All members of the university community are encouraged to take action to support the creation and maintenance of a nondiscriminatory working and learning environment. Anyone who experiences, or is aware of, incidents of discrimination or discriminatory harassment is encouraged to report the concern. There are a number of ways to report concerns and get information, support and resources.
If the concern is an emergency, please call 911.
Responsible Reporters
Most University employees are responsible for reporting to the University when they are aware of a student or employee who has been or may have been subjected to discrimination. Responsible employees are obligated to make a report to the Office of Institutional Equity and to include identifying information about the victim/complainant when such information is known.
Retaliation Prohibited
The Nondiscrimination and Anti-harassment Policy strictly prohibits retaliation against an individual based on reporting a discrimination concern or participation in a resulting investigation.
To submit a report involving sex-based discriminatory conduct, including sexual assault, stalking, and intimate partner violence:
Confidential Reporting
The University has designated certain offices and professionals as confidential resources. This means that if a victim reports discrimination, including but not limited to sexual assault, sex-based domestic violence, dating violence, sex-based stalking, or other sex-based harassment to them, they will act consistent with law and policy and will not share the information provided with the University Title IX disciplinary authority (OIE) and will not reveal personally identifiable information about the victim without express request by a victim.
Confidential Resources
Although these confidential resources are not required to submit a report of discrimination to OIE, if they are informed of conduct that reasonably may constitute sex discrimination, including sexual assault, domestic violence, dating violence, stalking, or other sex-based harassment, they must inform the impacted individual/victim of the following:
1. that they are a confidential employee and are not required to inform the Title IX Coordinator about the conduct;
2. how to contact the Title IX Coordinator and make a complaint of sex discrimination; and
3. that the Title IX Coordinator may be able to offer and coordinate supportive measures and initiate an investigation under the grievance procedures.
This printable brochure contains the information that must be communicated by confidential employees under items 2 and 3 above.
You may contact the Office of Institutional Equity (OIE) directly to request an appointment and to learn more about OIE’s procedures. You can also request accommodations to facilitate a meeting, including disability-related and language barriers.
Contact the Title IX Coordinator
Mary Beth Tucker
Vice President and Title IX Coordinator | titleix@arizona.edu | 520-621-9449
The Title IX Coordinator and designees are available to answer questions about options, processes, and resources; ensure an appropriate investigation is made, when applicable; and provide guidance or referrals. The Title IX Coordinator or designees may contact you in response to the submission of any non-confidential report.
The Process: What Happens When You Report
Preliminary Investigation and Assessment
Upon receiving a report, or being informed about potentially discriminatory conduct, OIE takes the following actions:
- Provides information and resources to impacted individuals
- Makes referrals as appropriate for impacted individuals
- Initiates a preliminary assessment to determine whether the concern is best addressed by OIE; if so,
OIE assesses whether it is appropriate for a formal process or an alternate resolution process - Provides impacted individuals with options for support and resolution
Informal Resolution
Each report of discriminatory conduct is evaluated and assessed. Some reports are best resolved by informal processes which may still involve investigation, resolution options, and recommendations.
Informal process may be initiated at the request of an individual, administrator or at the discretion of OIE.
Formal Process
Complaint Process
Complaints may be available to address allegations of discriminatory conduct. This option is dependent on the evaluation of factors including the conduct alleged, the impact on an individual, and the date of occurrence.
The process of formal complaint resolution involves the following:
- Formal investigation
- Determination
- Potential recommendation(s)
Administrative Review
An administrative review regarding potential discrimination may occur at the request of an administrator who has concerns that discriminatory conduct may be occurring, with or without information regarding the identity(ies) of the individual(s) who may have engaged in the conduct.