The term “bias incident” refers to language and/or behaviors which demonstrate bias against persons or groups because of factors (actual or perceived) such as: race, ethnicity, national origin, religion, creed, age, sex, disability, gender, gender identity, gender expression, sexual orientation, medical condition, body size, familial status, pregnancy, predisposing genetic characteristics, military status, domestic violence victim status, criminal conviction status, and/or socioeconomic status.

The Bias Reporting System is coordinated by the Bias Response Coordinating Team (BRCT), composed of the University’s Chief Diversity Officer and separately appointed representatives from Human Resources, University Communications, Academic Affairs, and Student Affairs. Upon receipt of a report through the reporting system, the CDO reviews the reported incidents, refers them to the proper officials within existing processes/structures and/or assigns the report to a member of the BRCT to investigate. This is done in accordance with existing institutional policies and procedures. Moreover, Team members participate in ongoing training as needed as well as annual compliance trainings such as Title IX, sexual harassment, and discrimination.

The BRCT is not endowed with any additional authority; it works within existing University policies and governing structures. The BRCT may propose new policies via the University’s Policy Management Steering Committee.

Issue Reporting System

Policies and processes related to student concerns

Policies and processes related to employee concerns

Policies and processes related to Academic concerns

The BRCT is notified that a report has been submitted, while the person(s) submitting the report will receive an automated message confirming their report has been received. The CDO will then conduct an initial review to determine the proper officials, units and/or departments (if any) for follow-up. The form of bias reported will then be added to the Bias Incident Dashboard on the Bias Reporting Process website.

The CDO formally assigns the report to the appropriate campus officials, who will investigate. The investigator will:

• Contact all individuals named in the report (victim, alleged offender, witnesses and/or those with pertinent information) to conduct interviews and share information about available support and resources. Information is also provided about the option to participate in a Restorative Circle.

• Review any supporting documentation provided in the report (photos, email exchanges, text messages, etc.)

• Provide updates to the parties named in the report throughout the investigative process.

• Review all contents from the investigation against existing University and, local, state and federal policies, procedures, and guidelines, including the Student Code of Conduct, Title VI, our Discrimination and Harassment Policy in the determination process.

• Meet with the Bias Response Coordinating Team to discuss the findings/outcome of the investigation.

• Notify the parties involved in the report with the findings/outcomes from the investigation.

*Please note this is generally the investigative process for a Bias Incident. The process may differ on a case-by-case basis and/or based on the complexity of the case. Investigations are completed as quickly as possible while ensuring a thorough investigation is undertaken.

Campus safety is our utmost concern, the University takes all reports seriously. All complaints will be properly reviewed. NOTE: our ability to act on anonymous reports, depending on the information shared, may be limited.

Determinations/findings are based on the totality of the information gathered during the investigation in line with existing policies and procedures.

The outcome of the report is added to the Bias Incident Database and the Dashboard.

Due to privacy laws, specific details about the outcome of a report will not be shared on the Dashboard. However, updates to the Dashboard could include the following status:

• In Progress-the investigation is ongoing

• Resolved-an outcome of the investigation was reached. An outcome may include disciplinary action, mediation, participation in a restorative circle, further education, etc.

• Reclassified- the incident did not meet the threshold of a Bias Incident; however, it was referred to the appropriate university officials for action.

• Insufficient Information-the report lacked the necessary details to proceed with an investigation. This includes reports, submitted anonymously.

Yes. The University has support services for both students and employees. Students can find a list of services on the Eagles Care Center page. Employees can visit the Employee Success Center page or, for faculty specific support, please contact The Senior Vice Provost’s Office. This information will also be shared by the investigator during the interview process.