Bias, Discrimination & Harassment – Prohibited Conduct

Bias Incidents

Bias Incidents occur when a person determines that they’ve been targeted and/or treated unfairly because of actual or perceived aspects of their identities or characteristics of those identities. Including but not limited to, conduct/behavior, slurs, unequal or discriminatory treatment/service, graffiti, written messages, or images that harass or intimidate individuals or groups based on membership in protected classes and/or other marginalized/minority identities.

Discrimination

Discrimination under this policy is defined as conduct directed at individuals because of their race, color, national origin, ethnicity, sexual orientation, gender identity, religion, sex, marital status, age (except when sex or age is a bona fide qualification), disability (when the person is otherwise qualified) or genetic information that subjects the individual to different treatment so as to adversely affect the individual’s employment or educational experience at the College. Discrimination includes retaliation against an individual for reporting instances of discrimination or harassment under this policy.

Harassment

Harassment is: (1) unwelcome conduct (2) directed at an individual (3) because of their race, color, national origin, ethnicity, sexual orientation, gender identity, religion, sex, marital status, age (except when sex or age is a bona fide qualification), disability (when the person is otherwise qualified), veteran status, genetic information or other protected status (4) that has the effect of unreasonably interfering with an individual’s work or academic performance. Harassment may include, but is not limited to, use of racial, ethnic, or religious, slurs or epithets, or other threatening, intimidating, hostile or abusive conduct directed at a person because of characteristics protected by this policy. Harassment, however, must include something beyond the mere expression of views, words, symbols or thoughts that some person finds offensive. To constitute a hostile environment, the harassment must be sufficiently severe, pervasive or persistent to unreasonably interfere with a work or learning environment viewed by examining a totality of the circumstances from the standpoint of a reasonable person with the same characteristics as the purported recipient of the harassing conduct.

Retaliation

Retaliation means taking an adverse action against someone for making a complaint, assisting with an investigation, or participating in a proceeding related to sex discrimination. This protection extends to students and employees.

Examples of Retaliation:

Adverse educational or employment actions such as undeserved failing grades, or being denied opportunities provided to similarly situated individuals, refusing a promotion, demotion, or termination of employment.