Bias-related incidents can be any physical, spoken, visual, or written acts of abuse, harassment, intimidation, or vulgarity, or remarks of a personally destructive nature toward another person because of actual or perceived defining characteristics. This can occur whether the act is intentional or unintentional, or is directed toward an individual or group regarding race, color, sex, gender identity, sexual orientation, marital status, religion, creed, age, national origin, citizenship status, physical or mental disability, veteran status, or any other status protected under applicable local, state, or federal law. Some bias-related incidents may also constitute acts of discrimination and/or harassment. This policy is not intended to prohibit or limit the free exchange of ideas presented or debated in a respectful manner.discriminatory harassment, in such cases, the incident will be reviewed under the applicable policy and procedure.
The University seeks to support individuals who have experienced bias-related incidents, educate the campus community about the harmful effects of bias, and hold individuals accountable for violations of University policy. This policy is not intended to prohibit or limit the free exchange of ideas presented or debated in a respectful manner.
SCOPE OF RESPONSE
The instructions and procedures outlined on this website are intended for SPU students, SPU employees, and other SPU community members. Other individuals who experience a bias-related incident on SPU’s campus may also make reports using SPU’s bias-related incident reporting formby contacting the Response Team by phone or email, but SPU may modify its response protocols in such situations, depending on the circumstances.
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As a Christian community seeking to live out an ethic of care, SPU community members are also encouraged to practice safe, gracious, and conscientious bystander intervention in appropriate circumstances. While attempting to intervene in a situation may not always be appropriate (e.g., if there is a physical safety threat), in other times one of the most effective ways to counteract bias is to identify it right when it occurs, especially for a University employee with authority to respond to incidents occurring among employees they supervise.
REPORTING
You can SPU Community members may also contact one of the individuals listed below if you need someone to talk to, or if you would like to seek resources for supportfor assistance and support. Please be advised that the following individuals are designated as Title IX Responsible Employees and Campus Security Authorities. When receiving reports of bias-related incidents that rise to the level of a crime or prohibited forms of sexual harassment, the below individuals are required by University policy to report or refer those incidents to OSS and the Title IX Coordinator as appropriate.
| FOR STUDENTS | FOR EMPLOYEES |
|---|---|
Dr. Jeff Jordan | On campus: Student Unior Building Room 200 (second floor) |
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Upon receipt of a report, the Vice Provost for Inclusive Excellence (or designee), in consultation with appropriate offices on campus, will review the report and determine necessary measures to address the incident.
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The University strictly prohibits retaliation against any student or employee who, in good faith, makes a report about a bias-related incident. Any person who believes he or she has been retaliated against can make a report to the Vice Provost for Inclusive Excellence or the Director of Assistant Vice President for Human Resources. Any student or employee engaging in any such retaliation is subject to discipline, possibly up to dismissal or termination, as applicable.
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