Policy Statement
Southwestern University is committed to maintaining a workplace free from unlawful discrimination, harassment, and retaliation. All employees are entitled to work in an environment that is respectful, inclusive, and professional. Discrimination or harassment based on race, color, ethnicity, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, veteran status, genetic information, or any other protected category is strictly prohibited.
The University also affirms its commitment to academic freedom and the free exchange of ideas. Nothing in this policy is intended to restrict scholarly expression, classroom dialogue, or curriculum decisions that are made in good faith and for legitimate educational purposes.
Scope
This policy applies to all employees of Southwestern University, including faculty, staff, administrators, and student employees acting within the scope of their employment. It governs conduct occurring on campus, at University-sponsored events, and in work-related settings.
Matters covered by Title IX of the Education Amendments of 1972 (20 U.S.C. §§ 1681-1688) and related regulations (34 C.F.R. Part 106), including specific forms of sexual harassment as defined under those regulations, will be addressed pursuant to the University’s Policy Prohibiting Sex Discrimination & Sexual Misconduct. Where an incident falls within the jurisdiction of both policies, the Policy Prohibiting Sex Discrimination & Sexual Misconduct will take precedence in resolving those matters.
Prohibited Conduct
Discrimination
Unlawful discrimination occurs when an employment decision or workplace practice treats an individual unfairly based on a protected characteristic. This includes hiring, promotion, discipline, compensation, or other employment-related actions.
Harassment
Harassment is unwelcome verbal, visual, or physical conduct based on a protected characteristic that unreasonably interferes with an employee’s work performance or creates an intimidating, hostile, or offensive work environment. Examples include slurs, jokes, stereotypes, inappropriate comments, or other behavior that demeans or targets individuals.
Sexual Harassment
Sexual harassment includes unwelcome sexual advances, requests for sexual favors, or other conduct of a sexual nature that is tied to employment decisions or creates a hostile work environment. This includes both explicit and subtle behaviors, and applies to all genders.
Retaliation
The University prohibits retaliation against anyone who reports discrimination or harassment, participates in an investigation, or opposes discriminatory practices in good faith. Retaliation includes adverse actions such as demotion, discipline, or exclusion because of protected activity.
Reporting and Response
Reporting Options
Employees must report concerns of discrimination, harassment, or retaliation promptly. Reports may be made to:
- Human Resources
- Title IX Coordinator (for sex-based concerns)
Supervisors and managers are required to immediately report any complaint or known incident of harassment or discrimination to Human Resources.
Confidentiality
The University will handle all reports with appropriate discretion and will share information only with those who need to know in order to respond. While anonymity cannot be guaranteed, every effort will be made to protect the privacy of those involved.
False Reports
Knowingly making a false or malicious complaint is a serious violation of this policy and may result in disciplinary action. However, good faith complaints are encouraged, even if not ultimately substantiated.
Investigation Process
The University will promptly assess all reports and determine an appropriate response. This may include a formal investigation conducted by a trained, impartial individual. All parties will have the opportunity to provide relevant information, and findings will be based on a preponderance of the evidence.
Corrective actions, when necessary, may range from counseling to termination, depending on the severity of the conduct. Supportive measures may also be offered to the complainant during and after the process.
Academic Freedom
This policy shall be applied in a manner that respects the University’s core commitment to academic freedom. Classroom discussions, scholarly publications, creative and intellectual work, and instructional materials that are relevant to the subject matter, grounded in a faculty member’s scholarly expertise and professional responsibilities, and presented in a pedagogically appropriate manner are not considered harassment, even if controversial or offensive to some. The University recognizes that open inquiry, debate, and the examination of contested ideas are essential to its educational mission.
Conclusion
Southwestern University expects all employees to contribute to a respectful and inclusive work environment. Discrimination, harassment, and retaliation have no place in our community. Employees are encouraged to speak up, seek guidance, and support one another in maintaining a workplace rooted in fairness, dignity, and academic integrity.