Discrimination and harassment are antithetical to the values and standards of the Wake Forest community; are incompatible with the safe, healthy environment that the Wake Forest community expects and deserves and will not be tolerated. Wake Forest is committed to providing programs, activities, and education and work environments free from discrimination and harassment. Wake Forest is also committed to fostering a community that promotes prompt reporting and fair and timely resolution of those behaviors.
In commitment to these principles, the University’s has implemented the following non-discrimination statement and related policies:
- Non-Discrimination Statement: prohibits discrimination in its employment practices and its educational programs and activities on the basis of race, color, religion, national origin, sex, age, sexual orientation, gender identity and expression, genetic information, disability, and veteran status.
- Sex and Gender Discrimination and Harassment Policy: prohibits discrimination, harassment, and misconduct on the basis of sex and gender, and provides procedures for reporting complaints.
- Non-Discrimination on the Basis of Disability Policy: prohibits discrimination on the basis of disability, provides procedures for requesting accommodations based on disability, and reporting complaints.
- Whistleblower/Non-Retaliation Policy: protects any individual who engages in good faith disclosure of alleged wrongful conduct to a designated University official or public body.
Reporting Discrimination and Harassment
All employees are strongly encouraged to promptly report concerns regarding suspected or known discrimination or harassment directly to one of these designated individuals:
- Title IX Director and Section 504 Coordinator
- Assistant Vice President, Human Resources
For non-emergency reports of possible criminal conduct, call the University Police at 336.758.5591. In the event of an emergency, call 911.
Reporting and Confidentiality
In addition to providing designated University reporting options, the University offers a number of confidential resources (described below). 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 to enable a responding party 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.
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.
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.
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 non-confidential reporting options and confidential resources available at the University.
- Office of Human Resources
- Title IX Office
- University Police
Email: firstname.lastname@example.org | email@example.com
Phone: 336.758.5911 (emergency) | 336.758.5591 (non-emergency)
- Bias Incident Reporting
Make an online report »
- Office of Diversity & Inclusion
- Anonymous Reporting Hotline
Make an online report »
- Employee Assistance Program
- Office of the Chaplain
- Ombuds Office
- Safe Office
Non-Discrimination Education and Training
A number of university offices offer education and training opportunities to faculty and staff that address discrimination and harassment.
Inclusive Search and Selection Process – Required
Human Resources requires all hiring managers and search committees to complete the Inclusive Search and Selection Process for both faculty and staff positions.
Preventing Harassment & Sexual Violence – Required
The Title IX Office requires that all new employees, including temporary, part-time employees, complete an online harassment and sexual violence prevention program within 60 days of their respective hire dates, with an advanced section specifically for supervisors.
This virtual training session, led by Human Resources, focuses on the necessary content needed for supervisors, including required knowledge of some federal laws and university policies, actions that may put the University at risk, and the supervisor’s role in ensuring a safe and inclusive work environment.
Cultivating Me – We – Us
A virtual series of workshops, sponsored by the Intercultural Center, introduces participants to the Emotional Intelligence and Diversity (EID) Model and the ways in which the model can provide insight and understanding about emotions and subsequent behaviors.
Developing Empowering and Affirming Communities (D.E.A.C.) Allies
D.E.A.C. Allies is the central platform for education and skill building offered by the LGBTQ+ Center, which focuses on the facilitation of narrative sharing, the generation and acquisition of knowledge, and the development of practical skills for participants.
iLab: Inclusion Learning Lab
Sponsored by the Intercultural Center, iLab is an inclusion learning lab that offers interactive workshops and online resources designed to support faculty, staff, and students in increasing their [inter]cultural awareness and interpersonal effectiveness.
Realizing Inclusion, Diversity, and Equity (R.I.D.E.)
Led by the Office of Diversity and Inclusion, the R.I.D.E. Framework is used as an institutional guidepost for Inclusive Excellence through individual commitments, departmental and organizational actions, and institutional accountability.
#UniqueDeac Cohort Learning ExperienceThis 7-week learning experience, sponsored by the Intercultural Center, allows a cohort of faculty and staff to meet weekly to learn, grow, and challenge themselves and others on topics of diversity, inclusion, emotional intelligence, and intercultural competence development.