Frequently Asked Questions

Student Policy General FAQs

• To whom does the Policy apply?
• What conduct is prohibited by the Policy?
• Where can Prohibited Conduct occur under the Student Policy?
• What Protected Classes are covered under the Policy?
• What is Discrimination under the Policy?
• What does “perceived membership in a Protected Class” mean?
• What are examples of Discrimination under the Policy?
• Can a Columbia University Student or Recognized Student Group block access to a public space on University property on the basis of an individual's protected characteristic?
• What is Discriminatory Harassment under the Policy?
• What are examples of conduct that could constitute Discriminatory Harassment under the Policy?

Student Policy Online Conduct FAQs

• Does the Student Policy apply to social media and other media related activity?
• What policies apply to online conduct that falls outside the Student Policy?
• Does OIE monitor or control what I post online?

Student Group FAQs

• What happens if a Report involves a Recognized Student Group?
• Who represents a Recognized Student Group during a case?
• Are Recognized Student Groups required to participate in OIE’s process?
• What Interim Measures can OIE impose while an Investigation involving a Recognized Student Group is pending?
• What Sanctions can be imposed on Recognized Student Groups?
• What if Group Representatives don’t know all the details of the complaint?
• Can an individual be investigated if a Recognized Student Group is accused of misconduct?
• What’s the difference between a Recognized and an Unrecognized Student Group?
• What happens if an Unrecognized Student Group is accused of violating the Policy, and do Unrecognized Student Groups have any rights?

Protected Classes and Interpretive Resources

• How does OIE evaluate whether conduct may constitute Discrimination or Discriminatory Harassment?
• What laws, principles, and guidance inform OIE’s analysis?
• Are different Protected Classes evaluated under different standards?
• How does OIE account for context when evaluating Reports involving antisemitism?
• How does OIE account for context when evaluating Reports involving Islamophobia or Anti-Arab bias?
• How does OIE account for context when evaluating Reports involving other forms of Discrimination prohibited by OIE Policy?

Process and Investigations

• How can I report Discrimination, Discriminatory Harassment, or Retaliation by a Columbia University Student?
• What if my concern is not Discrimination or Discriminatory Harassment?
• What if I want to speak with someone confidentially before deciding whether to file a Report?
• Who is a Mandatory Reporter on campus who will NOT keep my Report confidential?
• Can I withdraw a complaint after I file it?
• Can I request that my identity not be disclosed, including to the Respondent?
• Who can submit a Report under OIE Policies?
• Can someone submit a Report about conduct they did not personally witness or experience?
• Are Parties and Witnesses required to be truthful, and what happens if someone makes an intentionally false Report?
• What happens after I file a Report?
• What does OIE consider during its initial review?
• Will faculty be consulted on OIE cases?
• Why might OIE close a Report after the initial review?
• How does OIE resolve Reports that fall within its purview?
• Who investigates Reports under the Student Policy?
• What happens in a Formal Investigation?
• What happens if someone is found to have violated the Student Policy?
• Can I bring someone with me when meeting with OIE?

Academic Freedom and Free Expression FAQs

• How does Columbia balance academic freedom and anti-discrimination obligations?
• What does academic freedom protect?
• What conduct is not protected by academic freedom?
• How does Executive Order 13899 apply to academic freedom?
• Does the University use these interpretive resources to restrict speech?

Student Policy General FAQs

To whom does the Policy apply?

The Student Policy applies where the person alleged to have engaged in the Discrimination or Discriminatory Harassment is a current Columbia University Student, including Students on a leave of absence, and regardless of a Student’s current registration status. It also applies to Recognized Student Groups (“RSGs”) and to Recognized Student Groups that have been suspended for up to two (2) years.

When the person alleged to have engaged in this behavior is a faculty member, staff member, or Active Alum, a different Policy and set of Procedures apply. The Student Policy does not apply to Respondents from Barnard College or Teachers College.

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What conduct is prohibited by the Policy?

The Policy prohibits Discrimination and Discriminatory Harassment, based on a Protected Class, as well as failure to comply with Interim Measures, Intentional Interference, and Retaliation.

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Where can Prohibited Conduct occur under the Student Policy?

The Student Policy applies to conduct that occurs on University property or through University systems. It may also apply to conduct that occurs off campus or online, such as on social media or other non-Columbia platforms, when both of the following are true: the conduct directly involves a University program, a University-recognized program or activity, or another University-related activity (such as attending a conference, participating in a study-abroad program, or conducting field research), and the conduct may have the effect of creating or contributing to a hostile or abusive learning environment for a member of the Columbia community.

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What Protected Classes are covered under the Policy?

Under the Policy, 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.

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What is Discrimination under the Policy?

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 Policy, 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.

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What does “perceived membership in a Protected Class” mean?

“Perceived membership” means that conduct can violate the Policy 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. Discrimination or Discriminatory Harassment based on perception or association is therefore covered under the Policy to the same extent as conduct based on an actual protected characteristic.

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What are examples of Discrimination under the Policy?

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.

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Can a Columbia University Student or Recognized Student Group block access to a public space on University property on the basis of an individual's protected characteristic?

No. The Policy 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 Student or Recognized Student Group 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 Policy.

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What is Discriminatory Harassment under the Policy?

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.

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What are examples of conduct that could constitute Discriminatory Harassment under the Policy?

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 Policy. However, if such expression targets people from, or associated with, a particular protected group, or uses discriminatory language, it may fall within the Policy.

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Student Policy Online Conduct FAQs

Does the Student Policy apply to social media and other media related activity?

Online conduct can fall within the Student Policy when it has a sufficient connection to Columbia. The Policy applies to conduct that occurs on University property or through University systems, such as Columbia email, servers, or other University-managed platforms. It may also apply to online conduct that occurs off campus, such as on social media, non-Columbia platforms, or other media outlets, when both of the following are true: the conduct directly involves a University program, a University-recognized program or activity, or another University-related activity, and the conduct may create a hostile learning or campus living environment, alter the conditions of a Student’s education, or unreasonably interfere with an individual’s academic performance or ability to participate in or benefit from the University’s educational programs or activities on the basis of the individual’s actual or perceived membership in, or association with, a Protected Class.

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What policies apply to online conduct that falls outside the Student Policy?

When online conduct does not meet the criteria for review under the Student Policy, because it is private, off campus, and lacks a sufficient connection to Columbia, it may still be addressed under other University policies and procedures. Depending on the circumstances, this can include the Anti-Doxing and Online Harassment Policy, the Workplace Violence Policy, and the Standards and Discipline Policy.

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Does OIE monitor or control what I post online?

No. OIE becomes involved only when online conduct meets the criteria of the Student Policy—such as when it has a sufficient connection to Columbia and may create a hostile learning or campus living environment, alter the conditions of a Student’s education, or unreasonably interfere with an individual’s academic performance or ability to participate in or benefit from the University’s educational programs or activities on the basis of a protected characteristic.

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Student Group FAQs

What happens if a Report involves a Recognized Student Group?

OIE reviews the Report using the same definitions and analysis as it would for an individual Student. RSGs are accountable under the Policy when alleged conduct arises from group activities or actions by members representing the group. Depending on the facts, the matter may proceed through an Informal Resolution or a Formal Investigation.

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Who represents a Recognized Student Group during a case?

Each RSG designates one or more Group Representatives (usually its registered officers). These Representatives speak on behalf of the group, coordinate information, and respond to OIE’s requests. If the group fails to designate a Representative, OIE may contact listed leaders or officers recorded with the University.

Consistent with the Student Policy, Group Representatives may be accompanied or advised by an Advisor of their choosing in any meeting related to the matter. Advisors may provide support and guidance but may not speak on the group’s behalf unless otherwise permitted by the Policy.

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Are Recognized Student Groups required to participate in OIE’s process?

Yes. RSGs must cooperate in Investigations and other resolution processes. Failure to participate may result in loss of recognition or other consequences.

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What Interim Measures can OIE impose while an Investigation involving a Recognized Student Group is pending?

OIE may take temporary actions to maintain campus safety and fairness. These may include:

• Temporarily suspending recognition of the Student Group;
• Freezing financial accounts associated with the Student Group;
• Restricting access to University resources or event spaces;
• Restricting certain individuals from participating in leadership positions;
• Placing the Student Group on probation.

Such measures are administrative, not disciplinary, and do not imply a finding of responsibility.

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What Sanctions can be imposed on Recognized Student Groups?

If a group is found responsible for violating the Policy, possible Sanctions may include but are not limited to:

• Written warning or reprimand;
• Deduction or freezing of group funds;
• Prohibition of certain individuals from serving in leadership positions in the group;
• Probation;
• Suspension or loss of recognition;
• Recommendation for charter revocation.

Sanctions are proportionate to the severity, scope, and impact of the conduct.

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What if Group Representatives don’t know all the details of the complaint?

Group Representatives are expected to gather relevant information from members and share it with OIE. OIE understands that Group Representatives may not have direct knowledge of all events; however, they are responsible for ensuring cooperation and transparency.

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Can an individual be investigated if a Recognized Student Group is accused of misconduct?

Yes, when appropriate. Individuals directly involved in a RSG’s alleged discriminatory conduct may be investigated separately under the Student Policy. Conversely, a RSG may also face Investigation for systemic or collective conduct.

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What’s the difference between a Recognized and an Unrecognized Student Group?

Recognized Student Group (“RSG”): Officially approved by Columbia, with access to University resources such as funding, space, and communications.

Unrecognized Student Group (“USG”): Not approved by Columbia and not eligible for those resources. USGs cannot be “Respondents” under the Policy, but OIE may in its discretion issue letters, request meetings, or otherwise investigate the reported alleged conduct of USGs and issue public statements or other communications regarding the conduct.

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What happens if an Unrecognized Student Group is accused of violating the Policy, and do Unrecognized Student Groups have any rights?

Only Recognized Student Groups can be Respondents in an OIE case. This means Unrecognized Student Groups are not Respondents and do not receive the rights or privileges that apply to Recognized Student Groups.

Individual Students’ membership in an Unrecognized Student Group alleged to have engaged in Prohibited Conduct is generally not enough for OIE to initiate a Formal Investigation into those Students. OIE may review or investigate the situation only if there are additional facts—for example, evidence that specific Students or a Recognized Student Group engaged in, coordinated, or were otherwise connected to the reported conduct.

Although an Unrecognized Student Group cannot be a formal Respondent, OIE may still take administrative steps, such as issuing public statements, providing Policy reminders, or requesting a meeting to understand the circumstances.

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Protected Classes and Interpretive Resources

How does OIE evaluate whether conduct may constitute Discrimination or Discriminatory Harassment?

OIE evaluates all Reports using the same Policy framework, regardless of the protected characteristics involved. Each Report is reviewed based on its specific facts and circumstances, including consideration of:

• Whether the reported conduct was directed at an individual or group based on an actual or perceived protected characteristic;
• The nature of the conduct, including whether it involved slurs, stereotypes, threats, exclusion, or differential treatment;
• The severity, frequency, and objective impact of the conduct;
• Whether the conduct had the purpose or effect of interfering with or limiting a person’s ability to participate in or benefit from the University’s education programs, activities, employment, or housing;
• The totality of the circumstances, including pattern and cumulative impact.

This approach reflects long-standing federal, state, and local anti-discrimination principles, including those articulated through the U.S. Department of Education’s Office for Civil Rights’ (OCR) Title VI and Title IX regulations, guidance, and Dear Colleague Letters, as well as parallel obligations under Title VII, the ADA, Section 504, and other applicable laws.

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What laws, principles, and guidance inform OIE’s analysis?

OIE relies first and foremost on federal, state, and local anti-discrimination laws, including:

• Title VI of the Civil Rights Act of 1964;
• Title VII of the Civil Rights Act of 1964;
• Title IX of the Education Amendments of 1972;
• Section 504 of the Rehabilitation Act and the Americans with Disabilities Act (ADA);
• The New York State Human Rights Law;
• The New York City Human Rights Law;
• Regulations, policy guidance, and Dear Colleague Letters issued by OCR, including guidance addressing hostile environment harassment, shared ancestry discrimination under Title VI, and institutional obligations to respond promptly and equitably.

Where relevant to understanding context, intent, or impact, OIE may also consult widely recognized interpretive frameworks. These resources are used for contextual guidance only; they do not replace individualized analysis or establish binding definitions. Rather, they may assist in illustrating how discriminatory conduct has manifested in different contexts.

Accordingly, the adjudication of possible violations of this Policy will take into account that expression occurring in an academic, educational, or research context is considered a special case and is broadly protected by academic freedom, and that such expression will not constitute harassment unless it: (a) satisfies all of the requisite elements, (b) targets a specific person or persons, and (c) serves no bona fide academic purpose.

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Are different Protected Classes evaluated under different standards?

No. The same Policy provisions, evaluative standards, and analytical framework apply to all Protected Classes. No form of Discrimination or Discriminatory Harassment is prioritized, minimized, or evaluated under a separate or heightened standard.

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How does OIE account for context when evaluating Reports involving antisemitism?

When reviewing Reports that may involve antisemitism, OIE applies the same Discrimination and Discriminatory Harassment framework used for all Protected Classes under OIE-administered Policies applicable to students, faculty, and staff. The analysis focuses on whether the reported conduct targeted an individual or group based on actual or perceived religion, ethnicity, national origin, or shared ancestry, and whether the conduct may have had the purpose or effect of limiting or denying equal access to University programs, activities, employment, or housing.

Consistent with guidance from OCR, OIE evaluates each Report based on the totality of the circumstances, including context, pattern, and cumulative impact.

Where relevant to understanding context, OIE may consult widely recognized interpretive or educational resources describing how antisemitism has manifested historically and contemporaneously. These resources may include:

• Executive Order 13899 (Combating Anti-Semitism), which directs federal agencies enforcing Title VI to consider certain interpretive resources when evaluating antisemitic discrimination;
• The International Holocaust Remembrance Alliance (IHRA) Working Definition of Antisemitism, and its accompanying examples to the extent that any such examples might be useful as evidence of discriminatory intent;
• Columbia University’s Task Force on Antisemitism’s non-punitive working definition of antisemitism;
• Additional widely recognized definitions of antisemitism, such as the Jerusalem Declaration on Antisemitism.

These materials are not binding Policy definitions, are not used to set or determine disciplinary outcomes, and do not substitute for the required analysis. Any examples contained in such resources are used only as contextual illustrations to assist in assessing potential discriminatory intent or impact, consistent with OCR guidance and the University’s commitment to protecting lawful expression.

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How does OIE account for context when evaluating Reports involving Islamophobia or Anti-Arab bias?

When reviewing Reports that may involve Islamophobia or Anti-Arab bias, OIE applies the same Discrimination and Discriminatory Harassment framework used for all Protected Classes, under OIE-administered Policies applicable to students, faculty, and staff. The analysis focuses on whether the reported conduct targeted an individual or group based on actual or perceived religion, ethnicity, national origin, or shared ancestry, and whether the conduct may have had the purpose or effect of limiting or denying equal access to University programs, activities, employment, or housing.

Consistent with guidance from OCR, OIE evaluates each Report based on the totality of the circumstances, including context, pattern, and cumulative impact.

Where relevant to understanding context, OIE may consult interpretive materials commonly considered by higher-education institutions describing how Islamophobia or Anti-Arab bias has manifested historically and contemporaneously. These resources may include:

• The All-Party Parliamentary Group (APPG) report Islamophobia Defined, which provides explanatory discussion and illustrative examples of how Islamophobia may appear in social and institutional contexts;
• Educational materials and public resources published by organizations such as the Council on American-Islamic Relations (CAIR), which describe common forms and examples of Anti-Arab bias.

These materials are not binding Policy definitions, do not set disciplinary standards, and do not replace the required analysis. Any examples contained in such resources are used only as contextual illustrations to assist in assessing potential discriminatory intent or impact, consistent with OCR guidance and the University’s commitment to protecting lawful expression.

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How does OIE account for context when evaluating Reports involving other forms of Discrimination prohibited by OIE Policy?

When evaluating Reports involving racism, anti-Black bias, anti-Asian bias, ableism, sexism, homophobia, transphobia, or any other form of Discrimination prohibited under OIE-administered Policies for students, faculty, and staff, OIE relies on the same Discrimination and Discriminatory Harassment framework described above. The analysis considers whether the reported conduct was directed at an individual or group because of a protected characteristic, including one that may have been perceived or attributed, and whether the conduct may have resulted in restricted or unequal access to University programs, activities, employment, or housing.

Consistent with OCR guidance, OIE reviews each Report in light of the full factual context, including relevant circumstances, patterns of behavior, and cumulative impact.

Where helpful for understanding context, OIE may consult interpretive or educational materials commonly considered by higher-education institutions that describe how different forms of Discrimination and bias have historically manifested. Depending on the nature of the Report, these materials may include, for example:

• International and treaty-body guidance on racial discrimination, such as the International Convention on the Elimination of All Forms of Racial Discrimination (ICERD) and General Recommendations of the UN Committee on the Elimination of Racial Discrimination (CERD);
• Educational resources addressing racism and racial identity, including narrative explanations of how bias, stereotypes, or exclusion may operate in everyday and institutional settings;
• Interpretive materials addressing anti-Asian bias, including civil-rights and educational resources describing common patterns such as “perpetual foreigner” stereotypes, scapegoating, and national-origin-based targeting;
• Human-rights and disability-rights materials addressing ableism, including examples of prejudice, stereotyping, and exclusion related to disability;
• Human-rights policies addressing sexual orientation, gender identity, and gender expression, which provide contextual descriptions and examples of discrimination and harassment based on these characteristics;
• International interpretive frameworks on sexual orientation and gender identity, which explain how existing human-rights standards apply to issues affecting LGBTQ+ communities and describe recurring patterns of discrimination.

These types of educational and interpretive materials are commonly considered by higher-education institutions in training, guidance, and Title VI-related education to support understanding of discriminatory context, while maintaining a consistent analysis grounded in applicable policy. They are not binding definitions, do not set disciplinary standards, and do not modify the elements required to determine whether conduct constitutes Discrimination or Discriminatory Harassment under University Policy.

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Process and Investigations

How can I report Discrimination, Discriminatory Harassment, or Retaliation by a Columbia University Student?

To report an incident connected to Columbia University, go to OIE’s website and click Report a Concern, or email [email protected]. Reports may involve behavior that you experienced, witnessed, or learned about. Once a Report is received, OIE reviews it to determine the appropriate next steps under its Policies.

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What if my concern is not Discrimination or Discriminatory Harassment?

Not every concern raised in the University community involves Discrimination or Discriminatory Harassment. In many situations, other University offices may be better positioned to address the issue quickly and effectively.

Depending on the nature of the concern, you may wish to contact:

• Your school’s Dean of Students Office or Student Affairs Office;
• Department Chairs, Directors of Undergraduate/Graduate Studies, or Faculty Leadership;
• The Center for Teaching and Learning (CTL);
• University Life (UL);
• Human Resources (HR);
• The University Ombuds Office (Confidential Resource).

In some cases, these offices may also consult with OIE as appropriate.

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What if I want to speak with someone confidentially before deciding whether to file a Report?

Columbia provides several Confidential Resources for Students, including:

• Sexual Violence Response;
• Clergy;
• Counseling and Psychological Services (Morningside);
• Mental Health Services (CUIMC);
• Disability Services;
• The Ombuds Office;
• Healthcare Providers.

University employees working in a confidential capacity will not share information without your permission, except as required by law or to protect health and safety.

Note: OIE is not a Confidential Resource, though the Office works to maintain privacy and to share information only with those who need to know.

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

Many Columbia employees, including faculty, coaches, residence advisors, and student leaders acting in official roles, are considered Mandatory Reporters and, unless an exception applies, must share information about possible Discrimination or Discriminatory Harassment with OIE. This allows the University to fulfill its obligations and ensure consistent responses to potential Policy violations. The confidential resources listed above are not required to report identifying information to OIE.

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Can I withdraw a complaint after I file it?

Once a Report is submitted, OIE is obligated to review the Report and determine appropriate next steps. You may choose to limit or withdraw your participation in the process at any time, but OIE may still need to take action based on the information available. OIE always considers the wishes of the Complainant but must also take into account the University’s responsibility to maintain a safe and nondiscriminatory environment.

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

You may either make an anonymous Report or ask OIE not to share your identity with anyone else, including a potential Respondent. OIE takes such requests seriously and will discuss available options with you. However, if a formal resolution process moves forward, some identifying information may need to be shared so that all Parties have a fair opportunity to respond. If anonymity is approved, you will still retain all rights under the Policy.

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Who can submit a Report under OIE Policies?

Under the OIE Policies, any person may submit a Report, regardless of whether they are a student, employee, alumnus, or otherwise affiliated with the University. Reports may come from students, faculty or staff, visitors or community members, and non-affiliate third parties. Submitting a Report helps the University understand potential concerns and meet its obligation to assess the information received and respond appropriately under the Policies.

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Can someone submit a Report about conduct they did not personally witness or experience?

The University may receive Reports from any source, including individuals who did not personally witness or experience the alleged conduct. However, to assess the Report and determine whether any action can be taken, the University generally must be able to identify involved Parties and obtain sufficient information through interviews or other available evidence. Anonymous or secondhand Reports may limit the University’s ability to proceed if the information cannot be verified or investigated in a manner consistent with fairness and procedural integrity.

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Are Parties and Witnesses required to be truthful, and what happens if someone makes an intentionally false Report?

Yes. The Policy requires all Parties and Witnesses to be truthful, honest, and act in good faith throughout the resolution process. This expectation applies to interviews, written submissions, and any participation in proceedings under the Policy. Reports that are intentionally false or made in bad faith may constitute Retaliation or Intentional Interference, depending on the circumstances, including whether the conduct was intended to deter reporting, influence participation, or obstruct the resolution process. A Report is considered intentionally false or made in bad faith only when an individual knowingly provides false information or deliberately misrepresents material facts. This is a high standard and requires intent—not mistake, misunderstanding, or lack of proof.

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What happens after I file a Report?

OIE reviews each Report promptly and typically reaches out with an Initial Outreach Letter. Staff may schedule a meeting to gather more information, discuss Supportive Measures, or explore possible resolution paths. Depending on the circumstances, the matter may proceed through:

• Informal Resolution (e.g., mediated conversation, targeted education, or restorative justice);
• Formal Investigation, which results in findings and, if appropriate, Sanctions.

OIE may also request that a Respondent attend an informational meeting to discuss the reported concerns.

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What does OIE consider during its initial review?

During the initial review, OIE considers the information available at the time and may evaluate factors such as whether the reported conduct, if true, could fall within the scope of an applicable University policy; whether the conduct appears connected to a protected characteristic; whether the reported conduct occurred within the University’s jurisdiction; whether the Respondent is identified or can reasonably be identified; whether there is sufficient information to proceed; and whether another University office or process may be better positioned to address the concern.

In assessing whether reported conduct may constitute Discrimination or Discriminatory Harassment, OIE also considers the totality of the circumstances, including the nature, context, and seriousness of the conduct, as well as its potential impact on an individual’s access to or participation in a University program or activity. Each Report is reviewed individually and carefully based on the information available at the time.

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Will faculty be consulted on OIE cases?

In certain circumstances, in consultation with the Provost, faculty with expertise in a particular relevant field may be consulted to address academic freedom implications before the resolution process has concluded.

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Why might OIE close a Report after the initial review?

A Report is simply a way to submit information for review. It does not mean that any formal process will ensue or that a Policy violation has occurred. OIE may close a Report during or after the initial review for reasons including, but not limited to, situations where the reported conduct does not fall within the scope of the Policy; the conduct does not appear connected to a protected characteristic; the Respondent is unidentified and cannot reasonably be identified; the information available is insufficient to proceed; or another University policy, office, or process is better positioned to address the concern.

OIE may also close a Report where, based on the information available and the totality of the circumstances, the reported conduct does not appear to meet the Policy’s criteria for Discrimination or Discriminatory Harassment.

When appropriate, OIE may still provide information about supportive resources, reporting options, or other avenues for follow-up, even if a Report is closed.

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How does OIE resolve Reports that fall within its purview?

After a review of the allegations, OIE will determine the appropriate resolution option available based on the totality of the circumstances related to a Report. All resolution options may not be available for each Report, and the Office reserves the right to make the final decision regarding the resolution of any Report. The factors that the Investigative Team may consider in making their determination of the appropriate resolution option(s) include, but need not be limited to:

• The nature of the alleged Prohibited Conduct; what type of behavior was engaged in, such as was it physical or verbal, comments, or emails;
• The severity of the alleged Prohibited Conduct;
• The potential Sanctions that might be imposed if a Respondent were to be found responsible for a Policy violation;
• The interest of the Parties to engage in any resolution process.

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Who investigates Reports under the Student Policy?

OIE’s neutral Investigators review and investigate Reports of Prohibited Conduct. Investigators are trained to conduct interviews, evaluate evidence, and analyze facts without bias and consistent with OIE Policies and applicable law.

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What happens in a Formal Investigation?

During a Formal Investigation, the Investigative Team often interviews the Parties and Witnesses, gathers documents, and reviews evidence. After the Investigation concludes, the team prepares an Investigative Report summarizing the facts, evidence, and analysis, along with a Determination Letter stating whether the Respondent is responsible for violating the Policy. OIE determines responsibility using a preponderance of the evidence standard.

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What happens if someone is found to have violated the Student Policy?

Sanctions are determined by a Sanctioning Panel, composed of three Deans of Student Affairs (including the Dean from the Respondent’s school). The Panel collaborates with OIE to ensure consistency and fairness. Possible Sanctions range from warnings to suspension or expulsion, depending on the severity of the violation. The Respondent has the right to Appeal both the finding and the Sanction.

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Can I bring someone with me when meeting with OIE?

Yes. You may bring one Advisor of your choice to any meeting or proceeding related to the Report—from the initial outreach through final resolution. Advisors can provide support and help you understand the process but may not disrupt meetings or speak on your behalf.

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Academic Freedom and Free Expression FAQs

How does Columbia balance academic freedom and anti-discrimination obligations?

Columbia is committed to protecting academic freedom and freedom of expression while also ensuring that no member of the community is subjected to Discrimination or Discriminatory Harassment. These commitments coexist: the University must foster an environment that supports open intellectual inquiry and respects the dignity and rights of all students, faculty, and staff.

OIE’s Student Policy affirms that “[n]othing” in it “may be construed to abridge academic freedom, principles of free speech, or the University’s educational mission.” Accordingly, the adjudication of possible violations of this Policy will take into account that expression occurring in an academic, educational or research context is considered a special case and is broadly protected by academic freedom, and that such expression will not constitute harassment unless it: (a) satisfies all of the requisite elements, (b) targets a specific person or persons, and (c) serves no bona fide academic purpose.

The Faculty Handbook further states: “The University seeks to provide a learning environment that promotes intellectual inquiry and analytical thinking. In pursuit of those goals and the objectives of their courses, faculty may find it necessary to engage their students in discussions about issues that are contentious and emotionally charged, to respond critically to students’ reasoning, and to challenge them to reexamine deeply held beliefs.”

Similarly, the Office for Civil Rights (OCR) of the U.S. Department of Education has emphasized that: “Speech expressing views regarding a particular country’s policies or practices is protected by the First Amendment” unless “harassing conduct that otherwise appears to be based on views about a country’s policies or practices is targeted at or infused with discriminatory comments about persons from or associated with a particular country,” in which case “then it may implicate Title VI and should be analyzed on a fact-dependent basis.”

In short, Columbia’s Policies protect robust academic inquiry while prohibiting conduct that denies others equal access to education because of a Protected Class.

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What does academic freedom protect?

Academic freedom protects the ability of faculty and Students to engage fully in teaching, research, and discussion, including on difficult or controversial subjects; to examine and critique governments, institutions, ideologies, or belief systems where relevant to academic work; and to express political or scholarly viewpoints without the risk that disagreement will be treated as harassment. At the same time, academic freedom does not protect discriminatory or harassing conduct, and it does not relieve community members of their responsibilities under University Policy.

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What conduct is not protected by academic freedom?

Academic freedom does not extend to conduct that targets or denigrates individuals based on protected characteristics; excludes or disadvantages Students because of identity or belief; compels Students to adopt particular political or religious viewpoints; uses classroom authority to humiliate; or engages in stereotyping without a bona fide academic purpose. Protected expression does not extend to discriminatory conduct.

The Faculty Handbook also explains that faculty have professional and instructional obligations, including to “confine their classes to the subject matter covered by their courses” and “allow the free expression of opinions within the classroom that may be different from their own and … not permit any such differences to influence their evaluations of their students.” Concerns regarding the instructional obligations of faculty members should not be directed to OIE but rather to the relevant school or department.

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How does Executive Order 13899 apply to academic freedom?

Executive Order 13899 provides that federal agencies “shall consider” the non-legally binding IHRA working definition of antisemitism and accompanying examples of antisemitism “to the extent that” any such “examples might be useful as evidence of discriminatory intent,” while also directing that these considerations must not infringe on rights protected under federal law or the First Amendment.

Accordingly, speech or teaching, even when controversial or offensive, is protected unless it becomes targeted Discrimination or Discriminatory Harassment. This principle applies to all Protected Classes.

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Does the University use these interpretive resources to restrict speech?

No. As Acting President Shipman emphasized in July 2025, Columbia’s use of interpretive definitions—such as the IHRA and Columbia University Antisemitism Task Force definitions and APPG and CAIR materials—is intended to clarify the application of existing law and policy. Nothing in the University’s approach limits free speech, academic freedom, or the University’s educational mission. Columbia encourages robust debate and disagreement while also emphasizing professional responsibility and respect for the rights and dignity of all community members.

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