Report Harassment and Discrimination
To report discrimination and/or harassment prohibited by university policy, please use this Harassment and Discrimination Reporting Form.
Flowchart about the process of responding to complaints.
Download this PDF file for more information about filing a discrimination or harassment complaint.
Download this PDF file for more information about responding to a discrimination or harassment complaint.
Download this PDF file for more information for witnesses to a discrimination or harassment occurrence.
Who may file a complaint?
Any person (e.g., faculty, staff, student, parent of a student, campus visitor, hospital patient, spouse of an employee, etc.) may report what they believe to be an act of discrimination or discriminatory harassment to the Office for Institutional Equity. However, only those faculty members, staff members, and students connected with the University are eligible to file a complaint of discrimination or discriminatory harassment with OIE against another University faculty or staff member. In either instance, the office will respond.
Additionally, any faculty, staff, or students connected with the University may file a complaint directly with oie if they believe they are being retaliated against because:
- they challenged what they believed to be a discriminatory behavior, or
- they provided information or participated in an investigation of a claim of discrimination or discriminatory harassment.
Schedule an appointment by contacting the Office for Institutional Equity or call (734) 763-0235 (V), (734) 647-1388 (TTY).
The Role of the Office for Institutional Equity in Responding to Reports and Complaints of Discrimination
The Office for Institutional Equity is an administrative office, not an internal judicial or legal office. Its function is to determine whether University policies or procedures regarding discrimination or discriminatory harassment have been followed. If violations are found, the Office works to remedy the situation and relieve the complainant of the burden imposed on her or him by the inappropriate actions.
The OIE consultant remains impartial at all times when investigating a charge of discrimination, discriminatory harassment, or retaliation. The consultant is neither an advocate nor an adversary with respect to the complainant, the person accused, or witnesses. The consultant is responsible for gathering any evidence that will help the University meet its requirements for nondiscrimination, regardless of whose position that evidence supports.
Discrimination and Discriminatory Harassment Resolution Process and Goals
- Flowchart about the process of responding to complaints.
- Provide timely, sensitive, and discreet responses to complaints and reports of discrimination, discriminatory harassment and retaliation.
- Investigate complaints and reports of discrimination thoroughly and impartially, and work to arrive at an appropriate and equitable resolution.
- Work to improve the University’s response to reports and complaints of discrimination, discriminatory harassment, and retaliation.