Anti-Discrimination and Discriminatory Harassment Policies & Procedures for Faculty & Staff Frequently Asked Questions - Cloned
These FAQs, dated January 20, 2026, address general definitions and concepts under the Discrimination & Harassment Policies, which are one section of the Anti-Discrimination and Discriminatory Harassment Policies & Procedures for Faculty & Staff (“the Policies”). Additional FAQs are forthcoming and will address other applications and procedures under these Policies. They will also include links to scenarios intended to highlight common themes and considerations related to discrimination or discriminatory harassment based on a protected-characteristic.
Table of Contents
- To whom do the Policies apply?
- What Prohibited Conduct falls under the Policies?
- Where can the Discrimination & Discriminatory Harassment Policies apply?
- What protected classes are covered under the Discrimination & Harassment Policies?
- What is discrimination under the Discrimination & Harassment Policies?
- What does “perceived membership in a protected class” mean under the Discrimination & Harassment Policies?
- What are examples of discrimination under the Discrimination & Harassment Policies?
- Can a Columbia faculty member or other University employee block access to a public space on University property on the basis of an individual's protected characteristic?
- What is discriminatory harassment under the Discrimination & Harassment Policies?
- What are examples of conduct that could constitute discriminatory harassment under the Discrimination & Harassment Policies?
To whom do the Policies apply?
The Policies apply to all Columbia University employees, including faculty and staff, as well as certain “active” alumni and third parties such as contractors, consultants, and volunteers.
What Prohibited Conduct falls under the Policies?
The Policies address a wide range of Prohibited Conduct. They include:
- The Discrimination & Harassment Policies, which prohibit discrimination, discriminatory harassment, sexual harassment, sexual misconduct, based on a protected class, and retaliation.
- Related Policy Prohibitions, which address additional obligations and misconduct, including false reports, failure to comply with interim measures, intentional interference, duty to report and duty to act obligations, romantic and sexual relationships policies, anti-doxing and online harassment, and disability, pregnancy, and religious accommodations.
- The Title IX Grievance Process, which governs Title IX Prohibited Conduct and the specific procedures under federal regulations.
Where can the Discrimination & Discriminatory Harassment Policies apply?
The Discrimination & Discriminatory Harassment Policies apply to conduct that occurs on University property or through University systems, and in some circumstances, it also applies to conduct that happens off campus or online when that conduct is connected to a University program or activity, or when it creates or contributes to a hostile work or learning environment for a member of the Columbia community.
What protected classes are covered under the Discrimination & Harassment Policies?
Under the Discrimination & Discriminatory Harassment Policies, discrimination and discriminatory harassment are prohibited on the basis of any characteristic protected by federal, state, or local law. This may include:
Age; alienage or citizenship status; arrest or conviction record; caregiver status; caste; color; credit history; creed; disability; familial status; genetic predisposition or carrier status; gender; gender expression; gender identity; lactation accommodation; marital status; national origin (including shared ancestry, ethnic characteristics, or citizenship or residency in a country with a dominant religion or distinct religious identity); pregnancy; race; religion; salary history; sex; sexual orientation; sexual or reproductive health decisions; status as a victim of domestic violence, stalking, or sex offenses; unemployment status; and veteran or active military status.
What is discrimination under the Discrimination & Harassment Policies?
Discrimination means treating someone less favorably because of their actual or perceived membership in, or association with, a protected class. It may also occur when a neutral policy or practice has a disproportionate and unjustified adverse impact on members of a particular protected class. Under the Discrimination & Harassment Policies, discrimination includes treating someone differently in a University program or activity without a legitimate, nondiscriminatory reason in a way that denies or limits their ability to participate in or benefit from Columbia’s services, activities, or privileges.
What does “perceived membership in a protected class” mean under the Discrimination & Harassment Policies?
“Perceived membership” means that conduct can violate the Discrimination & Harassment Policies even if the assumption about a person’s protected characteristic is incorrect. If someone is targeted, excluded, or harassed because others believe they belong to a protected class—or associate them with one—that conduct is treated the same as if the person actually had that characteristic. Discriminatory harassment or discrimination based on perception or association is therefore covered under the Discrimination & Harassment Policies to the same extent as conduct based on an actual protected characteristic.
What are examples of discrimination under the Discrimination & Harassment Policies?
Discrimination can include excluding individuals from groups, activities, or opportunities, or otherwise treating someone differently because of an actual or perceived protected characteristic. This may involve differential treatment based on skin color, physical features, or styles of dress associated with ethnic or religious traditions. It can also include treating someone less favorably based on where someone is from—or is perceived to be from—such as bias tied to a foreign accent, a foreign name, or names commonly associated with a particular shared ancestry or ethnic characteristic. Treating someone differently because they speak a foreign language or have limited English proficiency may also constitute discrimination under the Discrimination & Harassment Policies.
Can a Columbia faculty member or other University employee block access to a public space on University property on the basis of an individual's protected characteristic?
No. The Discrimination & Harassment Policies defines discrimination to “include[] treating an individual differently on the basis of their actual or perceived membership in, or association with, a protected class in the context of an educational program or activity without a legitimate, nondiscriminatory reason so as to deny or limit the ability of the individual to participate in or benefit from Columbia’s services, activities, or privileges.” Therefore, if a faculty member or employee were to block access to a space on Columbia’s premises that is otherwise open to all members of the community—whether a building or an outdoor space—on the basis of an individual’s protected characteristic, that would run afoul of Columbia's policies.
What is discriminatory harassment under the Discrimination & Harassment Policies?
Discriminatory harassment is unwelcome conduct—spoken, written, or physical—based on a person’s actual or perceived membership in, or association with, a protected class that interferes with their ability to work, learn, or participate in University life. Such conduct may create or contribute to a hostile environment, alter the conditions of employment or education, or otherwise make participation in a University program or activity more difficult.
What are examples of conduct that could constitute discriminatory harassment under the Discrimination & Harassment Policies?
Discriminatory harassment can include slurs, negative stereotyping, threats or intimidation, denigrating jokes, insulting or obscene comments or gestures, calls for violence, or the display or circulation of offensive materials.
Expression about a country’s policies or practices, by itself, does not violate the Discrimination & Harassment Policies. However, if such expression targets people from, or associated with, a particular protected group, or uses discriminatory or coded language, it may fall within the Discrimination & Harassment Policies.