Resources

Georgetown Prohibits Discrimination, Harassment, and Retaliation

Georgetown University is strongly committed to maintaining safe, welcoming, and inclusive learning and work environments. The University maintains policies that prohibit discrimination and harassment on protected bases, as well as related retaliation. These policies include the Policy Statement on Harassment (Relating to Protected Categories), the Policy on Sexual Misconduct, and the policies on Non-Discrimination and Equal Opportunity in Education and Employment. 

Options to Report Incidents of Discrimination, Harassment, and Retaliation

Any student, faculty, staff, or visitor who believes they have experienced discrimination, harassment, or retaliation in a Georgetown University program or activity is encouraged to make a report to the Office for Equal Opportunity Compliance (OEOC). OEOC reviews each report carefully and takes appropriate action in response, which may include providing information about formal and informal options to address the reported conduct, as well as information about supportive resources. 

OEOC’s Intake and Care Management team is available to meet individuals who would like to report an experience of discrimination or harassment. Title IX Coordinators may be contacted directly regarding reports of conduct based on sex or gender. Individuals who would like to discuss reporting options confidentially may contact a CAPS or FSAP clinician, an ombuds, or an ordained clergy member within Campus Ministry.

Mandatory Reporting

Any employee who receives a report of harassment, including sexual harassment, in a University program or activity is required to notify OEOC of the conduct within 24 hours or as soon as possible. Please note that designated confidential employees (e.g., ombudspersons, clinicians, and ordained clergy acting in a ministerial capacity) are exempt from this reporting requirement.

Below are fictional examples of conduct that may impact University reporting requirements.

• Example 1: Student A asks a faculty member to assign them to another group for a required project because one of the students in Student A’s current group has followed Student A home after class for 4 weeks and asks Student A out on dates several times a week, though Student A has asked the other student to stop. Student A is uncomfortable with the attention from the other student but does not want to participate in a Title IX investigation. Is the faculty member required to make a report?
  • Yes. The student has reported a possible case of stalking. The faculty member must report this to a Title IX Coordinator or OEOC.
  • A report to a Title IX Coordinator or OEOC does not automatically trigger an investigation, though in some circumstances (e.g., where there are multiple incidents of serious alleged conduct by a single perpetrator), OEOC may be required to take action to address conduct brought to its attention.
• Example 2: A staff member targets a student-employee in the department based on religion. The staff member gives the student-employee additional work assignments when the student-employee has religious holidays and, each week, makes negative comments about the student-employee’s religious jewelry and clothing. The student-employee complains to the manager. Is the manager required to report this conduct to OEOC?
  • Yes, the manager must make a report to OEOC as the alleged conduct involves pervasive, unwanted conduct based on religion. 
• Example 3: Staff Member A believes that another staff member is receiving more favorable treatment from a manager. Staff Member A also has experienced unprofessional conduct from the manager such as yelling and demeaning comments. Staff Member A does not believe the conduct is related to a protected category, such as race, disability, or sex. What are Staff Member A’s options?
  • Staff Member A is not required to report their experience to OEOC but may contact their HR Business Partner, the Staff Ombuds, or other options outlined on the Professional Conduct website. Additionally, supportive resources, including the Faculty and Staff Assistance Program, are available to Staff Member A.

All community members are encouraged to visit OEOC’s website to learn more about the University’s commitment to maintaining learning and work environments that are free from discrimination, harassment, and retaliation.