{"id":3292,"date":"2025-07-29T17:23:53","date_gmt":"2025-07-29T21:23:53","guid":{"rendered":"https:\/\/www.rochester.edu\/oee\/?page_id=3292"},"modified":"2025-08-08T14:35:57","modified_gmt":"2025-08-08T18:35:57","slug":"discrimination-and-harassment-prevention-and-response-2018-2020-2025","status":"publish","type":"page","link":"https:\/\/www.rochester.edu\/oee\/discrimination-and-harassment-prevention-and-response-2018-2020-2025\/","title":{"rendered":"Discrimination and Harassment Prevention and Response | 2018\u20132020 (2025)"},"content":{"rendered":"","protected":false},"excerpt":{"rendered":"","protected":false},"author":52,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"page-templates\/one-column.php","meta":{"_acf_changed":false,"footnotes":"","_members_access_role":[],"_members_access_error":""},"class_list":["post-3292","page","type-page","status-publish","hentry"],"acf":{"lead_in":"2018\u20132020 Annual Report on ","display_title":"Discrimination and Harassment Prevention and Response","subtitle":"","call_to_action":"","hero_image_placement":"no_image","hero_media":"images","hero_pattern_option":"","hero_video":"","hero_image_landing":"","hero_image_landing_two":"","hero_image_landing_three":"","content_modules_above":[{"acf_fc_layout":"text","anchor":"summary","css_class":"","title":"

Executive Summary<\/h2>","content":"The University of Rochester is committed to providing a safe environment for the University community to work, learn, live, and socialize together without fear of sexual assault, harassment, or discrimination. The purpose of this report is to educate the University community about what the University does to prevent discrimination and harassment in the academic environment and in the workplace and how the University responds to reports of it. The information in this report focuses on the University\u2019s Policy against Discrimination and Harassment (PADH), which prohibits all types of discrimination and harassment based on membership in a protected class.\r\n\r\nThe University\u2019s PADH specifically prohibits discrimination or harassment because of an individual or a group\u2019s personal traits, characteristics, and\/or beliefs, referred to in the Policy as protected status or protected class. What qualifies as a protected class is determined by applicable federal, state, and local laws. Protected statuses include age, color, disability, domestic violence status, ethnicity, gender identity, gender expression, genetic information, marital status, familial status or an individual\u2019s reproductive health decision making, military\/ veteran status, national origin, race (including hairstyle), religion\/creed (including religious attire and facial hair), sex, sexual orientation, citizenship status, criminal conviction status, or \u201cany other status protected by law.\u201d The PADH also specifically prohibits retaliation against anyone who complains of or opposes perceived discrimination or harassment as defined in the policy.\r\n\r\nThe PADH applies to faculty,\u00a0staff, residents, fellows, postdoctoral appointees, student employees, interns (paid or unpaid), volunteers, and all visitors (including patients, contractors, and vendors) to any University campus, facility, and\/or property and to\u00a0University-sponsored activities and events, whether on University premises or not. The PADH does not apply to complaints brought against students or to any complaint that otherwise meets the jurisdictional requirements of Title IX.\r\n

Upcoming Revisions to the PADH<\/strong><\/h3>\r\nThe PADH currently mirrors the legal\u00a0definitions\u00a0of discrimination and harassment in the workplace and academic environment. This does not mean that all conduct that falls short of meeting this legal standard is acceptable or appropriate. Conduct that may not violate this Policy may still fall short of the values expressed in our vision and values statement: Meliora, Equity, Leadership, Integrity, Openness, Respect, and Accountability. The University can and does take steps to address conduct that could, if continued, meet the legal\u00a0definition\u00a0of discrimination or harassment. The University also can and does take action to address\u00a0misconduct that does not violate the PADH but is otherwise\u00a0significant\u00a0enough to merit disciplinary action.\r\n\r\nIn November 2020, President Sarah C. Mangelsdorf charged leaders of the Office of Equity and Inclusion, Office of Human Resources, and Office of Counsel to revise the University\u2019s PADH, particularly regarding several key issues. Since the issuance of the president\u2019s charge, a small working group from these offices (the Writing Group) has been consulting with a larger group of University stakeholders (the Advisory Group) regarding major policy decisions, including: (1) whether and how to reconcile the differing standards for hostile work environment harassment that apply to employees (anything more than a \u201cpetty slight or trivial inconvenience\u201d) with the standard applied to students under federal law (now \u201csevere and pervasive\u201d under Title IX; \u201csevere or pervasive\u201d under other statutes; (2) whether or not to continue permitting complainants and witnesses to remain anonymous, when allowed by applicable law, throughout the investigation and, if implicated, the disciplinary process; and (3) whether to create a new decision-making process consisting of a panel of decision-makers and what that process specifically will look like. The revised PADH is expected to be presented to the Board of Trustees in the summer of 2021.\r\n

Trends<\/strong><\/h3>\r\nThe University has seen a steady increase in complaints of harassment and discrimination based on a protected class over the past several years. This increase in reporting is consistent with national trends as higher education institutions have placed greater emphasis on developing educational programs designed to help individuals identify inappropriate behavior and seek support to address it. Similarly, as the University has dedicated more resources to educational\u00a0efforts\u00a0regarding these topics, members of the University community have been better prepared to seek out resources when needed. Continued growth in the willingness of our community to raise concerns and take advantage of the University\u2019s internal process is a positive sign.\r\n

Conclusion<\/strong><\/h3>\r\nThe\u00a0Office of Equity and Inclusion\u2019s addition of an assistant vice president for civil rights compliance indicates the University\u2019s commitment to providing strategic, proactive, preventive programming and processes in the area of civil rights compliance and harassment\/discrimination response. The University continues to partner with internal and external resources to develop and provide training and support to investigators and advisors and is planning to provide similar training to PADH decision makers, all in furtherance of its\u00a0efforts\u00a0to ensure fair, thorough, and impartial processes for all individuals involved. The University remains committed to revising and creating materials geared toward understanding our policies and procedures and highlighting how to access important resources. This includes creating additional materials explaining the reporting obligations of faculty and\u00a0staff\u00a0found in\u00a0different\u00a0policies and procedures, including the PADH, the Title IX Policy, the Standards of Student Conduct, and the Student Sexual Misconduct Policy.","background_color":"#ffffff","width":"width-medium"}],"sidebar":"show__sidebar","sidebar_feed":"menu_select","menu":"","page_links":[{"page_links__link":{"title":"Executive Summary","url":"#summary","target":""}},{"page_links__link":{"title":"Discrimination and Harassment","url":"#section-1","target":""}},{"page_links__link":{"title":"Data on Reports, Investigations, and Outcomes","url":"#section-2","target":""}},{"page_links__link":{"title":"Trends","url":"#section-3","target":""}},{"page_links__link":{"title":"Conclusion and Goals","url":"#section-4","target":""}}],"sub_menu":"","content_modules":[{"acf_fc_layout":"text","anchor":"section-1","css_class":"","title":"

Discrimination and Harassment:\r\nPrevention and Response across the University<\/h2>","content":"The University of Rochester is committed to providing a safe environment for the campus community to work, learn, live, and socialize together without fear of sexual assault, harassment, or discrimination.\u00a0The purpose of this report is to educate the University community about what the University does to prevent discrimination and harassment in the academic environment and in the workplace and how the University responds to reports of it.\r\n\r\nThe information in this report focuses on the University\u2019s\u00a0Policy against Discrimination and Harassment\u00a0(PADH)<\/a>, which prohibits all types of discrimination and harassment based on membership in a protected class. Student behavior is separately governed by the Standards of Student Conduct, which also prohibits discrimination or harassment based on membership in a protected class, and by the Student Sexual Misconduct Policy.\r\n\r\nThe University\u00a0issued a separate\u00a0report regarding\u00a0sexual misconduct prevention and response, which focuses on educating the University community about what the University does to prevent sexual misconduct and to respond to reports of sexual misconduct\u00a0against students. That report discusses the work of the Title IX\u00a0coordinator\u00a0and includes data on reports received by\u00a0the Title IX coordinator.\r\n

The University\u2019s Policy against Discrimination and Harassment<\/h3>\r\nThe University\u2019s PADH specifically prohibits discrimination or harassment because of an individual or a group\u2019s personal traits, characteristics, and\/or beliefs, referred to in the Policy as protected status or protected class. What qualifies as a protected class is determined by applicable federal, state, and local laws. Protected statuses include age, color, disability, domestic violence status, ethnicity, gender identity, gender expression, genetic information, marital status, familial status or an individual\u2019s reproductive health decision making, military\/veteran status, national origin, race (including hairstyle), religion\/creed (including religious attire and facial hair), sex, sexual orientation, citizenship status, criminal conviction status, or \u201cany other status protected by law.\u201d The PADH also specifically prohibits retaliation against anyone who complains of or opposes perceived discrimination or harassment as defined in the policy.\r\n\r\nThe\u00a0PADH\u00a0applies to faculty, staff, residents, fellows, postdoctoral appointees, student employees,\u00a0interns (paid or unpaid),\u00a0volunteers, and all visitors (including patients, contractors, and vendors) to any University campus, facility, and\/or property and to\u00a0University-sponsored activities and events, whether on\u00a0University\u00a0premises or not.\r\n\r\nStudent complaints against faculty, staff, or vendors are handled under this Policy. However, the\u00a0PADH\u00a0is not intended to be used for complaints against students, with the exception of student employees. For\u00a0student\u00a0complaints, the Standards of Student Conduct or the Student Sexual Misconduct Policy and related procedures\u00a0may\u00a0apply.\r\n\r\nThe\u00a0PADH\u00a0currently\u00a0mirrors the legal definitions of discrimination and harassment in the workplace and academic environment. This does not mean that all conduct that falls short of meeting this legal standard is acceptable or appropriate. Conduct that may not violate this Policy may still fall short of the values\u00a0expressed in our vision and values statement: Meliora, Equity, Leadership, Integrity, Openness, Respect, and Accountability.\u00a0The University can and does take steps to address conduct that could, if continued, meet the legal definition of discrimination or harassment. The University also can and does\u00a0take action\u00a0to address\u00a0misconduct that does not violate the PADH but is otherwise\u00a0significant\u00a0enough to merit disciplinary action.\r\n\r\nIn November 2020, President Sarah C. Mangelsdorf charged leaders of the Office of Equity and Inclusion, Office of Human Resources, and Office of Counsel to revise the University\u2019s PADH, particularly regarding several key issues. Since the issuance of the president\u2019s charge, a small working group from these offices (the Writing Group) has been consulting with a larger group of University stakeholders (the Advisory Group) regarding major policy decisions, including: (1) whether and how to reconcile the differing standards for hostile work environment harassment that apply to employees (anything more than a \u201cpetty slight or trivial inconvenience\u201d) with the standard applied to students under federal law (now \u201csevere and pervasive\u201d under Title IX; \u201csevere or pervasive\u201d under other statutes; (2) whether or not to continue permitting complainants and witnesses to remain anonymous, when allowed by applicable law, throughout the investigation and, if implicated, the disciplinary process; and (3) whether to create a new decision-making process consisting of a panel of decision-makers and what that process specifically will look like. The revised PADH is expected to be presented to University leaders and the Board of Trustees in the spring\/summer of 2021.\r\n

Education and Awareness Programs<\/h3>\r\nDiversity, inclusion, and equity education and training are an essential part of building awareness and a cohesive work environment and are offered throughout the calendar year. These skill-building opportunities are designed to inspire sensitivity and increase awareness.\r\n\r\nThe University developed a Diversity Learning Series, which launched in the summer of 2018. This series includes mandatory training and focuses on unconscious bias, sexual harassment and discrimination, and Title IX.\r\n\r\nIn addition to this mandatory training, the University offers an online curriculum for self-study through MyPath and ongoing in-person training opportunities.\r\n\r\nEducation and awareness programs are further outlined in the\u00a0Annual Report on Sexual Misconduct Prevention and Response.\r\n

Reporting and Response<\/h3>\r\nComplaints arising under the PADH may be made to the Office of Equity and Inclusion or verbally or in writing to an individual\u2019s department chair, dean, director, or immediate supervisor; the Office of Human Resources; any University\u00a0Ombuds; or the Office of Counsel. Individuals who receive a complaint as discussed above are obligated to report it to the Office of Equity and Inclusion promptly. Complaints to the Office of Equity and Inclusion should be made through an\u00a0online written report<\/a>.\r\n\r\nReports of potential sexual misconduct against faculty or staff\u00a0made to the Title IX\u00a0coordinator\u00a0will be addressed under the\u00a0PADH, as will reports of potential discrimination or harassment against faculty or staff\u00a0made through Bias-Related Incident Reports, unless the alleged behavior meets the threshold requirements of the federal Title IX regulations,\u00a0in which case the University Title IX Policy and procedures apply.\r\n\r\nAll members of the University community are encouraged to report discrimination, harassment, or retaliation. Management and supervisory personnel, faculty members,\u00a0Human Resources Business Partners, employees in the Office of Counsel, and employees in the Office of Equity and Inclusion,\u00a0who see or learn of perceived discrimination, harassment, or retaliation in the workplace\u00a0must\u00a0report these concerns.\r\n\r\nIn the student context, Responsible University Officials and Responsible Employees have separate reporting obligations outlined in the Standards of Student Conduct and the Student Sexual Misconduct Policy.\r\n

Accommodations and Interim Measures<\/h3>\r\nIn addressing incidents of potential harassment, discrimination, or retaliation, the University may take temporary protective measures to protect individuals where the working, learning, patient care, or living environment appears to require it. Temporary protective measures can include placing persons on temporary leaves of absences; exclusion from programs and facilities; altering working, learning, patient care, or living arrangements; or imposing other conditions in the University environment as warranted.\r\n\r\nThe University can also issue Active Avoidance Orders (AAO), which limit contact between two or more individuals. An AAO is not considered disciplinary action and may be imposed prior to a formal investigation.\r\n

Complaint Process<\/h3>\r\nAll complaints about discrimination, harassment, or retaliation\u00a0require some degree of investigation\u00a0and may require witness interviews and an investigatory report. However, the University prioritizes alternative resolutions to complaints in situations that can be expeditiously resolved via education, mediation, restorative practices, or other alternative means.\r\n\r\nThe process for investigations resulting in an investigatory report is outlined in the PADH and includes interviews with the complainant, the respondent, and witnesses with knowledge of the conduct alleged. When the investigation is complete, a written report is prepared by the investigator and sent to the decision maker. A list of these decision makers can be found in Appendix B of the PADH.","background_color":"#ffffff","width":"width-large"},{"acf_fc_layout":"text","anchor":"section-2","css_class":"","title":"

Data on Reports, Investigations, and Outcomes<\/h2>","content":"This report contains data regarding complaints of discrimination, harassment, or retaliation\u00a0between\u00a0June\u00a01, 2018, and\u00a0May 31, 2020. The data included in this report contain all complaints of discrimination, harassment, or retaliation, regardless of whether the complaint was resolved\u00a0by the investigative process or through an alternative resolution. The data also include any written complaints made under the\u00a0PADH, even if those complaints did not allege any discrimination or harassment based on membership in a protected class or did not allege any retaliation because a person complained of or opposed perceived discrimination or harassment as defined in the\u00a0PADH. In addition, the data include any complaint forwarded to the\u00a0Office of Equity and Inclusion, even if the complaint could not be investigated because the complaint or the complainant did not provide sufficient information to either identify the respondent or investigate the complaint.\r\n

Affiliation of Complainants<\/h3>\r\nIn academic year 2018\u20132019 (between June 1, 2018,\u00a0and May 31, 2019), there were a total of 62 complaints. In academic year 2019\u20132020 (between June 1, 2019,\u00a0and May 31, 2020), there\u00a0was\u00a0a total of 146 complaints. The majority of these complaints were made by staff\u00a0members.\r\n\r\n[visualizer id=\"1606\" lazy=\"no\" class=\"\"]\r\n

Affiliation of Respondents<\/h3>\r\nOf the complaints where a respondent could be identified, most often the respondent was a staff member (44% in 2018\u20132019 and 58% in 2019\u20132020). In 2018\u20132019, out of 62 respondents, 24 were faculty members, and in 2019\u20132020, out of 146 respondents, 38 were faculty members. See below charts for a complete breakdown of respondent affiliations.\r\n\r\n[visualizer id=\"1646\" lazy=\"no\" class=\"\"]\r\n

Nature of Allegations<\/h3>\r\nComplainants at times identify membership in more than one protected class as part of their complaint or may also include a complaint of retaliation. Other complainants do not identify any protected class as part of their complaint.\r\n\r\nClaims of sex-based discrimination can include complaints of sexual harassment, sexual assault,\u00a0gender identity\/expression discrimination, sexual orientation discrimination,\u00a0and pregnancy discrimination. Not all complainants alleging sex-based discrimination are brought by complainants who identify as female.\r\n\r\nWhere a complainant indicates more than one basis for the complaint, all of those bases are separately reported here. The bases identified by complainants are also reported regardless of whether the allegations or the investigation support\u00a0it.\r\n\r\n[visualizer id=\"1696\" lazy=\"no\" class=\"\"]\r\n

Complaint Outcomes<\/h3>\r\nOf the\u00a062\u00a0complaints received in 2018\u20132019, 13 investigations\u00a0resulted in investigatory reports, and,\u00a0of those,\u00a0four\u00a0respondents were found responsible for violating the PADH.\u00a0Regardless of whether a complaint was resolved\u00a0by investigation and investigatory report or by an alternative resolution, in\u00a02018\u20132019 in 10\u00a0cases, the respondent received additional training or education regarding appropriate conduct in the workplace and\/or academic environment, and in\u00a014\u00a0matters,\u00a0the\u00a0respondent received some form\u00a0of\u00a0discipline, ranging\u00a0from\u00a0mandatory training\u00a0to termination of employment.\r\n\r\nOf the 146 complaints received in 2019\u20132020, 24\u00a0investigations resulted in investigatory reports, and of those,\u00a0seven\u00a0respondents were found responsible for violating the PADH.\u00a0Regardless of whether a complaint was resolved by investigation and investigatory report or by an alternative resolution, in\u00a026\u00a0cases, the respondent received additional training or education, and in 17\u00a0cases, the respondent received some form of discipline, ranging from mandatory training to termination of employment.","background_color":"#ffffff","width":"width-large"},{"acf_fc_layout":"text","anchor":"section-3","css_class":"","title":"

Trends<\/h2>","content":"The University has seen a\u00a0significant\u00a0overall increase in complaints of discrimination or harassment (146 complaints in 2019\u20132020, compared to 62 complaints in 2018\u20132019 and 59 complaints in 2017).\u00a0Sex- and race-based complaints continue to be the most prevalent. In 2019\u20132020,\u00a053% of the complaints were regarding sex-based discrimination,\u00a0and 26% were regarding race-based discrimination. In 2018\u20132019, 62% of the complaints were regarding sex-based discrimination, and 19% were regarding race-based discrimination.\r\n\r\nThis increase in complaints may be influenced by the dialogue regarding discrimination and harassment at the state and national levels as well as the important dialogue occurring within the University.\u00a0Continued growth in the willingness of our community to report and place trust in the University to resolve these concerns is a positive sign.","background_color":"#ffffff","width":"width-large"},{"acf_fc_layout":"text","anchor":"section-4","css_class":"Conclusion and Goals","title":"

Conclusion and Goals<\/h2>","content":"The University is committed to preventing and addressing discrimination and harassment in the workplace and academic environment.\r\n\r\nThe Office of Equity and Inclusion\u2019s addition of an assistant vice president for civil rights compliance\u00a0signifies\u00a0the University\u2019s commitment to providing strategic, proactive, preventive programming and processes in the area of civil rights compliance and harassment\/discrimination response. The University continues to partner with internal and external resources to develop and provide training and support to investigators and advisors\u00a0and is planning to provide similar training to PADH decision\u00a0makers, all in furtherance of\u00a0its efforts to ensure fair, thorough,\u00a0and impartial processes for all individuals involved.\r\n\r\nThe University remains committed to revising and creating materials geared toward understanding our policies and procedures and highlighting how to access important resources. This includes creating additional materials explaining the reporting obligations of faculty and staff\u00a0found in different policies and procedures, including the\u00a0PADH, the Title IX Policy, the Standards of Student Conduct, and the Student Sexual Misconduct Policy.","background_color":"#ffffff","width":"width-large"}]},"yoast_head":"\nDiscrimination and Harassment Prevention and Response | 2018\u20132020 (2025) - Office of University Engagement and Enrichment<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.rochester.edu\/oee\/discrimination-and-harassment-prevention-and-response-2018-2020-2025\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Discrimination and Harassment Prevention and Response | 2018\u20132020 (2025) - Office of University Engagement and Enrichment\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.rochester.edu\/oee\/discrimination-and-harassment-prevention-and-response-2018-2020-2025\/\" \/>\n<meta property=\"og:site_name\" content=\"Office of University Engagement and Enrichment\" \/>\n<meta property=\"article:modified_time\" content=\"2025-08-08T18:35:57+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.rochester.edu\/oee\/wp-content\/uploads\/2025\/05\/link-preview.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"1200\" \/>\n\t<meta property=\"og:image:height\" content=\"630\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/www.rochester.edu\\\/oee\\\/discrimination-and-harassment-prevention-and-response-2018-2020-2025\\\/\",\"url\":\"https:\\\/\\\/www.rochester.edu\\\/oee\\\/discrimination-and-harassment-prevention-and-response-2018-2020-2025\\\/\",\"name\":\"Discrimination and Harassment Prevention and Response | 2018\u20132020 (2025) - 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