Frequently Asked Questions

These FAQs provide guidance for our community to better understand what the Policy says, and how it will be applied. Click here to access scenarios. We hope this additional guidance offers clarity and instruction. It is important to note that we cannot exhaustively outline all the types of Prohibited that would violate the Policy, but our goal is to increase shared understanding of how the Policy will be applied in our community. While certain speech or conduct may not meet the definition of Prohibited Conduct, we should all be mindful of the impact of our words and actions on other members of the community to foster an inclusive and open learning, creating, working, and living environment. 

FAQs

Below you will find frequently asked questions related to the Anti-Discrimination and Discriminatory Harassment Policy and Procedures for Students. If the information you are seeking is not available in these FAQs or elsewhere on the OIE website, please contact our office by email at [email protected] or by phone at 212-854-5511. We are happy to answer questions and address any concerns you may have. 

Does the Policy only apply to Students?

This Policy applies where the person alleged to have engaged in the discrimination or discriminatory harassment is a current University Student or Active Alum, including Students on a leave of absence, and regardless of a student’s current registration status. When the person alleged to have engaged in this behavior is a faculty or staff member, a different Policy and set of Procedures apply. 

If I experience, witness, or learn about discrimination, harassment, or retaliation that is connected to Columbia University, how do I file a report?

To report an incident of potential discrimination, harassment, or retaliation, go to OIE’s website and click on “Report an Incident” or email [email protected]. 

What if I want to talk to someone but am not sure whether I want to file a report?

There are several confidential resources on campus, including: Sexual Violence Response; Clergy; Counseling and Psychological Services (Morningside); Mental Health Services (CUIMC); Disability Services; the Ombuds Office; and Healthcare Providers. University Employees working in a confidential capacity will NOT report information shared with them, unless requested to do so by the Reporter. Importantly, OIE is not a confidential resource.

Who is a Mandatory Reporter on campus who will NOT keep my report confidential?

The Office recognizes that students may be most comfortable disclosing alleged misconduct to a University employee whom they know well, such as a faculty member, a coach, or a student engaged in an official capacity, such as a Resident Advisor. These individuals and other University employees are required to report allegations of prohibited conduct to the Office. The confidential resources described above are not obligated to report disclosures of prohibited conduct except for aggregate statistical data that does not include individuals’ names or identifying information. 

Can I withdraw a complaint after I make it?

A party cannot withdraw a complaint after it is made. OIE will determine the appropriate process to be followed in each case, based on the totality of the circumstances related to a report, including the willingness of the Parties to engage in any resolution processes. This is because the University may still have obligations to investigate or take other action based on the facts and circumstances underlying the complaint. However, either party can decline to participate in any resolution process, participate on a limited basis, or withdraw their participation at any time. 

Can I request that my identity not be disclosed to anyone else, including the Respondent?

A Reporter or Complainant may request that the Office not disclose their identity to anyone else, including a Respondent or potential Respondent. However, the Office cannot guarantee that a Reporter’s or Complainant’s identity will not be disclosed if a resolution process is undertaken. For example, when considering this request and whether to pursue a resolution process, the Office will weigh factors appropriate to the specific case, including but not limited to (1) the circumstances suggesting that there is an increased risk of the Respondent committing additional acts of Prohibited Conduct; (2) whether there have been other Reports against the same Respondent; (3) whether the Respondent threatened further Prohibited Conduct against the Complainant or others; and (4) Whether the University possesses other means to obtain relevant evidence, such as security cameras, Witnesses, or physical evidence. The Office will notify a Reporter or Complainant who has requested that their identity not be disclosed, whether the Office will be able to honor that request.

If I file a report, will I experience retaliation?

Retaliation against an individual for alleging harassment, supporting a party bringing a complaint, or assisting in providing information relevant to a claim of harassment is a serious violation of the Policy and will be treated as another possible instance of harassment or discrimination. Acts of alleged retaliation should be reported immediately to OIE.

Who will investigate the complaint?

OIE investigators, all of whom are trained to investigate and evaluate reports of prohibited conduct, and to do so without bias. 

What happens after a report is filed?

Upon receiving a report, OIE will promptly review the report, respond to the Reporter and/or Complainant through an Initial Outreach Letter, gather any additional information necessary from the Reporter and/or Complainant through a meeting in order to determine the next steps, and, if applicable, offer accommodations or other interim measures to the Complainant. Click here for process.

If the report falls within the scope of the Policy based on whether (1) the Respondent is a student, active alum, or student group, and (2) the alleged conduct would be prohibited, OIE will then determine the appropriate resolution process. 

A resolution process includes either non-punitive Alternative Resolutions, or a Formal Investigation and Determination, which may result in a punitive sanction upon a finding of responsibility. 

When making this determination, OIE will consider: (1) the nature and severity of the alleged Prohibited Conduct;  (2) the potential Sanctions that might be imposed if a Respondent were to be found responsible for a Policy violation; (3) the willingness of the Parties to engage in any resolution process that requires the Parties’ consent; and (4) the readily available credible and reliable evidence. 

Depending on the resolution process, OIE will schedule a meeting with the Respondent to discuss the resolution process and their student rights. OIE will then also meet with the Complainant to discuss the same. 

What happens in a Formal Investigation and Determination?

In a Formal Investigation and Determination, the Investigative Team will interview the Parties, collect evidence, and conduct Witness interviews. The Parties will receive a Summary of the Evidence and can file a written response. The Investigative Team will prepare an Investigative Report to include (1) the final Summary of Evidence; (2) the Investigative Team’s factual findings and analysis; and (3) a determination of responsibility for each alleged violation of this Policy.  

What happens when someone is found to have violated a policy?

The Dean of Students, or designee, of their school determines sanctions, if any, in collaboration with OIE.

Can I bring someone with me when I meet with OIE during either the interview process or initial meetings?

Yes. If either Party is meeting with OIE for an in-person meeting, they may be accompanied by one advisor of their choice from the beginning of the reporting process through the resolution of the report. 

What are examples of Prohibited Conduct based on national, ethnic origin, or ancestry under this Policy?

Discrimination or discriminatory harassment based on religion, national, ethnic origin, or ancestry meets the definition of prohibited conduct under the Policy. Such prohibited conduct extends to individuals who experience discrimination or discriminatory harassment based on their actual or perceived shared ancestry or ethnic characteristics, or citizenship or residency in a country with a dominant religion or distinct religious identity. This includes, for example, antisemitic, anti-Arab, and Islamophobic discrimination or discriminatory harassment. Some of these forms of discrimination or discriminatory harassment may also represent prohibited conduct based on other protected categories covered by this Policy, including based on religion. Please see the scenarios that illustrate applications of the Policy. 

Is stereotyping considered harassment?

It can be. Statements that demean people on the basis of a protected characteristic or because they belong to a protected group can contribute to a hostile work or educational environment.

If a student provides an explanation that their conduct or speech was political or just an expression of opinion, could the student still be found responsible for discriminatory harassment under the Policy?

Yes, potentially. The fact that harassment may involve conduct or speech that takes place in a public setting or that is motivated by political or religious beliefs does not prohibit a finding of discriminatory harassment under the Policy. Speech or conduct that otherwise would be in violation of the Policy cannot be shielded by using code words such as ‘Zionist,’ ‘Feminist,’ or other terms that, based on the circumstances, could be deemed to target a protected class or one or more of its members.

What happens when a report is made regarding a Student Organization? 

OIE will review reports of alleged prohibited conduct involving a student organization. OIE will determine whether the Student Organization, individual members, or both should receive notification of alleged violations on a case-by-case basis. Examples of the criteria used by the University in making that determination are:

• One or more of the student organization’s members and/or leaders committed or supported the acts in the particular incident. [Support can be through participation and/or public endorsement.] 
• The behavior or actions taken can be attributed to a student organization-sponsored, -associated, or -financed activity.
• The behavior or actions occurred at or on property controlled by the student organization.
• The student organization’s leadership knew that the particular behavior or action would be occurring and made no reasonable effort to intervene.
• One or more of the student organization’s members and/or leaders made false statements in connection with an investigation.

Can I be individually held responsible for student organization activities? 

The answer depends on the answers to the questions above. Student organizations are responsible for knowing and complying with all University policies. 

What is the process for resolving reports against Student Organizations?

Resolving complaints against student organizations mirrors the process for individual students, with a few exceptions outlined in the Policy.