The purpose of this policy is to affirm Brown University’s (“the University”) commitment to creating an environment that is free of Discrimination and Harassment based on a person’s membership in a Protected Class and to ensure compliance with applicable federal and state laws that prohibit such conduct.

This policy applies broadly to the University community including all faculty, staff, students, and other Covered Persons (as defined in Section 4.0).

This policy also applies to acts committed by or against any of the aforementioned individuals when the conduct occurs under the following conditions:

• On Brown University premises;
• In the context of Brown University employment, education, or research program or activity, including but not limited to Brown University-sponsored study abroad, work-related or academic meeting, research, internship, mentorship, summer session, or other affiliated programs or premises; or
• Outside the context of Brown University employment or a Brown University education, research program or activity, but has an adverse effect on any Brown University employment, education, or research program or activity.

Allegations of gender-based Discrimination or Harassment are governed by the University’s Sexual and Gender-Based Harassment, Sexual Assault, Intimate Partner Violence, and Stalking Policy and the Sexual and Gender-Based Misconduct Policy.

Requests for reasonable accommodations related to disability are governed by the University’s Employment Accommodations for Persons with Disabilities Policy for employees or the Student Accessibility Services Student Handbook for students.

Brown University’s mission is “to serve the community, the nation, and the world by discovering, communicating, and preserving knowledge and understanding in a spirit of free inquiry, and by educating and preparing students to discharge the offices of life with usefulness and reputation.” This mission compels the University to create and maintain an environment that is free of any form of Discrimination or Harassment that is based upon a person’s race, color, religion, sex, age, national or ethnic origin – including actual or perceived shared ancestry or ethnic characteristics or citizenship or residency in a country with a dominant religion or distinct religious identity – disability, veteran status, sexual orientation, gender identity, gender expression, or any other characteristic protected under applicable law, and caste, which is protected under The Corporation of Brown University’s Policy Statement on Equal Opportunity, Nondiscrimination and Affirmative Action. The University prohibits Discrimination, Harassment, or Retaliation against individuals who report Discrimination or Harassment.

For the purpose of this policy, the terms below have the following definitions:

All individuals to whom this policy applies are responsible for becoming familiar with and following this policy and the Discrimination and Harassment Complaint Resolution Standard Operating Procedures. University managers and supervisors are responsible for promoting the understanding of this policy and for taking appropriate steps to help ensure compliance with it.

Supervisors are required to report promptly to the contact listed in Section 8.3 all instances or allegations of prohibited conduct that are disclosed to, observed by, or otherwise known to them.

Duty to Cooperate: All individuals to whom this policy applies have a duty to fully cooperate in a process conducted by the Office of Equity Compliance and Reporting. Failure to cooperate for an interview, refusing to provide relevant information and documentation as requested or actively choosing not to participate in any other component of the process as requested is considered a breach of responsibility and may result in formal discipline, up to and including termination of employment, suspension of enrollment, or association with the University. A Respondent’s failure to cooperate, participate, or offer a written or verbal statement in a formal proceeding may result in the investigation proceeding and an outcome being reached based solely on the available information found through the fact-finding process.

Duty to Report: All members of the campus community are encouraged to report instances of Discrimination, Harassment, or Retaliation that they in good faith believe may have occurred to the Office of Equity Compliance and Reporting. All employees designated as managers or supervisors in a management position, Vice Presidents, Deans, and Department Chairs and professional staff working in the Office of Student Conduct and Community Standards and University Human Resources have a duty to promptly report incidents or knowledge of Discrimination or Harassment to the Office of Equity Compliance and Reporting. Failure to make such a report may result in discipline up to and including termination or removal from the position of authority.

Failure to comply with this and related policies is subject to disciplinary action, up to and including suspension without pay, expulsion, or termination of employment or association with the University, in accordance with applicable (e.g., staff, faculty, student) disciplinary procedures.

Brown University is a community in which employees and students are encouraged to share campus concerns with University leadership. Individuals seeking further guidance on filing a Discrimination or Harassment complaint should refer to the Discrimination and Harassment Complaint Resolution Standard Operating Procedures.

Additionally, Brown’s Anonymous Reporting Hotline allows anonymous and confidential reporting on matters of concern online or by phone (877-318-9184).

The following information complements and supplements this document. The information is intended to help explain this policy and is not an all-inclusive list of policies, procedures, laws and requirements.