Accountability at CSU Is Long Overdue

Workplace discrimination and harassment hinder organizations in every way.

Accountability at California State University Is Long Overdue

Discrimination thrives in silence, and at California State University (CSU), that silence has been deafening. Despite its crucial role as an educational institution meant to foster growth and innovation, CSU has become increasingly synonymous with systemic discrimination, gender inequities, harassment, and a culture of retaliation that stifles its victims. If CSU truly wishes to uphold its mission of inclusivity and integrity, accountability must begin now.

A Dismal Pattern of Discrimination and Retaliation at CSU

The lawsuit filed by Dr. Clare Weber and Dr. Anissa Rogers against the CSU Board of Trustees is not only troubling but also revealing of a deep-seated culture of inequality. Allegations range from gender-based pay disparities to harassment, retaliation, and even coercive tactics to silence employees.

Dr. Weber, once the Vice Provost at CSU San Bernardino, raised concerns about unjust pay disparities between female and male vice provosts. Instead of addressing her complaints with the seriousness they deserved, Weber alleges that she was fired, with CSU offering conflicting (and untruthful) explanations for her dismissal.

Similarly, Dr. Rogers reported a toxic workplace where male employees harassed female staff without consequence. As punishment for speaking up, she alleges that she was instructed to “train the men” and later pressured into resigning under threat of termination.

These are not isolated incidents. A whistleblower has described President Tomás Morales’ alleged hostility toward female employees, contributing to what they termed a pervasive “culture of fear.” Meanwhile, CSU Chancellor Jolene Koester is accused of advising women to endure harassment rather than taking decisive action against it.

Even third-party investigations intended to uphold fairness appear tainted by conflicts of interest, further eroding transparency at CSU.

Corroborating Evidence Validates Patterns of Harassment

Dr. Weber and Dr. Rogers’s cases are not alone. A 2022 study by the California State University Employees Union reported that pay disparities within CSU disproportionately affect women and people of color, with women of color earning nearly 7% less than white male colleagues. The university seems content with allowing these inequities to fester without implementing systemic solutions.

Adding to this damning evidence is the case of Terence Pitre, a Black dean at Stanislaus State, who endured relentless racial discrimination during his time with CSU. Pitre reported racial slurs, targeted harassment, and even social media ridicule by colleagues. Despite filing formal complaints, the university took no meaningful action to protect him. Such dismissive responses not only demean victims but also signal that speaking out comes at an enormous personal cost.

Addressing Counterarguments

CSU might cite internal policies or vague commitments to diversity as evidence of their efforts toward inclusion. However, policies do not equal outcomes. Victims continue to highlight failures in enforcement and implementation, undermining any claims of genuine progress. Others may argue that individual cases do not represent the institution as a whole. But, as we’ve seen, documented patterns of harassment and discrimination across campuses reveal otherwise.

Legal Frameworks Exist, but Action Must Follow

The law is clear. Under Title VII of the Civil Rights Act of 1964 and the Civil Rights Act of 1991, employees are entitled to workplaces free from discrimination and retaliation. Likewise, the California Fair Employment and Housing Act highlights protections beyond federal provisions, particularly for issues like gender and racial discrimination. However, good policies are meaningless without consistent enforcement.

Employers, especially publicly funded institutions like CSU, have a responsibility to create and maintain workplace environments free from prejudice and abuse. CSU’s repeated failures call into question its ability to meet even these basic compliance standards, much less excel as a model employer.

Why This Must Stop

This is bigger than individual lawsuits. This is about transforming CSU’s culture into one where equality, transparency, and accountability take precedence. Without this transformation, CSU risks not only tarnishing its reputation but also failing the students, faculty, and taxpayers who depend on it to uphold the ideals of inclusion and justice.

Call to Action

Accountability must be non-negotiable at CSU. We demand the following measures immediately:

  • Independent Oversight: Appoint impartial third-party investigators to review discrimination and harassment complaints.
  • Policy Overhaul: Create enforceable processes to address pay equity, gender discrimination, and workplace harassment at an institutional level.
  • Support Mechanisms for Victims: Establish robust, confidential support systems for those impacted by discrimination or retaliation.
  • Mandatory Training Programs: Provide anti-discrimination training for all employees, with emphasis on leadership roles.
  • Transparent Reporting: Release annual diversity, equity, and inclusion audits to track progress and hold leadership accountable.

Students, staff, faculty, and broader California residents must lend their voices to this growing demand for justice. If CSU is to remain a pillar of higher education, it must prove that it values fairness and integrity—not just as platitudes, but as actionable commitments.

Step up, California State University. Equality can’t wait any longer.

Asian Students File Discrimination Lawsuit Against UC Board of Regents

Racial harassment creates hostile work environment. It is illegal. Helmer Friedman LLP employment attorneys in Beverly Hills.

The California university system is once again facing a wave of scrutiny as a new discrimination case has been filed against it, claiming that Asian students are being unfairly discriminated against. This comes amid a broader conversation about admissions practices and diversity initiatives across educational institutions in California and beyond.

The latest lawsuit, filed by students associated with the group Students Against Racial Discrimination (SARD), alleges that the University of California Board of Regents has been utilizing race-based preferences in its admissions process. This, they argue, is a direct violation of Proposition 209, a constitutional amendment that prohibits such practices in state-run entities, including public universities. The lawsuit seeks a legal declaration that UCs have breached the law and calls for an end to any race-conscious admissions criteria.

This is not an isolated incident for the California university system in terms of facing accusations of discrimination. Earlier cases have highlighted a pattern of legal disputes involving the university system. Notably, CSU faced a lawsuit against its President, Tomás Morales, and Dean Jake Zhu of California State University, San Bernardino, for alleged violations of the Equal Pay Act, gender discrimination, sexual harassment, intentional infliction of emotional distress, and other illegal behavior. This lawsuit pointed to systemic issues within the university’s administration and called for accountability and reform.

Such cases echo a broader trend across higher education institutions, where admissions practices and internal policies are under a microscope. The struggle to balance diversity initiatives with merit-based admissions continues to be a contentious issue. The rise in claims from various student groups and faculty members suggests a growing awareness and unwillingness to tolerate discriminatory practices, however they manifest.

The ongoing legal battles underscore the importance of ensuring that all university admissions and employment practices are conducted fairly, transparently, and within the bounds of the law. As educational institutions strive to create inclusive environments, they must also adhere to legal standards that protect against discrimination of any form.

Understanding one’s rights and options is crucial for university students and employees facing discrimination. Those who believe they have been subject to discriminatory practices at educational institutions should seek guidance from experienced discrimination attorneys. These legal professionals are equipped to provide counsel, help navigate complex legal landscapes, and advocate for justice in courts of law.

Calamitous Conditions: Calliope Correia’s Harassment Lawsuit Against the CSU System

Sexual harassment, discrimination and retaliation have physical lasting effects on victims.

Allegations of workplace harassment, discrimination, and negligence have sent shockwaves through California State University (CSU). Calliope Correia, a dedicated horticultural nursery manager at the university’s campus farm in Fresno, has bravely filed a lawsuit against the board of trustees, claiming gross misconduct that reveals a deeply troubling pattern of injustice within the CSU system.

In her lawsuit, Correia describes her painful experiences, asserting that she was targeted because of her gender and sexual orientation. Despite voicing her concerns, her complaints were either ignored or inadequately addressed, leading to a climate of fear and retaliation rather than resolution. This alleged misconduct runs afoul of Title VII of the Civil Rights Act of 1964 and the Fair Employment Housing Act (FEHA), both of which unequivocally condemn discrimination based on sex and sexual orientation, asserting that harassment that fosters a hostile work environment is illegal.

Correia’s legal documentation outlines a harrowing journey marked by both emotional and mental distress, stretching over several years. Several individuals from Fresno State, including John Bushoven, chair of the department of Plant Science, have been implicated in her claims. Despite submitting numerous complaints to the university’s human resources department and Title IX office, Correia alleges that no meaningful actions were taken to rectify the situation, leaving her with feelings of neglect and despair.

This troubling situation indicates a significant breach of the Equal Employment Opportunity Commission (EEOC) guidelines that highlight the employer’s automatic liability for supervisory harassment leading to negative employment outcomes. The guidelines emphasize that employers are obligated to promptly investigate complaints and enact corrective measures to protect employees from retaliation.

Despite enduring a traumatic ordeal that has taken a toll on her health, Correia stands resolutely against the injustices she faced. Her civil complaint seeks $750,000 in damages and is one of several ongoing lawsuits directed at the CSU board concerning workplace harassment, suggesting a systemic issue that may extend throughout the entire university network.

Correia’s experience serves as a critical reminder of the necessity for organizations to cultivate an environment of equal opportunity and respect for all employees. Employers must establish effective mechanisms to prevent workplace discrimination and harassment and must respond decisively when complaints arise.

Moreover, it underscores the imperative for employees to be aware of their rights. Those who find themselves in similar circumstances would benefit from consulting with an employment attorney experienced in workplace harassment. These legal advocates can offer vital guidance on documenting incidents, filing complaints, and pursuing legal action when warranted. They assist victims in navigating the complex landscape of employment laws, empowering them to assert their rights and strive for justice. Above all, they endeavor to ensure that no employee endures the suffering and indignity that Calliope Correia has bravely brought to light.