Title VI of the Civil Rights Act of 1964 prohibits discrimination against any person based on race, color, national origin or membership in a protected class under any program or activity receiving federal financial assistance.

Title VII of the Civil Rights Act of 1964 protects employees and job applicants from employment discrimination based on race, color, religion, sex and national origin. Sexual harassment is also prohibited under this law as are all forms of harassment based on membership in a protected class.

Equal Pay Act of 1963 prohibits wage discrimination on account of sex.

Vietnam Era Veteran’s Readjustment Assistance Act of 1974 (VEVRAA) prohibits federal contractors and subcontractors from discriminating in employment against protected veterans and requires employers to take affirmative action to recruit, hire, promote, and retain these individuals.

Age Discrimination in Employment Act of 1967 protects individuals who are 40 years of age or older from employment discrimination based on age.

Age Discrimination Act 1975 prohibits discrimination on the basis of age in programs and activities receiving federal financial assistance.

Title IX of the Education Amendment Act of 1972 (Title IX) prohibits discrimination based on sex, including sexual orientation and gender identity, in education programs and activities that receive federal financial assistance.

The Rehabilitation Act of 1973 prohibits discrimination on the basis of disability in programs conducted by federal agencies, in programs receiving federal financial assistance, in federal employment and in the employment practices of federal contractors.

The Americans with Disabilities Act (ADA) of 1990 prohibits discrimination against and mandates equal treatment for individuals with disabilities in both digital and physical environments.

Section 504 of the Rehabilitation Act of 1973, 29 U.S.C. § 794 prohibits discrimination based on disability in any program or activity receiving federal financial assistance.

Americans with Disabilities Act Amendments Act (ADAAA) of 2008 determines that the definition of disability should be construed in favor of broad coverage of individuals to the maximum extent permitted by the terms of the ADA and generally shall not require extensive analysis.

Brown’s Discrimination and Harassment Standard Operating Procedure for Addressing and Responding to Reports and Complaints is intended to provide a fair, prompt, and reliable mechanism for determining whether the University’s Nondiscrimination and Anti-Harassment Policy has been violated and, if so, to provide appropriate resolution.

Related Policies

• Brown University Code of Conduct
• Code of Student Conduct
• Employment Accommodations for Persons with Disabilities Policy
• Sexual and Gender-Based Misconduct Policy
• Sexual and Gender-Based Harassment, Sexual Assault, Intimate Partner Violence and Stalking Policy
• Leave of Absence Policy
• Non-Fraternization Policy
• Non-Retaliation Policy
• Corporation’s Policy Statement on Equal Opportunity, Nondiscrimination and Affirmative Action

Related Procedures

• Student Conduct Procedures
• Title IX Grievance Procedure

Any Brown community member–student, faculty, staff or campus visitor–who has experienced or witnessed an incident of discrimination, harassment or retaliation is encouraged to submit a Discrimination and Harassment Reporting Form. 

Filing a report notifies the Office of Equity Compliance and Reporting that an incident is alleged to have occurred and allows our team to reach out with resources and to help you navigate options, including the option to file a formal complaint. You are not obligated to file a formal complaint to receive supportive measures. 

If you included your contact information, a staff member will invite you to meet to discuss your situation. This is an opportunity for you to share more information about the incident, ask questions and learn about formal and informal options for resolution, including how to file a formal complaint, how to report the incident to law enforcement, and the protective and support measures and resources that are available to you.

There are multiple paths to addressing incidents and resolving your concerns, which can be explained in more detail when you meet with a staff member. As much as possible, we respect your privacy, autonomy and decisions about how to proceed. It is important to know, however, that there are certain circumstances when University staff would be required to take immediate action or share information – typically when there is a threat of imminent harm to individuals and or the community or if the conduct involves the suspected abuse of a minor. If immediate action is required, we will explain the process.

An informal resolution may be pursued when the reporting party and responding party agree to engage in a process that does not involve a formal investigation.

If the staff member's initial assessment has determined that the allegations, if substantiated, would violate University policy, and that the respondent is a covered person under the policy, you may proceed by filing a formal complaint. You may use the information from your initial incident report, or submit a written formal complaint by emailing equity_reporting@brown.edu. In certain instances, the University may make the decision to proceed with the formal investigation.

An investigator may conduct interviews with involved parties and request relevant documents, emails, text messages or other relevant records. Once all relevant information has been collected, the investigator will evaluate the information and make a determination about whether the policy has been violated. If so, the investigator will make a recommendation of disciplinary measures, which will be imposed by the Office of Student Conduct and Community Standards for students, the relevant senior officer for staff, and the relevant dean for faculty. The respondent has the right to appeal the determination and discipline.

At all times–and especially during and following times of stress and crisis–there are a range of resources available to you. Counseling and Psychological Services (CAPS) and the Chaplains are confidential options; visit Seek Support for more.