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Anti-Harassment & Non-Discrimination Policy

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University Policy on Discrimination and Harassment

Susquehanna University affirms its commitment to maintaining an environment in which all members of the campus community are treated with dignity and respect. It is the responsibility of every student and employee to contribute to a climate that is free from harassment, discrimination, and bias incidents. Such conduct undermines the integrity of the academic enterprise, disrupts the educational and work environment, and is inconsistent with the university’s expectations for ethical and inclusive conduct.

While the university upholds the principles of free expression, academic freedom, and open inquiry, these freedoms do not extend to behavior that compromises the rights, safety, or dignity of others. This policy is intended to define and address conduct that violates these standards and to support the university’s ongoing efforts to ensure a respectful and equitable community for all.

Definitions/Glossary

1) Protected Characteristics – attributes or identities that are safeguarded under federal and state law, as well as those recognized by the university’s commitment to fostering an ethical and inclusive community. These include, but are not limited to: race, color, ethnicity, national or geographic origin, sex (including pregnancy and related conditions), gender, gender identity or expression, sexual orientation, disability, age, religion or creed, marital or parental status, veteran or military status, genetic information, social class, political affiliation, citizenship or immigration status (as applicable under law), and the use of a guide or support animal. [1]

2) Bias Incidents – Conduct that may not reach the level of Discrimination but which nonetheless has a tendency — either explicit or implicit — that results in unfair treatment, toward individuals or groups based on perceived Protected Characteristics. Bias incidents can manifest through outward expressions, actions, language, policies, or systems, and may contribute to a hostile, exclusionary, or inequitable environment.

3) Discrimination – Conduct directed at an individual because of their Protected Characteristic(s) that subjects the individual to different treatment so as to interfere with or limit the ability of the individual to participate in, or benefit from, the services, activities, or privileges provided by the university, or otherwise adversely affects the individual’s employment or education.

4) Harassment – Conduct, which can be verbal, physical, or an electronic communication (including social media, emails, and messaging platforms), that is directed at an individual, and that is sufficiently severe, pervasive, or persistent so as to have the purpose or effect of creating a hostile work or educational environment.

5) Harassment Based on Protected Characteristics – conduct which can be verbal, physical, or an electronic communication (including social media, emails, and messaging platforms), that is sufficiently severe or pervasive so as to have the effect of creating an intimidating, hostile, or offensive work or educational environment, which unreasonably interferes with work or educational performance, or negatively affects an individual’s employment or educational opportunities. Harassment based on Protected Characteristics is a form of prohibited discrimination.

6) Sexual Harassment – unwelcome conduct on the basis of sex, or that is sexual in nature as defined and addressed in the university’s Title IX, Sexual Assault, & Gender-Based Violence Policy.

7) Covered Persons: 

  • Employees:Individuals employed by the university
  • Students: Individuals enrolled at the university
  • Applicants: Individuals who have expressed an interest in applying or have submitted an application for employment or enrollment as a student
  • Invitees: Visitors or guests of the university
  • Contractors:  vendors, or other third parties contractually obligated to perform services for the university

8) Privacy – information related to a report or complaint alleging discrimination, harassment or bias will be treated with the utmost discretion and will be shared only with a limited circle of individuals who “need to know” in order to assist in the review, investigation, and resolution of the matter, and/or other disclosures necessary to fulfill university operations. 

9) Complainant – An individual who brings forward a complaint of an alleged violation of this policy. In certain instances, the university may bring forward a complaint.

10) Reporting Party – A Reporting Party is either the Complainant or a third party who has reported a potential violation of this policy.

11) Respondent – An individual alleged to have violated this policy.

This Policy Applies to:

This policy applies broadly to the university community including all faculty, staff, students, and other Covered Persons as defined above.

This policy also applies to acts committed by or against university faculty, staff, students, and other Covered Persons as defined above when the conduct occurs under the following conditions:

  • On university premises; or
  • In the context of university employment, education, or research program or activity, including but not limited to university-sponsored study abroad, work-related or academic meeting, research, internship, mentorship, summer session, or other affiliated programs or premises; or
  • Online manifestations of any of the behaviors prohibited above, when those behaviors occur in or have an effect on employment or education program and activities offered by the institution or when they involve the use of the university’s networks, technology, or equipment.

Policy

Harassment or discrimination in any context is reprehensible but is of particular concern to an academic community in which students, faculty and staff must rely on bonds of intellectual trust and dependence. The university is committed to addressing bias incidents, harassment, and discrimination to foster an inclusive environment. Specifically, the university expressly prohibits any form of harassment or discrimination based on Protected Characteristics.

Any individual engaging in acts of discrimination, harassment, or retaliation against individuals who report discrimination or harassment, will be subject to the full range of institutional disciplinary actions, up to and including termination/expulsion from the university, and may also face civil and/or criminal legal liability if the behavior violates state or federal regulations.

Conduct that falls short of discrimination or harassment, but nonetheless constitutes a bias incident, will generally be dealt with through educational remedies.

In all cases, the university will offer the Complainant remedial measures and support. Supportive Measures are designed to restore or preserve equal access to Susquehanna University educational programs and activities, without unreasonably burdening the other party. Supportive Measures will be kept confidential to the extent that doing so does not impair the university’s ability to provide them.

Speech or expression protected by the university’s statements on academic freedom and ethical and inclusive living are not subject to sanction under these procedures, unless they rise to the level of harassment or discrimination. The determination of whether speech crosses this line will be assessed based on severity, context, and impact.

All members of the university community are expected to read, understand, and comply with this policy and are encouraged to report in good faith any bias incidents, discrimination, harassment, or retaliation, recognizing that such reports help the university foster a respectful and inclusive environment. Reports may be made through the following channels:

  • In person or by phone/email to representatives of
    • Human Resources
    • Access, Equity and Belonging
    • Student Life
    • Campus Safety
  • Online through the reporting form found at Bias Response linked here
  • Campus Conduct Hotline: email susqu@CampusConductHotline.com or call 1-866-943-5787.

Reporting incidents allows the university to respond directly to concerns through educational outreach, investigations/conduct processes, mediation and other methods and assess the overall university climate as it relates to inclusion, perceived safety, and respect.

The university recognizes that individuals may wish to report concerns anonymously. While the university will make every effort to investigate anonymous reports, it is important to understand that anonymity may limit the university’s ability to gather additional information, substantiate the allegations, and take appropriate action. Consequently, the scope and outcome of any investigation initiated from an anonymous report may be constrained.

Failure to comply with this policy or to participate fully in related investigation procedures may result in disciplinary action. Such action may include, but is not limited to, corrective measures, suspension, termination of employment, or expulsion from the institution. The university expects all members of the community to actively foster an inclusive and respectful environment.

The university will not tolerate retaliation against an employee or student for reporting a concern in good faith, even when no evidence is found to substantiate the report.

Knowingly false and malicious accusations of harassment, discrimination or bias incidents will not be tolerated, and those individuals making them will be subject to disciplinary action and/or university sanctions.

Links With Other Policies

Title IX, Sexual Assault, & Gender-Based Violence Policy
Student Handbook
Faculty Handbook
Disciplinary Action Policy

[1] Civil Rights Act of 1964, Title VI, 42 U.S.C. § 2000d; Title VII, 42 U.S.C. § 2000e-2; Title IX of the Education Amendments of 1972, 20 U.S.C. § 1681; Americans with Disabilities Act of 1990, 42 U.S.C. § 12101 et seq.; Section 504 of the Rehabilitation Act of 1973, 29 U.S.C. § 794; Age Discrimination in Employment Act of 1967, 29 U.S.C. § 621 et seq.; Genetic Information Nondiscrimination Act of 2008, 42 U.S.C. § 2000ff; Vietnam Era Veterans’ Readjustment Assistance Act of 1974, 38 U.S.C. § 4212; Pennsylvania Human Relations Act, 43 P.S. §§ 951–963; Pennsylvania Fair Educational Opportunities Act, 24 P.S. §§ 5001–5005; and Susquehanna University Statement on Ethical and Inclusive Living.