Equity Policy

Mount Mary University is committed to action that supports and enables all members of the University community to build and enhance relationships in a safe environment. This includes a commitment to providing and maintaining healthy learning and working environments for all students, staff and faculty members. In accordance with the University's mission and values, its role as an educational institution and local, state and federal laws, the University should be free of bias, discrimination, harassment, and/or hate of any kind against any person or group of individuals based on race, color, religion, sex, gender, sexual orientation, national origin, age, ethnicity, pregnancy, disability (physical or mental), genetic information and other groups protected by federal, state or local law. Any University community member found to have violated this policy may be subject to university disciplinary sanctions, up to and including suspension, expulsion or termination.

Responses to bias incidents may include educational opportunities for the individuals and groups involved, as well as for members of the campus community when reporting patterns suggest broader issues that move beyond the immediate incident. This policy seeks to mediate conflict and provide outcomes that are aligned to the mission of Mount Mary University. Reports will be referred to a formal disciplinary body if the behavior violates other college policies or if they meet a threshold for discrimination, harassment and/or hate (as defined in this policy).

Proceedings in which the accused is a student will be conducted in accordance with the University’s student conduct procedures (see Mount Mary University Undergraduate and Graduate Student Handbook). Proceedings in which the accused is an employee will be conducted in accordance with the procedures set forth in the University’s employee handbooks (see Mount Mary University Faculty or Employee Handbooks). In addition, any person who violates any municipal, state, or federal law may be subject to disciplinary action for said offense(s). The University adjudication of such violations may proceed regardless and/or independently of any action taken by municipal, state or federal agencies.

Equity Response Team
The Equity Response Team is not a disciplinary body but acts in response to and in investigation of concerns for the campus community surrounding issues of bias, discrimination, harassment and hate. The Equity Response Team is an ad hoc University committee and reports to the President of the University. Membership includes the Vice President for Mission and Justice, Senior Director for Human Resources and the Director of Public Safety.

The Vice President for Mission and Justice is responsible for initial intake and assessment of complaints, assignment of complaint investigations to appropriate parties, facilitating communication to the complainant. The Equity Response Team regularly keeps the President informed of active investigations and outcomes, and provides a monthly report to the President's Council regarding complaint trends. Once complaints are routed to appropriate personnel, University proceedings will follow as outlined in relevant applicable handbooks.

Policy Definitions
Bias is defined as an action in favor of or against one thing, person, or group compared with another, usually in a way considered to be unequitable. Bias incidents may or may not be intended to cause harm, and may include microaggressions (including micro assaults, microinsults and microinvalidations), and typically do not violate another University policy or federal, state or local law.

Discrimination is defined as a distinction made against a person based on race, color, religion, sex, gender, sexual orientation, national origin, age, ethnicity, pregnancy, disability (physical or mental), genetic information and other group protected by federal, state, or local law.

Harassment is defined as any behavior (verbal, written or physical) that abuses, assails, intimidates, demeans, victimizes, or has the effect of creating a hostile environment for any person based on race, color, religion, sex, gender, sexual orientation, national origin, age, ethnicity, pregnancy, disability (physical or mental), genetic information and other group protected by federal, state or local law.

Hate is defined as any behavior that involves violence, threat of violence, actions that are likely to incite violence, or other acts violating University policy that are directed at persons or groups based on race, color, religion, sex, gender, sexual orientation, national origin, age, ethnicity, pregnancy, disability (physical or mental), genetic information and other group protected by federal, state or local law.

Filing a Complaint
Any individual who has experienced an act of bias, discrimination, harassment or hate, based on identity (whether actual or perceived), or any individual who believes their rights have not been protected, is encouraged to report violations of this policy to the University. Please note that a separate process exists for complaints related to gender and/or sex identity, under the Sexual Assault, Harassment and Other Misconduct policy.

The following are University-based reporting options for victims of and witnesses to bias, discrimination, harassment or hate, which will be reviewed by the University's Equity Response Team.

Submit an in-person complaint to the Vice-President for Mission and Justice at Caroline Hall 151 or the Senior Director of Human Resources at Notre Dame Hall 252.

If a person believes themselves to be a victim or witness to bias, discrimination, harassment, or hate, and prefers not to disclose their identity, they can file an anonymous complaint. Persons choosing to file anonymous complaints must understand that there may be limits on the University’s ability to investigate and resolve a complaint on an anonymous basis, including communication of the resolution. The University does, however, take such complaints seriously and will investigate and address complaints within the bounds of the confidentiality requested. For the University to investigate concerns properly, it is important for the reporting individual to provide as many details and supporting documentation as possible about the allegations.

While the University will take requests for confidentiality seriously, it must also consider its responsibility to provide a safe environment for all students and employees. The investigation of a complaint will be kept confidential to the extent feasible, and information will be disclosed only on a need-to-know basis. Some incidents may warrant notification to Public Safety and/or the Milwaukee Police Department. The reporting individual will be informed of the various support services available through the University, including counseling, and may choose to use or refuse these services.