Any Brown community member – whether a student, faculty or staff member, campus visitor or guest – who has experienced or witnessed an incident of bias, discrimination, harassment or retaliation is encouraged to report it.

Although these types of incidents may seem similar, the definitions, responding offices, and disciplinary options differ. To make the reporting process as easy as possible, Brown community members will not need to determine how to categorize an incident prior to reporting – they can use the same Bias, Discrimination and Harassment Incident Reporting Form. To report gender discrimination or sexual violence, Brown community members are encouraged to use the Gender Discrimination and Sexual Violence Incident Reporting Form.

Filing a report notifies the appropriate office that an incident is alleged to have occurred. Trained professional staff will review each report to determine if any University policies may have been violated and refer it to the appropriate office for next steps, which may include the option to file a formal complaint. Including contact information allows us to reach out with resources and support in navigating options. 

The University has developed procedures to provide fair, prompt, and consistent mechanisms for resolving complaints related to bias, discrimination and harassment.

The Office of Equity Compliance and Reporting resolves complaints of discrimination and harassment following the Nondiscrimination and Anti-Harassment Standard Operating Procedure. The Title IX and Gender Equity Office resolves complaints of gender discrimination and sexual violence following the Title IX Grievance Procedure. The Office of Institutional Equity and Diversity resolves reports of bias following the Bias Review Team process.

Discrimination and Harassment Complaint Resolution Process

Brown's Discrimination and Harassment Complaint Resolution Procedure 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.

If you are considering filing a report, the overview below can help you understand what to expect.

Learn about your options by meeting with an administrator. If you have included your contact information in your initial report, an administrator 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 information on filing a formal complaint, how to report the incident to law enforcement, and the protective and support measures and resources that are available to you. 

Determine your path forward. There are multiple paths to addressing incidents and resolving your concerns, which can be explained in more detail when you meet with an administrator. 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  action or share information

Pursue an informal resolution process. An informal resolution may be pursued when the impacted party and accused party agree to engage in a process that does not involve a formal investigation.

Pursue a formal investigation process. If the administrator’s initial assessment has determined that the allegations, if substantiated, would violate the Nondiscrimination and Anti-Harassment Policy, and that the accused party 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 move forward with the formal investigation.

Proceed through the formal investigation process. An investigator may conduct interviews with involved parties and request 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 discipline, 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.

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

Title IX Complaint Resolution Processes

The Title IX and Gender Equity Office maintains complaint procedures to address sexual misconduct complaints in a prompt, impartial and unbiased manner, grounded in fairness and support to both complainants and respondents.

Learn about the Title IX Grievance Procedure. The grievance procedure provides informal and formal resolution processes for alleged violations of the Sexual Harassment, Sexual Assault, Relationship and Interpersonal Violence and Stalking Policy. 

For more information on these policies and procedures, please visit the Gender Discrimination & Sexual Violence (Title XI) website.

Bias Incident Review Process

Learn about Bias Incident Resolution. The Office of Institutional Equity and Diversity oversees the process for resolution of bias incidents.

For more information on OIED's process for resolving bias incidents, visit the Bias Review Team website.