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Anti-Discrimination, Harassment, and Bias Policy

The Anti-Discrimination, Harassment, and Bias Policy is a College-wide policy that affirms Haverford’s commitment to cultivate an environment of equity and anti-racism, anti-oppression, and anti-bias.

Policy

This policy establishes a response protocol for reports of discrimination, harassment, and bias, and applies to the Haverford community, including all students, staff, faculty, members of the Board of Managers and Corporation of Haverford College, volunteers, and visitors.

Acts of discrimination, harassment, and bias violate the College policy and are antithetical to the mission, values, and standards of the College. The College welcomes and encourages all students, employees, and community members to join together in a commitment to creating a just and equitable environment for all.

Bias Reporting System Process

The College is required to conduct a thorough inquiry and address all reports of bias incidents of which it becomes aware.

The response protocol following a report of a possible act is as follows in the following order:

Step 1

Incident report received. An automated response is sent acknowledging the receipt of report

Step 2

The Bias Response Committee (BRC) conducts preliminary inquiry

  • For Information Request Only: Incident is filed for data and community report
  • If BRC determines the there is NOT sufficient information in the report to proceed to next stages at this time, the committee will communicate with the reporting individual with an invitation to submit more information and explore supportive resources
  • If BRC determines the case will proceed to next steps it will be assigned to appropriate units

Step 3

If the Bias Incident Response Team (BIRT) determines there is a violation of the Policy, the BIRT:

  • communicates with reporting individual about rights, opportunity to engage, committee makeup, and advocate person
  • communicates with named individual about rights, responsibility to respond, committee makeup, and advocate person
  • launches a formal investigation
  • takes actions outlined in the policy to determine appropriate resolutions

Step 4

When a case is assigned, appropriate units may include:

  • Bias Incident Response Team (BIRT) for bias
  • Human Resources for professional conduct
  • Title IX for discrimination on basis of sex
  • Honor Council for honor code

Step 5

Resolutions include but are not limited to one or more of the following:

  • Restorative Practices mediation (facilitated dialogue, listening session, education)
  • Change in status/ relationship with community
  • Policy change recommendations and revisions
  • Supportive measures and resources

Step 6

Post-resolution

  • The incident is filed for data and community reports
  • Learnings are integrated into community education and programs