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.
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WHAT CAN YOU EXPECT ONCE YOU FILE A REPORT?
Upon receipt of a report, the Vice Provost for Inclusive Excellence, in consultation with appropriate offices on campus, will review the report and determine necessary measures to address the incident.
Self-Identified Reports
By selecting “Self-Identified,” the reporter can expect:
- to be contacted by the Vice Provost for Inclusive Excellence, who will provide an opportunity to further describe the incident and discuss desired outcomes;
- to be informed of further procedural options, including but not limited to mediation, the Discrimination and Harassment Grievance Procedure, and the Anti-Bullying Complaint Procedure;
- to receive information on University support resources;
- to be notified of follow up when appropriate; and that the report will provide data for annual summary reports for the purpose of monitoring bias incidents and (if applicable) for Clery Act compliance.
The person(s) about whom a report is made can expect:
- to be notified by the Vice Provost for Inclusive Excellence, with consent from the alleged victim, that a report has been submitted and to be provided with information about the report. (The accused may also be notified, without consent, if notification is required by law or if the alleged conduct is otherwise sufficiently serious to merit intervention even over the objection of the alleged victim);
- that no sanctions or formal disciplinary action will be taken as the result solely of submissions through the Bias Incident Reporting System; and
- that the report will provide data for annual summary reports for the purpose of monitoring bias incidents and (if applicable) for Clery Act compliance.
Anonymous Reports
By submitting without reporter’s name or contact information, the reporter can expect:
- that the report will be received and reviewed;
- that they will not receive feedback or information about the outcome of their report;
- that there may be contact from the Vice Provost for Inclusive Excellence with the person(s) about whom a report is made; and
- that the report will provide data for annual summary reports for the purpose of monitoring bias incidents and (if applicable) for Clery Act compliance.
The person(s) about whom a report is made can expect:
- that the report will be received and reviewed;
- that they will not receive feedback or information about the outcome of their report;
- that there may be contact from the Vice Provost for Inclusive Excellence with the person(s) about whom a report is made; and
- that the report will provide data for annual summary reports for the purpose of monitoring bias incidents and (if applicable) for Clery Act compliance.
Information reported may become part of a student’s academic record and subject to FERPA. FERPA may also limit the amount of information that can be shared with an individual about the response the University takes with respect to a student accused of engaging in bias-related conduct. Information reported about employees may become part of an employee’s file and may be included in performance review proceedings and taken into account when considering opportunities for promotion and salary increase.
COORDINATION WITH UNIVERSITY OFFICES AND/OR LOCAL LAW ENFORCEMENT
Bias incidents that violate the University’s Student Standards of Conduct may be referred to the Office of Student Life and addressed through the Student Accountability Process. Reports of bias incidents involving staff or faculty may be referred to Human Resources or Office of the Provost as appropriate. The University may coordinate with local law enforcement on any bias incident report which may violate Washington state law.
DISCIPLINARY AND NON-DISCIPLINARY RESPONSE
Furthermore, SPU officials may consider both disciplinary and non-disciplinary responses to reports of bias-related incidents. Responses may include educational activities and mediated conflict-resolution processes. Some of the primary objectives of bias-incident response are providing care, restoring relationships, education, conversation, and (where necessary) accountability.
CONFIDENTIALITY
University officials will seek to respect any request for confidentiality from a person who makes a report. However, University officials will disclose information as described on this webpage, and may determine that additional disclosures of information are necessary as well (e.g., the University may determine that it must disclose some or all of the information it receives in order to comply with legal requirements or processes, or to protect the health and safety of individuals). Plus, taking action in response to a report may result in others learning about a reported incident, and the University cannot guarantee that other individuals who learn about bias-incident reports (e.g., the accused, witnesses) will treat information as confidential.
RETALIATION
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 Human Resources. Any student or employee engaging in any such retaliation is subject to discipline, possibly up to dismissal or termination, as applicable.
RECORDS OF REPORTED INCIDENTS
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