Equal opportunity and sexual harrassment policies
IUPUI is subject to and governed by the Indiana University Policy Against Sexual Harassment, adopted by the Indiana University Board of Trustees on June 15, 1998, which sets forth the general definitions, provisions and enforcement principles regarding sexual harassment on all IU campuses.
The Equal Opportunity Policy at IUPUI prohibits discrimination against anyone for reasons of race, color, religion, national origin, sex, sexual orientation, marital status, age, disability, or status as Vietnam-era or special disabled veterans. Consistent with the IUPUI Equal Opportunity Policy, and federal and state nondiscrimination legislation, the following operating procedures have been established to address complaints of unlawful discrimination.
1. The complaint
A complaint is an allegation of discrimination/harassment based on race, color, ethnicity, national origin or ancestry, sex (including sexual harassment), sexual orientation, age, disability status, religion, veteran status, or marital status or a retaliation complaint that stems from the filing of a complaint alleging such discrimination/harassment in violation of the University’s policy.
The allegation may be made by a student, staff member, faculty member, or by any other person who has been subjected to such discriminatory conduct by a member of the university community, or has been subjected to discriminatory treatment on property owned or operated by the university. Information or awareness of prohibited discrimination discovered independently of a complaint may also form an independent basis for commencing a University investigation.
2. Role and responsibilities of the Office of Equal Opportunity
The Office of Equal Opportunity (OEO) shall have the responsibility for investigating all complaints of harassment and discrimination.
When complaints involve students, the Vice Chancellor for Student Life and the Director of OEO shall consult and coordinate their respective activities.
The Office of the Executive Vice Chancellor and Dean of Faculties shall be consulted if the complaint involves faculty, deans, chairs, and/or is likely to involve issues of academic freedom, academic integrity, or other issues that may involve an academic matter. Adaptive Educational Services shall be consulted if the complaint involves, or is likely to involve, actual or apparent disabilities or accommodations of the same.
The Office of Human Resources Administration will be consulted when the complaint involves non-faculty employment-related issues. The Office of Diversity, Equity and Inclusion shall be consulted regarding the resolution of campus-related diversity issues.
3. Notice of the complaint
The Office of Equal Opportunity (OEO) has developed a three-pronged approach to categorizing complaints: 1) a Consultative Approach to resolving the complaint which could include verbal conversations between the complainant and the respondent, as appropriate; 2) Mediation which is an intervention to work with both the complainant and the respondent to help them reach a mutually agreed upon resolution; and 3) a Formal Investigation that includes a comprehensive investigative approach. OEO will make a determination on the classification of the complaint.
- OEO matters:
- Consultative Approach—OEO will consult, make an assessment, and intervene as appropriate, which may include facilitated discussions. No notice of complaint will be issued.
- Mediation—OEO will assess the situation to determine whether mediation is appropriate. Either the Complainant or the Respondent may refuse mediation or, once commenced, end mediation at any time. No adverse inference is to be drawn from any such decision. OEO will send notification via:
- Form A—Acknowledgement of Complaint, Mediation to Complainant (Mediation)
- Form B—Notice of Complaint to the Respondent (Mediation)