Harassment, Discrimination and Retaliation

Unlawful or impermissible harassment or discrimination occurs when an individual or a group of individuals are treated less favorably than another individual or group of individuals, based on characteristics or affiliations that are protected by law or policy. These protected characteristics or affiliations include race, color, national origin, religion, sex, age, political affiliation, veteran status, disability, sexual orientation, gender identity and expression or genetic information. Such discrimination is incompatible with the mission of the University; furthermore, it is a violation of federal and/or state law and will not be tolerated.

Sexual Harassment is a form of sex discrimination that includes acts of sexual violence. Title IX of the Education Amendments of 1972, as amended, referred to as "Title IX," protects ASU students, employees, and guests from sex-based discrimination, harassment or violence. Sexual violence includes domestic violence, dating violence, stalking and sexual assault.

Retaliation includes adverse treatment against individuals who file a complaint about or otherwise oppose harassment and/or other forms of impermissible discrimination, or who provide information relative to a complaint, or who are involved in the complaint in any way is prohibited.

Unlawful or impermissible harassment, discrimination, and retaliation on a university campus can occur in recruitment, hiring, promotion, transfer, and other terms, conditions or benefits of employment.

For complete descriptions of the various types of harassment and discrimination, please review TYPES OF HARASSMENT or TYPES OF DISCRIMINATION.

Reporting Prohibited Conduct. 

Individuals who believe they have experienced conduct prohibited by this policy have the right to report and/or file a complaint with the University and are encouraged to report the Prohibited Conduct to the Title IX Coordinator. 

Upon receipt of a report, appropriate University officials will conduct an initial assessment to:

  1. review the incident or behavior of concern; 
  2. assess any risk of harm to the parties, any other individuals, or the broader University community; 
  3. determine the Reporting Party’s desired course of action; and 
  4. identify any need for interim protective measures for the safety and well-being of the Reporting Party, any other individual, or the community.