 

  • substantially disrupts the regular operations of the College;
  • threatens the health, safety, or security of members of the College community; 
  • creates a hostile environment within a College program or activity; or
  • violates the Policy Upholding Human Rights Including Title VI and Title IX Protections or any other applicable College policy.

 

This may include conduct occurring through social media, group chats, or other online platforms.

 

Endorsing, reposting, or otherwise amplifying content that calls for violence or constitutes discriminatory harassment may violate College policy and may result in disciplinary action under applicable College disciplinary procedures. Students and recognized student organizations are encouraged to carefully review materials before posting or expressing public support or endorsement.

 

Guidance Regarding Zionism, Jewish Identity, and Islamophobia

The College recognizes that individuals may hold differing political, religious, and personal views concerning Israel, Palestine, Zionism, and related issues.

 

For many Jewish and/or Israeli individuals, Zionism is an important component of their Jewish identity. Accordingly, conduct directed toward individuals because they are or are perceived to be Zionists may constitute discrimination or discriminatory harassment where the conduct satisfies the standards set forth in the College's nondiscrimination policies.

 

The use of the term "Zionist" does not, by itself, violate College policy. However, "Zionist" may, in some circumstances, be used as a code word targeting Jewish or Israeli individuals. The use of code words or substitute terminology does not preclude conduct from violating the College's nondiscrimination policies. Likewise, discrimination or harassment directed at individuals because they are Muslim, Arab, or Palestinian is equally prohibited, including where terms such as “terrorist,” “jihadist” or “Hamas supporter” are used as substitutes for those identities.   

 

Examples of Conduct that May Violate College Policy

The following examples are intended solely to illustrate how College policies may apply. They are not an exhaustive list, and whether particular conduct violates College policy depends upon the specific facts and circumstances.

 

Harassment based on race, color, ancestry, or ethnicity

  • Using racial, ethnic, or ancestral slurs toward a member of the College community, or repeatedly mocking a person’s name, accent, appearance, or manner of speaking.
  • Posting, projecting, or circulating slurs, symbols, or imagery targeting a racial, ethnic, or ancestral group — including in studios, shops, residence halls, bathrooms, bulletin boards, course platforms, or group chats.
  • Applying stereotypes to an individual because of a protected characteristic — for example, telling a student that their admission or a prize they won is attributable to their race, national origin, ancestry, religion, gender identity, or other protected characteristic rather than their merit.
  • Damaging, defacing, or removing property because of its association with a protected characteristic — for example, a mezuzah, a prayer rug, a keffiyeh, a flag, cultural or religious dress, or a student’s artwork.
  • Touching or pulling at a person’s hair, hijab, turban, kippah, or other item of ethnic or religious significance without consent.
  • Telling a classmate or coworker to “go back where you came from,” or repeatedly questioning where someone is “really” from in a manner that is intended or reasonably experienced as demeaning.
  • Circulating tropes or conspiracy theories about a protected group — for example, claims about Jewish control of financial institutions, or claims equating Muslim or Arab identity with terrorism — where the statements constitute discrimination or discriminatory harassment.

     

Exclusion from, or unequal access to, College programs and opportunities

  • Excluding individuals from College activities, events, leadership positions, student organizations, group projects, or critiques because of a protected characteristic. 
  • Refusing to work with an assigned partner, teammate, or studio-mate because of the person’s race, national origin, ancestry, religion, gender identity, or other protected characteristic.
  • Applying different standards in grading, critique, studio or shop access, recommendation letters, hiring, or discipline based on a protected characteristic.
  • Steering students of a particular background away from a program, concentration, fellowship, or opportunity, or discouraging them from applying.
  • Segregating or assigning individuals to particular sections, teams, workspaces, or housing on the basis of a protected characteristic.
  • Denying a student organization access to space, funding, or advertising that comparable organizations receive, because of the protected characteristics of its members or the viewpoints associated with them.
  • Excluding a person from a group, project, or social opportunity because they participate in a cultural, religious, or identity-based student organization, or because they attended an event associated with a particular community.

 

Litmus tests, compelled disclosure, and targeting based on perceived affiliation

  • Requiring individuals to affirm or reject Zionism as a condition of participating in College programs or activities, joining a student organization, or holding a leadership position.
  • Demanding that a person who is or is perceived to be Jewish or Israeli disclose or defend their views regarding Israel or Zionism for the purpose of harassing or discriminating against that individual.
  • Demanding that a person who is or is perceived to be Muslim, Arab, or Palestinian disclose or defend their views regarding a terrorist attack, or the actions of any government or organization, for the purpose of harassing or discriminating against that individual.
  • Similar demands directed at individuals of any other national origin — for example, requiring a Chinese, Russian, Indian, or Iranian student to denounce the actions of their government as a condition of participation or as a means of harassment.
  • Interrogating a person about their immigration or citizenship status, or threatening to report a person to immigration authorities, because of their national origin, ancestry, or perceived views.
  • Publishing or circulating a person’s name, photograph, home address, workplace, or family information together with accusations, in order to expose them to harassment or retaliation because of who they are or are perceived to be. This applies regardless of which community the targeted person belongs to.

 

Threats and calls for violence

  • Calling for the death of, or encouraging or celebrating violence against, Jews, Israelis, Zionists, Muslims, Arabs, Palestinians, or members of any other protected group.
  • Making threatening statements toward an individual or group because of a protected characteristic, including through anonymous messages, tagged posts, or messages sent to a person’s account.
  • Physical assault, blocking or cornering a person, or destroying property or academic work in connection with a protected characteristic.
  • Harassing a person because their roommate, partner, family member, or close friend is of a particular race, religion, national origin, or ancestry.
  • Targeting an employee because of the protected characteristics of the students they advise or support.
  •  

Conduct involving other protected characteristics

  • Religion: denying a reasonable religious accommodation, such as rescheduling an exam or critique that conflicts with a religious observance; disrupting or interfering with a person’s prayer or use of a designated prayer or reflection space; pressuring a person to participate in or abandon a religious practice.
  • Disability: refusing to implement approved accommodations; questioning or mocking a person’s disability or accommodation; disclosing a person’s disability status without authorization; excluding a person with a disability from a field trip, studio activity, or shop training that could be made accessible.
  • Sex, sexual orientation, and gender identity or expression: excluding a person from a team, critique, or opportunity on these bases; persistent and deliberate misuse of a person’s name or pronouns as part of a pattern of harassment; circulating demeaning material about a person’s sexual orientation or gender identity. Sexual harassment and sex-based misconduct are addressed under the College’s Title IX Policy.
  • Pregnancy and parental status: denying academic adjustments related to pregnancy, childbirth, or lactation, or pressuring a student to withdraw or change programs because they are pregnant or parenting.
  • Age, military or veteran status, marital or partnership status, and status as a victim of domestic violence: excluding, demeaning, or applying different standards to individuals on these bases.
  • Citizenship or immigration status: treating international students or employees less favorably in advising, hiring, program access, or discipline because of their status or perceived status.

 

Retaliation

  • Lowering a grade or evaluation, withdrawing a recommendation, removing a person from a project or leadership role, or reassigning a person because they made a report of discrimination or harassment, participated in an investigation, or supported someone who did.
  • Pressuring, threatening, or offering inducements to a person to withdraw a report or decline to participate in an investigation.
  • Publicly identifying, ostracizing, or circulating information about a person because they reported a concern.
  • Excluding a person from a student organization, studio, or social group because they cooperated with a College review of discrimination or harassment.

 

Nothing in these examples is intended to restrict protected academic inquiry, classroom discussion, political debate, or expression protected by law. The following are not, on their own, violations of the College’s nondiscrimination policies:

  • Expressing a viewpoint about a country's policies or actions — including the policies or actions of the governments of Israel, the United States, China, Iran, Russia or any other government. 
  • Coursework, assigned readings, invited speakers, and classroom discussion that are germane to the subject matter remain protected, consistent with Cooper Union's commitment to academic freedom.
  • Criticizing, debating, defending, or rejecting Zionism, anti-Zionism, nationalism, religion, or any other political or ideological position, as a matter of political or historical context and/or argument.
  • Peaceful protest, vigils, leafleting, petitions, and advocacy consistent with the College’s policies.
  • Wearing, displaying, or carrying items of religious, cultural, or political significance — including a kippah, hijab, keffiyeh, cross, turban, flag, or pin.
  • A single offensive or insensitive remark that is not severe and does not recur, though the College may still address it through education, conversation, or other non-disciplinary means.

 

The distinction the College draws is between expressing a position on a political, historical, or artistic question and targeting an individual or group for who they are or are perceived to be. The College evaluates reported conduct based on the totality of the circumstances and applicable legal standards.

 

Reporting Concerns

 

Individuals who believe they have experienced discrimination, harassment, or retaliation are encouraged to report their concerns promptly through the procedures established by the College. Faculty and staff who become aware of conduct that may constitute discrimination or harassment based on a protected characteristic are required to report it to the Title VI/Title IX Coordinator or another official identified below. Employees who are unsure whether an incident is covered should report it; the determination of whether a report falls under a particular policy is made by the Coordinator, not by the reporting employee.

 

Reports will be reviewed in accordance with applicable College policies and procedures.

 

Reports may be made to/via:

Cooper Union prohibits retaliation against anyone who reports a concern in good faith, participates in an investigation, or assists in resolving a complaint. Reports are reviewed promptly, and the College takes appropriate steps to investigate, support affected individuals, and address violations under the applicable policy and procedures.

 

This page will be reviewed periodically and may be updated to reflect changes in law, regulatory guidance, or Cooper Union policy. It was last updated August 5, 2026.

 

 

 

 

 

 

 

  • Founded by inventor, industrialist and philanthropist Peter Cooper in 1859, The Cooper Union for the Advancement of Science and Art offers education in art, architecture and engineering, as well as courses in the humanities and social sciences.

  • “My feelings, my desires, my hopes, embrace humanity throughout the world,” Peter Cooper proclaimed in a speech in 1853. He looked forward to a time when, “knowledge shall cover the earth as waters cover the great deep.”

  • From its beginnings, Cooper Union was a unique institution, dedicated to founder Peter Cooper's proposition that education is the key not only to personal prosperity but to civic virtue and harmony.

  • Peter Cooper wanted his graduates to acquire the technical mastery and entrepreneurial skills, enrich their intellects and spark their creativity, and develop a sense of social justice that would translate into action.