Gender Equity Taskforce

The California State University, Dominguez Hills (CSUDH) Gender Equity Taskforce assesses the implementation of federal, state, and Chancellor’s Office policies for ensuring gender equity in hiring, retention, promotion, pay/raises, and professional development for all faculty, staff, and administration at CSUDH. 


At the request of the CSUDH Senate Executive Committee, a preliminary meeting was held in September 2018 to discuss gender equity practices at CSUDH. In attendance were the Provost, the AVP of Faculty Affairs & Development, the VP of Administration and Finance, the Director of Human Resources Operations, the Director of Employee Relations, and the Title IX Officer and the senate executive committee. All parties agreed that further work was needed to better understand the current campus climate and practices surrounding gender equity in order to assess current policy and formulate best practices. The reasoning for three co-chairs is to bring together leadership from Academic Senate and the two divisions that oversee the implementation of federal, state, and Chancellor’s office policies for ensuring gender equity—Academic Affairs and Administration and Finance. On February 6, 2019, Senate Executive Committee passed EXEC 18-13 unanimously, forming the committee. 


Laura Talamante, Ph.D.
Professor and Chair of History, CSUDH Statewide Senator

Kimberly Costino, Ph.D.
Dean, Undergraduate Studies

Gender Equity Principles

The Gender Equity Taskforce wrote and enacted the Gender Equity Principles, which were approved by Senate Executive EXEC 20-08 and approved by President Thomas Parham via Presidential Memorandum 2020-05:

They state that CSUDH is committed to the following:

  1. embracing the Equal Rights Amendment and the concept: “Equality of rights under the law shall not be denied or abridged by the United States or by any state on account of sex”;
  2. ensuring pay equity, transparency in pay and promotion criteria, equitable workloads, and equal opportunity for all CSUDH employees and students;
  3. maintaining equitable learning and working conditions for all CSUDH employees and students;
  4. providing on-going education and professional development to eliminate gender-based and related intersectional forms of discrimination, unconscious bias, and retaliation in the classroom and workplace;
  5. incorporating training for cultural shifts in the use of language to create a common language as part of professional development, which will respect and uplift all gender identities and expressions;
  6. fostering the full involvement of women and men of color, LGBTQIA2+, and non-binary leaders throughout the campus, particularly in those areas in which this representation is absent or bleak.
  7. prioritizing gender equity and inclusion based on the intersectionality of women and men of color, LGBTQIA2+, and non-binary employees and students;
  8. providing, without career penalties, all employees with the same access to institutional support for reproductive rights/family care and family leave for all forms of family;
  9. making available time and accessible on-going training and education for all levels of work classifications across divisions for career advancement strategies, contract and salary negotiations, leadership development, as well as mentorship and sponsorship as integral components of one’s career advancement;
  10. ensuring all divisions reiterate CSUDH’s commitment to equity by educating employees that Title IX prohibits exclusion and discrimination on the basis of sex and that CSU EO 1096 and 1097 goes further and prohibits discrimination, harassment, and retaliation on the basis of sex, sex stereotype, gender, gender identity, and gender expression, and ensuring that employees understand their rights, options, and protections.

Additional Information

Gender Equity Task Force Town Hall- January 2023 

Gender Equity Task Force Final Report 2022