Many members of our community are aware of the national conversations taking place about the ways in which universities can most effectively prevent and respond to issues of sexual violence. Students, faculty and staff at Brown have been in touch with questions and concerns, and we write to share information on the University’s ongoing commitment to confront these issues, and with a reminder about available resources.

 

As long as sexual violence remains a societal problem, our collective efforts at the University to prevent and respond to incidents must continue. We remain resolute in our commitment to this work and to cultivating a culture in which every member of the Brown community takes responsibility for addressing this challenge and supporting those who are most directly impacted.

 

One question we have received in the context of recent headlines concerns what the University can do when new public reports come to Brown’s attention — via social media posts, for example — and focus on behavior alleged to have taken place in connection to our campus and/or members of our community. The accounts that people across the country have chosen to share make clear the reality that sexual violence remains a critical concern, both on university campuses and nationally. No one should experience sexual violence, and we remain deeply dedicated to supporting those who have. To that end, Brown has made addressing this issue an institutional priority. Leaders in our Office of Equity Compliance and Reporting (which includes Title IX and Gender Equity) stand ready to consult with anyone who chooses to share information directly with the University. Members of the Brown community have worked for over a decade toward a culture where we can talk openly about sexual assault and gender-based discrimination to combat the stigma and silence often associated with these issues.

 

At the same time, we recognize that many individuals commenting publicly about past experiences are not doing so with the intent to formally pursue complaints with the University — and in some cases are specifically indicating that they do not wish to do so. We recognize the difficulty that individuals often confront in making personal, individual decisions about whether to share an account or formally report an incident. We respect each person’s right to choose the path that is best for them, and we are committed to supporting those choices. 

 

We will continue to treat any report of sexual or gender-based violence we receive with the utmost seriousness and offer guidance about resolution options and resources to members of the Brown community who have chosen to report. There is no time limit to report incidents tied to Brown’s campus or community members. While time can impact formal resolution processes, our commitment to care is steadfast, and every report is reviewed by the Office of Equity Compliance and Reporting.

 

Current and former community members can report to the University through the Gender Discrimination and Sexual Violence Incident Report Form or the Anonymous Reporting Hotline. Those who wish to file a police report can do so with a local police department or Brown’s Department of Public Safety and Emergency Management. 

 

For members of the Brown community, a wide range of resources is available, and many of the most essential resources (including confidential resources) are detailed at the end of this message, following my signature. These and other resources are the result of what has been a strategic, sustained effort to strengthen our approach to preventing and responding to incidents of sexual misconduct for more than a decade. The recommendations of Brown’s Sexual Assault Task Force in 2014 provided a foundation for the University’s approach, and a wide variety of actions in the years since have encouraged a culture in which community members increasingly intervene to prevent incidents, report misconduct, seek support and resources, and trust in a fair, impartial process to resolve complaints.

We have also heard from community members who have questions about an announcement related to Title IX shared by the U.S. Department of Education last week.

 

On Sept. 28, the Department of Education formally rescinded a set of regulations for implementing Title IX that were introduced by the federal government in 2024 and expanded the law to cover discrimination based on sexual orientation and gender identity. Despite the visibility that last week’s update received nationally, Brown does not need to make any changes to its Title IX, Sexual Misconduct or Nondiscrimination and Anti-Harassment policies and procedures to preserve compliance with Title IX. The entirety of the 2024 regulations, which replaced prior federal rules issued in 2020, had been vacated by a federal court previously, in January 2025. Since the court’s decision, Brown has operated under the 2020 regulations, in full compliance with Title IX requirements.

 

Most importantly, Brown has continued to maintain separate Sexual Misconduct and Nondiscrimination and Anti-Harassment policies that provide protections well beyond the requirements of Title IX, including measures for addressing prohibited conduct that is based on sexual orientation and gender identity. These institutional policies and procedures have enabled Brown to promote an environment free from discrimination and harassment, including on the basis of sex, sexual orientation, gender identity and gender expression, while maintaining ongoing compliance with evolving federal Title IX regulations in recent years.

 

Sincerely,

Martha L. Alexander, J.D., Associate Vice President for Institutional Equity, Accessibility and Compliance