In accordance with Title IX's prohibition of sex discrimination, the University of Arizona does not discriminate based on sex in its educational programs or activities, including in admission and employment. Sex discrimination includes discrimination on the basis of pregnancy, including a student’s current, potential, or past pregnancy, or related conditions.
In addition to prohibiting discrimination on the basis of pregnancy or pregnancy-related conditions, the University prohibits the adoption or implementation of policies, procedures, or practices concerning a student's current, potential or past parental, family, or marital status that treats students differently based on sex.
Title IX also ensures the right for pregnant and postpartum students to obtain reasonable academic modifications when needed and to take medically necessary leave. Examples of reasonable academic modifications include, but are not necessarily limited to: a larger or different desk; breaks during class, labs or exams to eat, drink, use the restroom, or pump milk; changes in schedule or course sequence; access to online classes; and extensions and rescheduling opportunities.
The Title IX Coordinator works with the University's Disability Resource Center (DRC) to coordinate the provision of reasonable modifications for pregnant and postpartum students and employees. Students and employees who require any such modifications may also contact the Disability Resource Center directly with their requests.
Employee Obligation When Informed of Student's Pregnancy or Pregnancy-related Conditions
When a student, or a person who has a legal right to act on behalf of the student, informs any University employee of the student’s pregnancy or related conditions the employee must promptly provide the individual with the Title IX Coordinator’s contact information and inform the individual that the Title IX Coordinator can coordinate specific actions to prevent sex discrimination and ensure the student’s equal access to the University’s educational program and activities. Employees can provide this printable Title IX Pregnancy Resource to any individual to fulfil this requirement and should not request medical or other documentation from students regarding their pregnancy or pregnancy-related conditions.
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The Office of Institutional Equity serves in a role of primary Title IX administration, accepts complaints, oversees the applicable procedures and coordinates the provision and implementation of reasonable modifications/adjustments for pregnant and postpartum students.
The Title IX Coordinator for the University of Arizona is Mary Beth Tucker: titleix@arizona.edu, 520-621-9449.
Frequently Asked Questions
Yes, breastfeeding employees and students can contact the Disability Resource Center for assistance with arranging reasonable accommodations to support them in continuing to work and attend classes.
View the Family Resource Map with available on-campus lactation rooms, as well as additional parenting resources available on-campus.
Yes. Title IX prohibits discrimination against students and employees based on sex, including because of pregnancy or related conditions.
Title IX is violated if sexual harassment or other pregnancy-related harassment by employees, students, or third parties is sufficiently serious that it interferes with a student’s ability to benefit from or participate in the school’s program, and the harassment is encouraged, tolerated, not adequately addressed, or ignored by school employees.
Source: Department of Education’s Office for Civil Rights, Supporting the Academic Success of Pregnant and Parenting Students (June 2013)
Yes. Title IX requires a school to accommodate a student’s absences due to pregnancy or related conditions, including recovery from childbirth, for as long as the student’s doctor deems the absences to be medically necessary.
When the student returns to school, they must be reinstated to the status held when the leave began If the school requires students with other medical conditions to submit a doctor’s note, it may require the same from a pregnant student.
Title IX provides for equal educational opportunities for pregnant and parenting students and university employees. It prohibits educational institutions from discriminating against students based on pregnancy, childbirth, false pregnancy, termination of pregnancy, or recovery from any of these conditions. It also prohibits schools from applying any rule related to a student's parental, family or marital status that treats students differently based on their sex.
The University of Arizona is committed to ensuring pregnant and parenting student access to educational programs. For information about the process for requesting medical accommodations and/or modifications, please see https://drc.arizona.edu/workplace/pregnancy-accommodation. If you have questions about the University’s obligations, or the way Title IX applies to you, please contact the Title IX Coordinator or the Office of Institutional Equity.
Below is additional information regarding the specific requirements of Title IX as they pertain to pregnancy and parenting.
Yes, the University has a number of resources that may be helpful to a parenting student or employee including:
Yes. Title IX prohibits a school from excluding a pregnant student from any part of its educational program, including all extracurricular activities, such as school clubs, academic societies, honors programs, or sports.
Source: Department of Education’s Office for Civil Rights, Supporting the Academic Success of Pregnant and Parenting Students (June 2013)
To ensure a pregnant student’s access to its educational program, when necessary, a school must make adjustments to the regular program that are reasonable and responsive to the student’s temporary pregnancy status.
Source: Department of Education’s Office for Civil Rights, Supporting the Academic Success of Pregnant and Parenting Students (June 2013)
Yes, discrimination or harassment on the basis of pregnancy, childbirth, or related medical conditions is a form of sex discrimination prohibited by the Nondiscrimination and Anti-harassment Policy.
An employee is not required to approach a student to inquire about their pregnancy status or other related topic; common courtesy should dissuade an employee from doing so.
An employee should provide information about the Title IX Coordinator directly to a student, or a person who has the legal right to act on behalf of the student; this Title IX Pregnancy Resource can be used. The employee does not need to make a report.
An employee is not required to maintain documentation related to the pregnancy or pregnancy related disclosure and the subsequent information provided to the student, or the individual who has a legal right to act on behalf of the student.