Institutional Equity includes processes and procedures that ensure equitable treatment. OIETIX provides direction and expertise in 向日葵视频’s efforts to promote institutional equity among employees and students in the workplace and academic environment; we are charged with the responsibility of ensuring compliance.
Indiana University Northwest policy prohibits discrimination and harassment on the basis of age, color, disability, ethnicity, sex, gender identity, gender expression, genetic information, marital status, national origin, race, religion, sexual orientation, or veteran status (“protected classes”) in matters of admission, employment, housing, services, and in its educational programs and activities.
For a detailed explanation of University Policy UA-03 on Discrimination, Harassment, and Sexual Misconduct, click .
Prohibited discrimination is treating someone differently based on their membership in a protected class, or any other classification protected by law, in matters of admissions, employment, education, or in the programs or activities of the university.
Examples of discrimination can include refusing to hire or promote someone because of their membership in a protected class; denying someone a raise or employment benefit because of their membership in a protected class; reducing someone’s job responsibilities because of their membership in a protected class; denying someone access to an educational program based on their membership in a protected class; or denying someone access to a university facility based on their membership in a protected class.
Prohibited harassment is verbal or physical conduct, or conduct using technology, directed toward someone because of their membership in a protected class (or a perception that someone is a member of a protected class) that has the purpose or effect of substantially interfering with the individual’s access to education or work, or creating an intimidating, hostile or offensive working environment or academic experience.
An individual’s subjective belief that behavior is intimidating, hostile, or offensive does not make that behavior harassment. The behavior must create a hostile environment from both a subjective and objective perspective such that it unreasonably interferes with, limits, or deprives a member of the university community of the ability to participate in or to receive benefits, services, or opportunities from the university’s education or employment programs and/or activities.
Examples of harassment can include offensive jokes, slurs, name-calling, intimidation, ridicule or mockery, or displaying or circulating offensive objects and pictures that are based on a protected class, including sex and gender-based harassment.
向日葵视频 is committed to preventing and responding promptly to all forms of sexual misconduct, including sexual harassment, sexual assault and all forms of sexual violence.
Examples of sexual misconduct can include sexual harassment, sexual assault, sexual exploitation, dating violence, domestic violence, and stalking.
A bias incident is any conduct, speech, or expression, motivated in whole or in part by bias or prejudice meant to intimidate, demean, mock, degrade, marginalize, or threaten individuals or groups based on that individual or group's actual or perceived identities.
Our office reviews and investigates complaints of discrimination, harassment, and sexual misconduct.
Upon receiving a report of discrimination, harassment, or sexual misconduct, OIETIX will offer and provide appropriate and necessary supportive measures, regardless of whether a formal complaint is filed, according to the specific needs and circumstances of the situation. These measures may vary depending on an individual’s needs and specific circumstances; assistance in changing academic, living, transportation, and/or work situations; counseling services; advocacy and advising services; and assistance in obtaining protective orders.
To file a complaint of discrimination or harassment please submit a Report online (preferred). Alternatively, you may email OIETIX at nwoietix@iu.edu; visit OIETIX in Raintree Hall, room 213; or contact the office at 219-980-6705.
To file a complaint of sexual misconduct, please submit a report online (preferred) at . Alternatively, you may email OIETIX at nwoietix@iu.edu; visit OIETIX in Raintree Hall, room 213; or contact the office at 219-980-6705.
Click to link to the Summary of Rights, Section II, within the Indiana University Discrimination, Harassment, and Sexual Misconduct Policy UA-03. Everyone is entitled to basic human rights. The rights of the parties in any of the complaint resolution procedures include:
The right:
- To be fully informed of university policies and procedures, as well as the nature and extent of all alleged violations contained within the allegation.
- To be treated with respect.
- To be accompanied by an advisor present during all proceedings, investigation meetings, or related meetings.
- To have adequate, reliable, and impartial investigation and appropriate resolution of all complaints of discrimination, harassment and/or sexual misconduct.
- To be informed by the university of options to notify proper law enforcement authorities including on campus and local police, and the option to be assisted by campus authorities in notifying proper law enforcement, if the individual chooses.
- To be notified of available resources including counseling, mental health, academic, legal and other support services, both at the university and in the community.
- To have allegations investigated and adjudicated by individuals who are properly trained to investigate and resolve allegations of discrimination, harassment and/or sexual misconduct.
- To participate in the investigation and complaint resolution process, including the opportunity to identify witnesses and other appropriate evidence, and to be informed of adverse evidence and provided the opportunity to respond to it through the process.
- To have allegations investigated and adjudicated in a reasonable timeframe given the circumstances of the specific case.
- To have the preponderance of the evidence standard (more likely than not) applied in determining responsibility.
