What are bias incidents?
What is discrimination?
What is harassment?
What are protected categories at UC San Diego?
What are some examples of discrimination?
What are some examples of harassment?
What are some examples of sexual harassment?
What are hate crimes?
What is Title IX?
What is Title VI?
How can I learn more about sexual harassment?
Is UCSD required to accommodate my disability?
Is UCSD required to accommodate my religious beliefs?
Why is UCSD concerned about preventing harassment and discrimination?
How does OPHD resolve complaints?
Who should I contact if I have a question about harassment or discrimination?
What if I fear retaliation for reporting a concern?
Can I make a report anonymously?
What is the role of academic freedom or the First Amendment?
When may I date another UCSD affiliate?
Who must comply with the UCSD Nondiscrimination policies?
How does UCSD protect my privacy?
What responsibilities do supervisors have under UCSD policy?
What are the reporting obligations of employees who witness student conduct that violates the policies on discrimination and harassment?
What happens if a student reports an incident of discrimination or harassment to an employee?
Where is the Office for the Prevention of Harassment & Discrimination located?
Bias incidents are acts of conduct, speech, or expression that target individuals and groups based on certain characteristics such as race, religion, ethnic/national origin, gender, gender identity, gender expression, age, disability, or sexual orientation. Examples of bias incidents include:
Some bias incidents may violate University Nondiscrimination policies, the Student Conduct Code or other University policies. Other acts of bias may either not be severe enough to violate policy or be protected expressions of speech. The protection of freedom of expression, including controversial speech, and sometimes even offensive or hurtful words, is vital to a community of teachers and learners. Nevertheless, personal threats or other acts of misconduct violate University policies and those policies will be vigorously enforced. You should report bias incidents so the University can determine if policies have been violated and support persons who feel victimized. UC San Diego strives to maintain a welcoming and inclusive environment free from incidents motivated by bias.
Learn more about freedom of expression at freespeech.ucsd.edu
Bias incidents: Report here
Discrimination is a type of bias incident that would also violate University Nondiscrimination policies. Discrimination is the unfair or unequal treatment of an individual or group of people based upon specified protected categories such as race, color, national origin, religion, sex, disability status or sexual orientation. For a complete list of protected categories, see below.
There are different definitions of harassment, depending on whether the complaint is made by a student or an employee. Here is the definition of prohibited harassment that applies to students:
Here is the definition that applies to employees:
A determination of whether particular conduct constitutes prohibited harassment depends on the totality of the circumstances. Prohibited harassment may occur between persons of differing power or between peers. It may also involve a female harassing a male; a male or female harassing a person of the same gender; or a person of one race (national origin, religion, etc.) harassing a person of the same race (national origin, religion, etc.).
We are protected against harassment and discrimination in education and employment based on our:
We are also protected against harassment and discrimination based on our perceived membership in any of these protected categories.
*Applies only to employment at UC San Diego
The following examples of discrimination would likely violate UC policy:
The following examples of harassment would likely violate UC policy if found to be sufficiently “severe” and/or “pervasive”:
Sexual harassment may be verbal, visual or physical conduct. Examples include:
Conduct may violate the University of California Policy on Sexual Harassment only if it meets the definition set out in the relevant policies applying to students or employees.
Hate crimes are illegal types of bias incidents that violate state or federal law. In California, hate crimes are illegal acts that target victims because of disability, gender, nationality, race or ethnicity, religion, sexual orientation, or association with a person or group with one or more of these actual or perceived characteristics.
Examples of hate crimes include:
If you are in danger or a crime is in progress, call the UC San Diego Police immediately at (858) 534-4357.
Title IX of the Education Amendments of 1972 is the federal law that prohibits discrimination on the basis of sex, including sexual harassment, in educational institutions that are recipients of federal funds. Title IX states: “No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving federal financial assistance.” The U.S. Department of Education Office for Civil Rights (OCR) has issued guidelines outlining schools’ responsibilities for preventing sexual harassment and for resolving complaints when they arise. The OCR Sexual Harassment Guidance is available at
Title VI of the 1964 Civil Rights Act protects individuals from discrimination on the basis of race, color, and national origin in programs and activities receiving federal financial assistance.
OPHD offers education to the entire UC San Diego community. We have live presentations, written materials, an informative website, and an online program that features self-paced, interactive, and comprehensive education about sexual harassment and gender discrimination issues. Our online education program, Preventing Sexual Harassment, is available at http://newmedialearning.com/psh/ucsd.
Staff or faculty with questions regarding the accommodation of a disability should contact ACCES. Students with questions regarding the accommodation of a disability should contact the Office for Students with Disabilities .
UC San Diego is required to accommodate sincerely held religious beliefs, unless doing so would cause an undue hardship. Staff with questions regarding the accommodation of a sincerely held religious belief should contact Employee Relations, Policy Development and Work Life. Faculty or students with questions regarding the accommodation of a sincerely held religious belief may contact OPHD for assistance.
UC San Diego is committed to creating and maintaining a community in which all persons who participate in UC San Diego programs and activities can work, learn, and live together in an atmosphere free from all forms of harassment, exploitation, or intimidation. Civil rights laws and University policies prohibit discrimination and harassment in educational programs and activities, and employment settings.
OPHD has procedures for resolving complaints of sexual harassment and other types of discrimination. We encourage early reporting of concerns or complaints because complaints are most effectively resolved at the earliest possible stage. Resolution options depend on the circumstances and may include education programs for particular individuals, separation of the parties, or job or housing reassignment. Where early resolution is unsuccessful or inappropriate, a request for a formal investigation may be filed. There is no prescribed sequence, so choosing one option first does not prevent a complainant from choosing a different option for resolution later on. You may also get advice or assistance without filing a complaint.
If you or someone you know has a question about harassment or discrimination, please contact the Office for the Prevention of Harassment and Discrimination (OPHD). You may leave a confidential voicemail at (858) 534-8298, email us at firstname.lastname@example.org or visit us at 201 University Center on the main campus at the corner of Gilman and Myers. OPHD office hours are Monday through Friday 8:00 am to 4:30 pm.
Staff members with questions regarding harassment or discrimination may also contact Equal Opportunity/Staff Affirmative Action.
Some people fail to report harassment or discrimination because they fear retaliation. Threats, other forms of intimidation, and retaliation against anyone for reporting harassment or discrimination or for assisting another in bringing a complaint are prohibited. Retaliation is a violation of the law and UC San Diego policy, and it is a serious offense. UC San Diego takes measures to protect those who complain of or witness incidents of harassment or discrimination.
You can make a report anonymously on UC San Diego’s ReportBias website, at reportbias.ucsd.edu. You may also call us, without identifying yourself, at (858) 534-8298. We will attempt to follow up on anonymously reported complaints to the extent reasonably feasible.
Some types of offensive speech, including speech that may seem harassing or discriminatory, may be protected by principles of academic freedom or the First Amendment. While the Nondiscrimination policies, including the Sexual Harassment Policy, do not prohibit such speech, the University encourages all members of the community to engage in respectful dialogue and to observe the Principles of Community. Learn more about freedom of expression at freespeech.ucsd.edu.
UC San Diego has a consensual relationship policy which addresses potential ethical and legal issues that arise when individuals develop romantic or sexual relationships. Consensual relationships where there is a power differential between the parties pose potential and real conflicts of interest. Effective steps must be taken to ensure that evaluation or supervision of the faculty member, staff person or student is unbiased and not based on the consensual relationship.
The UC Regents approved a systemwide faculty-student relationship policy, which is part of the Faculty Code of Conduct, stating, “Whenever a faculty member is responsible for academic supervision of a student, a personal relationship between them of a romantic or sexual nature, even if consensual, is inappropriate. Any such relationship jeopardizes the integrity of the educational process.” It is misconduct for faculty to engage in romantic or sexual relationships with students for whom the faculty member has, or should expect to have in the future, academic, instructional, evaluative, or supervisory responsibility. This policy is available online at http://www.ucop.edu/acadadv/acadpers/apm/apm-015.pdf. The UC San Diego Policy on Conflicts Of Interest Arising Out Of Consensual Relationships is available online at http://adminrecords.ucsd.edu/ppm/docs/200-11.pdf
All members of the UC San Diego community, including faculty, staff and students, are subject to the University Nondiscrimination policies, including the Sexual Harassment Policy. We are all responsible for ensuring an environment that is free from all forms of harassment, exploitation or intimidation.
Because the University is required by state and federal laws to take appropriate action to ensure an educational and employment environment that is free of illegal harassment, the University can never give an absolute guarantee that the information provided by an individual will remain confidential. Typically, the more formal the proceeding is, the less confidential the information remains. However, the University is committed to protecting the privacy rights of all individuals in the University community and honors those rights to the extent allowable by law. The expressed wishes of the complainant, the accused, and witnesses regarding confidentiality will be considered within the context of the university's legal obligation to insure that illegal harassment is stopped, and with consideration of the charged party's right to obtain information. Possible options for University action in light of a confidentiality request will be discussed prior to University action.
University officials are charged by state and federal laws to provide a work environment that is free of harassment and discrimination and to assist those who report conduct to them. Supervisors are responsible for immediately responding to reports of harassment or discrimination that come to their attention. Any supervisor responsible for reporting or responding to such reports, who knew about the conduct and took no action to stop it or failed to report it, may be subject to disciplinary action. Supervisors are strongly encouraged to consult with OPHD to ensure that prompt and appropriate action is taken in compliance with law and policy. New supervisors are encouraged to contact OPHD to learn more about their responsibilities and to participate in the Supervisory Training Laboratory offered through Staff Education.
All supervisory employees must report student incidents of discrimination and harassment to OPHD. Certain non-supervisory employees may also have a reporting obligation if deemed a “responsible employee”. In all cases, non-supervisory employees are strongly encouraged to report bias-related incidents to OPHD or to a supervisor.
Students may report incidents of discrimination and harassment directly to OPHD. Students may also report discriminatory and harassing behavior to University administrators (including all director-level senior staff members). Any employee who receives a student complaint regarding discrimination or harassment should promptly notify OPHD or reportbias.ucsd.edu.
The Office for the Prevention of Harassment & Discrimination (OPHD) is located at 201 University Center on the main UC San Diego campus at the corner of Gilman and Myers. The office hours are Monday through Friday 8:00 am to 4:30 pm. You may leave a confidential message on the OPHD voicemail at (858) 534-8298 or email us at email@example.com.
[Click on map to enlarge]