Southwestern University does not discriminate/prohibits discrimination on the basis of age, disability, race, color, national origin, ethnicity, religion, sex, gender, gender identity/transgender status, sexual orientation, pregnancy or related conditions, genetic information, military service, status as a veteran, citizenship status, or any other characteristic that is protected by law. This prohibition extends to all aspects of Southwestern University’s education programs and activities, including admission and employment.
- From the Southwestern University Statement of Nondiscrimination
Beyond the prohibition of discrimination, the University declares its commitment to respecting individuals’ worth and dignity and fostering diverse perspectives through our core values and The Pirate’s Credo.
Southwestern University is a learning community comprised of individuals with diverse backgrounds, experiences, and perspectives. When a bias-related report is received, our priorities are:
- Supporting the impacted party or parties.
- Treating all parties with dignity and respect.
- Providing clear information about available resources and options.
- Complying with relevant policies, laws, and regulations.
- Identifying any community-wide concerns or patterns that may warrant broader educational responses.
For purposes of this protocol, a “bias-related incident” is any conduct, speech, or expression that is perceived by an individual to be motivated in whole or in part by bias toward a protected characteristic, regardless of whether the conduct violates University policy or law. Bias-related incidents can be reported through the form linked here: https://www.southwestern.edu/reporting-options/
A bias-related report does not, by itself, indicate that a University policy has been violated.
When a report is received, if the reporter identifies themselves and wishes to be contacted, one of the University’s Bias Incident Responders will reach out to the reporter to invite a conversation. Depending on the reporter’s identity, the Bias Incident Responder will be one of the following: the Director of Student Inclusion and Belonging (for student reporters), the Title IX Coordinator (for employee reporters), or the Associate Vice President for Human Resources (for employee reporters where there is a conflict of interest for the Title IX Coordinator).
If the report includes allegations that may implicate University policies on discrimination, harassment, or sexual misconduct, the Bias Incident Responder will refer the matter to the appropriate office (e.g., the Title IX Office, the Human Resource Office) as required by law and University policy.
If the report is submitted anonymously or without contact information, the University’s ability to follow up may be limited. However, the report will still be reviewed to assess any community safety concerns or systemic issues that may warrant further response.
The Bias Incident Responder will:
- Offer the reporter the opportunity to discuss the incident.
- Refer the reporter to supportive resources, as needed, on or off campus.
- Provide the reporter with information about the University’s resolution processes, if applicable.
- Refer the report to other offices as required by law and other University policy.
- Follow up with the reporter as appropriate.
The Bias Incident Responder is not an investigator or disciplinary officer, but a designated resource responsible for ensuring that reporters are appropriately referred to resources and that concerns are addressed according to University policy. Responders do not contact or engage the individual reported to have engaged in the conduct unless required by law or routed through a formal University process.
Bias Incident Responders will maintain the privacy of all parties to the extent possible and will only share information with others on a need-to-know basis or as required by law. They do not provide confidential or privileged resources.
The University views each reported incident as an opportunity for reflection and learning. Information gathered through the bias response process may inform educational and prevention programming. The University may also compile anonymized, aggregate data from bias incident reports to identify patterns and inform broader systemic responses.