Reporting Discrimination Complaints

How does Emory address discrimination and harassment?

Emory’s Policy 1.3, deeply rooted in Titles VI and VII of the U.S. Civil Rights Act of 1964 and various laws which prohibit discrimination based on personal characteristics such as race, color, religion, or national origin and disability, outlines the Emory community’s responsibility to actively maintain a learning and working environment free from unlawful discrimination and harassment. As an academic institution, Emory abides by the values of academic freedom and open expression, sees contention among different views as positive and necessary for expanding knowledge, and is “determin[ed] to protect the full and frank discussion of ideas,” as Policy 1.3 states. At the same time, it must actively guard against unlawful discrimination and respond promptly to discriminatory conduct. When such conduct occurs, Policy 1.3 guides how the institution will investigate and respond to end the conduct, remedy its effects, and prevent its recurrence.

To whom does Policy 1.3 apply?

The behavioral expectations of Policy 1.3 apply to all Emory students, employees (including faculty, administrators, staff, and employees working pursuant to collective bargaining agreements), trustees, officers, applicants for admission or employment, volunteers, independent contractors, and other individuals participating in Emory’s programs or activities.

What is a protected class characteristic?

A protected class characteristic refers to a personal trait that is legally protected from discrimination under federal law/executive order, federal agencies, or Emory policy, meaning someone cannot be treated differently or denied opportunities solely based on this characteristic. Emory’s Policy 1.3 defines protected classes as race, color, ethnic or national origin, religion, sex, gender identity, gender expression, sexual orientation, pregnancy, age, disability, genetic information, veteran’s status, or any factor that is a prohibited consideration under applicable law.

Discrimination or harassment based on national origin includes conduct based on actual or perceived shared ancestry or ethnic characteristics, or citizenship or residency in a country with a dominant religion or religious identity. Shared ancestry covers ethnoreligious identities, caste, and any other physical, cultural, linguistic or social characteristics of a group from which a person descends. Examples of people who may experience discrimination or harassment based on shared ancestry or ethnic characteristics include, but are not limited to, Hindu, Jewish, Muslim, and Sikh individuals.

I am not sure if my identity falls within one of the protected class characteristics. How can I get clarity?

We encourage anyone who has questions about the coverage of protected class characteristics, or anything else in Policy 1.3, to contact DECRC directly by emailing decrc@emory.edu. It is important to note that discrimination or harassment based on ethnic or national origin includes conduct based on actual or perceived shared ancestry or ethnic characteristics, or citizenship or residency in a country with a dominant religion or distinct religious identity. This could include conduct such as use of ethnic or ancestral slurs; harassment for how a person looks, dresses, or speaks in ways linked to ethnicity or ancestry (e.g. skin color, religious attire, language spoken, tribe, caste, ethnoreligious identity, or any other physical, cultural, linguistic or social characteristics of a group from which a person descends); or stereotypes based on perceived shared ancestral or ethnic characteristics. Hindu, Jewish, Muslim, and Sikh individuals are examples of individuals who may experience Discrimination or Harassment based on shared ancestry or ethnic characteristics.

What are some examples of discrimination?

Discrimination is subjecting an individual or group to adverse action – including differential treatment – on the basis of actual or perceived membership in a protected class.

For example, an adverse action can include termination, denial of a promotion, or denial of access to the educational environment based on the actual or perceived membership in a protected class.

What are some examples of discriminatory harassment?

To violate Policy 1.3, discriminatory harassment must create an academic, work, extracurricular, or residential environment that would be hostile, offensive, or intimidating to a reasonable person. Such conduct can include verbal, oral, written, electronic, graphic, or physical conduct, such as offensive jokes, slurs, epithets, or name-calling, physical assaults or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or pictures, and interference with academic, work, or extracurricular performance.

Who can submit a discrimination complaint?

Any Emory student, faculty, or staff member who has experienced discrimination, discriminatory harassment, or retaliation by an Emory student, faculty or staff member may file a complaint with the Department of Equity and Civil Rights Compliance.

What should a complaint include?

The complaint may be made in a written or verbal format. Complaints can be made through the DECRC’s online form and include details like the date the incident occurred, a description of the incident and basis of the complaint (i.e. protected class characteristic(s) involved).

When should a complaint be filed?

All complaints of discrimination or harassment filed in the Department of Equity and Civil Rights Compliance should be filed as soon after the alleged offending conduct as possible and within 180 days. This will enhance the University’s ability to address the conduct at issue, including by implementing interim measures, and, if appliable, by investigating effectively, when Relevant evidence and witnesses are most available.

How do I submit a discrimination complaint?  

Complaints regarding discrimination or harassment may be filed with the DECRC by using this form.

What happens to a complaint once submitted?

Once a complaint is received, the DECRC evaluates the complaint to determine if Policy 1.3 applies. If it does apply, DECRC will determine whether an informal resolution or formal investigative process is appropriate. If it does not apply, DECRC will dismiss the complaint and/or refer the complainant to the appropriate office/resources.

For complaints where Policy 1.3 applies, a Notice of Allegations will be sent to appropriate parties and an investigative process will begin.

Who investigates and adjudicates complaints?

An investigator within the DECRC is responsible for interviewing the parties involved and relevant witnesses. The investigator summarizes all relevant information into an investigative report. In cases involving students as one or both of the parties, the investigator will submit the report to the parties for review and feedback within five (5) business days.

For a student respondent found in violation of Policy 1.3, the outcome notification will include disciplinary sanctions and remedies, both of which will be developed in consultation with the relevant Student Conduct Office over the student respondent.

If during an investigation where a faculty member faces allegations of creating a hostile educational environment raising a legitimate academic freedom concern, the investigator, through the DECRC Director, may request the Provost to establish a five-member Faculty Review Panel to evaluate the case alongside the main investigation. The panel, consisting of faculty members (three from the faculty member's school), will review the evidence privately within 30 business days and provide their recommendation on whether Policy 1.3 was violated to be included in the final investigative report.

For a faculty or staff member found in violation of Policy 1.3, the determination will be promptly submitted to the relevant supervisor, including Deans for faculty, or Human Resources officer who will determine if any disciplinary sanctions or remedies will be imposed.

All parties have the option to appeal the outcome within five business days of receiving the written outcome determination.

I feel that I’ve experienced discrimination or harassment. What resources are available?

The following departments and teams are available to offer resources and support to individuals who have encountered incidents of bias, discrimination or harassment:

• Belonging and Community Justice
• Counseling and Psychological Services
• Department of Accessibility Services
• International Students and Scholar Services
• Office of Diversity, Equity, and Inclusion
• Office of Institutional Equity and Compliance
• Office of Respect
• Office of Title IX
• Ombuds Office
• Open Expression Policy
• Spiritual and Religious Life
• Student Case Management and Intervention Services
• Student Health Services
• Truth, Racial Healing, and Transformation Initiative at Emory 

Who should I contact if I have questions?

Complaints may be filed with the Department of Equity and Civil Rights Compliance.

You may contact Niger Thomas, Director & EO/AA Compliance Officer, with questions by emailing decrc@emory.edu