Office of Institutional Equity

Established in August 2023, the Office of Institutional Equity is responsible for the University’s commitment to equitable and inclusive working and learning environments. By evaluating and investigating claims of discrimination and harassment, OIE works to promote a healthy and safe campus environment by ensuring compliance with applicable laws, policies, procedures, and practices related to accessibility, affirmative action, equal employment opportunity, harassment and discrimination, and sexual misconduct.

Report an Incident

Report an incident of discrimination or harassment based on

• race/color, national origin/ethnicity, disability, religion, sex/gender, sexual orientation, gender identity and expression, relation, etc.

or an incident of sexual misconduct including

• sexual harassment, sex/gender discrimination, sexual assault, stalking, sexual exploitation, relationship/dating violence, pregnancy, etc.).

Understanding Reporting

In addition to providing designated University reporting options, the University offers a number of confidential resources. There is a distinction between making a report to the University through designated University reporting options and seeking assistance through confidential resources.

Making a report to a designated reporting option means that the report will be shared with the University official or office to whom you made the report. The report may also be shared with the Title IX Coordinator, the Office of Human Resources, and others on a “need to know basis” (such as the Provost Office when faculty are involved). Depending on the course of action taken, the University may be obligated to share information in the interest of campus safety and to enable the individuals involved  to respond to a report.

The University cannot guarantee absolute confidentiality, but will endeavor to keep the matter confidential to the extent possible, consistent with preventing future acts of discrimination, harassment or retaliation, providing a remedy to persons injured, allowing responding parties to respond to a report, and complying with applicable law. Making a report to a designated University reporting option ensures that the University can provide resources and support and identify the appropriate action to respond to the report.

Mandatory Reporters

The University strongly encourages all employees (who are not designated as confidential resources) to report any concerns regarding suspected discrimination or harassment to the University’s designated reporting options to ensure an effective and consistent University response. However, certain University employees must report discrimination and harassment to a designated reporting option whenever they have knowledge of possible discrimination or harassment. For example, University employees who are designated as mandatory reporters must report the information to the Title IX Coordinator.

Mandatory reporters include certain members of the academic staff (deans, assistant deans and department chairs), administrative staff, and some athletic administration. Other employees designated as a Campus Security Authority (“CSA”) must report “Clery Reportable Crimes” about which they have knowledge. Supervisors and administrators also have separate obligations to report discrimination and harassment to a designated University reporting option. Any employee who is unclear about whether they are a mandatory reporter, or who has other questions about reporting requirements, is welcome to contact the Title IX Coordinator. 

Confidential Resources

The University also provides confidential resources for faculty and staff. Confidential resources will only share information about an individual’s report with the individual’s express consent or if the law requires it. Confidential resources may also be required to report non-identifying statistical information to the University Police Department if the confidential resource is a Campus Security Authority under the Clery Act.

Anonymous Reports

Some University reporting options provide an opportunity for faculty and staff to submit complaints anonymously. Other times, an employee may request that their identity not be identified in responding to a report or ask that the University take limited or no action in response to a report. The University’s ability to respond to anonymous reports may be limited or impossible, depending on the information provided and the employee’s willingness to participate in any inquiry related to the report.

Reporting Options and Resources 

Outlined below is a summary of the confidential reporting options and non-confidential resources available at the University.

For Faculty and Staff

• Discrimination, Harassment, and Retaliation Policy
• Non-Discrimination Statement
• Non-Discrimination on the Basis of Disability Policy
• Title IX & Non-Title IX Sexual Misconduct Policy and Grievance Procedures
• Staff Grievance and Appeal Process Policy
• Whistleblower/Non-Retaliation Policy
• Workplace Violence Prevention Policy
• University Policy Library

For Students

• Student Disability Grievance Procedure
• Title IX & Non-Title IX Sexual Misconduct Policy and Grievance Procedures
• Undergraduate Student Handbook
• School of Law Student Handbook
• School of Business Graduate Student Handbook
• School of Divinity Student Policies
• School of Professional Studies Student Handbook
• School of Medicine Student Handbook