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The College of Idaho is committed to a diverse and inclusive campus. True breadth and vibrant academic discourse require that we not only create a diverse community with a broad range of backgrounds among students, faculty, staff, and trustees, but also create a culture in which we can learn from each member’s unique experiences and differences. To that end, the College is committed to creating a campus community that is representative, inclusive, and equitable.
The College is also committed to supporting academic freedom and freedom of speech in an environment of open and vigorous dialogue within the reasonable limits of the law. Further, The College of Idaho is committed to the principles of free inquiry and free expression. Vigorous discussion and debate are fundamental to the College, and this policy is not intended to stifle teaching methods or freedom of expression generally, nor will it be permitted to do so. Bias, harassment and discrimination, however, are neither legally protected expression nor the proper exercise of academic freedom; such behavior compromises the integrity of the College, its tradition of intellectual freedom and the trust placed in its members.
It is a violation of the College’s policy and may be a violation of both state and federal law for any employee, student, faculty, staff, administrator, trustee, volunteer, or non-College of Idaho employee to harass or discriminate against any other employee or student on the basis of sex, race, color, age, religion, disability, national origin, marital status, veteran status, sexual orientation, gender identity, gender expression, status with regard to pregnancy or any other basis protected by law (“Protected Class Bias/Harassment”). Incidents of bias and harassment include, but are not limited to: actions; words; flirtations; advances; propositions; verbal abuse; jokes; slurs; epithets; symbols; graffiti; exclusionary practices; physical threats; negative stereotyping; verbal commentaries or degrading words used to describe an individual based on an individual’s sex, race, color, age, religion, disability, national origin, marital status, veteran status, sexual orientation, gender identity, gender expression, status with regard to pregnancy or any other basis protected by law. This could occur physically, verbally, in writing, via social media or other electronic means. An incident of bias or harassment can occur whether the act is intentional or unintentional, and may or may not be an unlawful act.
With respect to harassment or discrimination on the basis of sex, sexual orientation, and gender identity, the following conduct is strictly prohibited by The College and under Title IX of the Education Amendments Act of 1972:
For additional information, see The College’s Sexual Misconduct Policy. The College’s Title IX Coordinator is responsible for administering the Sexual Misconduct Policy and educating all students and personnel with respect thereto.
Any member of the College community who believes they or some other member of the College community is a victim of bias or harassment by any member of the Board of Trustees, administrator, member of the staff or faculty, employee, student, volunteer, non-College of Idaho employee or any other person in connection with the College shall promptly report the matter.
If a student believes they or some other member of the student community has been the victim of harassment by another student, the student should report it online (anonymously or non-anonymously) directly to The College’s Bias Assessment & Response Team (BART) or to BART via email at bart@collegeofidaho.edu. For more information regarding filing a formal complaint, see the General Student Conduct Procedures in the College’s Student Handbook.
In all other cases, including instances in which the complaint involves conduct by a student who also is employed by the College and relates to that student’s conduct as an employee, the individual should report it to their immediate supervisor and/or the Department of Human Resources, and/or report it online (anonymously or non-anonymously) directly to The College’s Bias Assessment & Response Team (BART) or to BART via email at bart@collegeofidaho.edu.
Every member of the Board of Trustees, administrator, member of the staff or faculty, employee, or student is covered by and subject to the provisions of this policy. This policy also applies to visitors, campus guests, tourists, vendors, contractors, repair people, sales people or clients.
If an investigation is initiated and conducted by or upon direction of the Department of Human Resources, the process and information will remain confidential to the extent reasonably possible and will be disclosed only on a need-to-know basis. If warranted by its investigation and based on the seriousness or repetitiveness of the offense, the Department of Human Resources will recommend appropriate discipline, sanctions or other action be taken in response to the report or complaint of harassment. If the subject of the recommended discipline or sanctions is a faculty member, the Department of Human Resources will make a recommendation to the Dean of the Undergraduate Faculty or the Dean of Graduate Studies, as application (unless they are the subject of the report or complaint, in which case the recommendation will be made to the President). For reports or complaints against non-faculty members, the recommendation by the Department of Human Resources will be made to the President (unless the President is the subject of the report or complaint, in which case the recommendation will be made to the Chief Executive Officer (CEO) (unless the CEO is the subject of the report or complaint, in which case the recommendation will be made to the Chair of the Board of Trustees)).
Retaliation against any person who opposes harassment, complains of harassment, provides information related to a complaint of harassment or participates in an investigation of a complaint of harassment is strictly prohibited. Accordingly, individuals found to have engaged in acts of retaliation shall be subject to disciplinary action in accordance with this policy.
All volunteers, temporary, regular, part-time, full-time and adjunct employees will be required to sign an acknowledgment that they have received, will read and understand this policy.
For all students, the Department of Student Affairs, and for personnel and any other person in connection with the College, the Department of Human Resources is responsible for administering this policy and educating the relevant constituents about the policy.
No matter if you’re a vibrant creative, an athlete, an advocate or someone who clicks with just about everyone, you know your strengths. We invite you to fully embrace all that makes you uniquely you and transform it into wide-reaching impact and change.
2112 Cleveland Blvd, Caldwell, ID 83605
208-459-5011 • 800-2C-IDAHO
