Title IX of the Education Amendments of 1972 is a federal civil rights law that prohibits discrimination on the basis of sex in education programs or activities that receive federal financial assistance. Title IX states, “No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subject to discrimination under any educational program or activity receiving Federal financial assistance.”

No. Brown’s Title IX Policy applies to a broad range of members of the University community, including students and employees, as well as applicants, invitees and contractors in circumstances covered by the policy.

Anyone who has questions about whether Title IX or another Brown policy applies to a particular situation may contact the Title IX and Gender Equity Office.

Federal Title IX regulations define when conduct must be addressed through a particular federally required process. Brown’s Title IX Policy and Title IX Grievance Procedure address conduct that falls within that regulatory framework.

Brown’s Sexual Misconduct Policy addresses a broader range of sex- and gender-based misconduct. The Sexual Misconduct Grievance Procedure is used for matters that fall under that policy.

The Title IX and Gender Equity Office determines which policy and procedure apply based on factors including the nature of the alleged conduct, where and when it occurred, the parties’ relationship to Brown and applicable law.

The Title IX and Gender Equity Office determines which policy and grievance procedure apply based on the circumstances of the reported conduct. Factors may include the nature of the alleged conduct, where and when it occurred, the individuals’ relationship to Brown and applicable law.

Conduct that falls within the federal Title IX framework is addressed under Brown’s Title IX Policy and Title IX Grievance Procedure. Brown’s Sexual Misconduct Policy and Grievance Procedure address a broader range of sex- and gender-based misconduct that may fall outside that framework.

You do not need to determine which policy applies before contacting the Title IX and Gender Equity Office. Staff can review the circumstances and explain the applicable policy, procedure and available options.

The federal Title IX regulations currently in force are the regulatory provisions that existed before the 2024 Title IX rulemaking, commonly referred to as the 2020 Title IX regulations.

The U.S. Department of Education issued amended Title IX regulations in April 2024. Those regulations took effect in some jurisdictions on Aug. 1, 2024, but a federal court vacated the 2024 Final Rule nationwide on Jan. 9, 2025. The Department subsequently returned to enforcement of the pre-2024 regulations. On Sept. 28, 2026, the Department formally repealed the vacated 2024 rule and recodified the pre-2024 regulatory text in the Code of Federal Regulations.

Brown did not need to make changes to its current Title IX, Sexual Misconduct or Nondiscrimination and Anti-Harassment policies and procedures as a result of this federal action. Brown has operated under the 2020 Title IX regulations since the 2024 regulations were vacated in January 2025, and Brown’s current Title IX Policy and Title IX Grievance Procedure reflect the federal requirements currently in effect.

Brown also maintains separate Sexual Misconduct and Nondiscrimination and Anti-Harassment policies that provide protections beyond the requirements of federal Title IX, including protections related to sexual orientation, gender identity and gender expression.

Brown also maintains a Pregnancy and Parenting Policy addressing pregnancy and related conditions under Title IX and other applicable federal, state and local laws.

Both the complainant and respondent have the right to a process that is grounded in fairness and support and includes procedural protections that ensure nondiscrimination, adequate notice, and meaningful opportunities to participate.

As a complainant, you have the right to decide whether to report, file a complaint, or participate in a university process. You have the right to file a report with local law enforcement regardless of whether you pursue a university process. You also have the right to request Supportive Measures with or without filing a complaint.

As a respondent, you have the right to receive written notice of the complaint, which provides details about the complainant’s allegations. Throughout the complaint resolution process, you are presumed to be not responsible for the alleged conduct and will maintain this presumption until the conclusion of the process and a determination is made. You also have the right to request Supportive Measures.

Upon the initiation of the complaint resolution process, both the complainant and respondent receive notice with information about the process, and rights and options available to them. This includes information about:

• A party’s right to have an advisor of their choice accompany them to any meeting or proceeding;
• A party’s right to review and inspect evidence in accordance with the applicable procedure;
• Options for resolution, which includes the Informal Resolution Process and Formal Resolution Process;
• The right to be free from retaliation; and
• The prohibition against making knowingly false statements or submitting false information.
• More details about your rights under university policy are outlined in the Title IX and Sexual Misconduct procedures, and OECR is available to answer your questions.

The Office of Equity Compliance and Reporting (OECR) oversees Brown’s response to discrimination and harassment based on protected characteristics, including disability discrimination and gender discrimination. The Title IX and Gender Equity Office is part of OECR.

OECR includes staff and offices responsible for receiving reports, providing information and support, and administering University processes related to discrimination and harassment. OECR administers processes designed to address complaints in a prompt, impartial and unbiased manner, grounded in fairness and support to both complainants and respondents. Staff in OECR provide support and guidance to all parties on how to navigate the process, but do not advocate on behalf of any party or for any particular outcome.

The Title IX and Gender Equity Office is part of Brown’s Office of Equity Compliance and Reporting (OECR).  Like OECR, the Title IX and Gender Equity Office is charged with administering processes in a prompt, impartial and unbiased manner, grounded in fairness and support to both complainants and respondents. Staff do not advocate for any party or for any particular outcome. 

OECR oversees Brown’s response to discrimination and harassment based on protected characteristics, including disability discrimination and gender discrimination. The Title IX and Gender Equity Office focuses specifically on gender discrimination, sexual harassment, sexual violence and other conduct addressed under Brown’s Title IX and Sexual Misconduct policies.

Individuals with questions or concerns related to gender discrimination or sexual misconduct can use equity_reporting@brown.edu to contact staff in the office. 

Brown’s Title IX Coordinator is responsible for ensuring compliance with Title IX, overseeing training and education, and gathering and reporting information to the campus community. 

The Title IX Coordinator is available to provide information on the policies, complaint procedures, available resources, reporting options, and remedial and safety measures. Mindy Wirges serves as the Title IX Coordinator for the University and can be contacted by emailing equity_reporting@brown.edu, by calling 401-863-2026, or by mailing 20 Benevolent St., Providence, RI 02912.

No. The Title IX and Gender Equity Office is a private resource, but it is not a confidential resource.

Privacy means that information related to a report is treated with discretion and shared only with individuals who need the information to respond to the matter or carry out University responsibilities, or as otherwise permitted or required by law or University policy.

Brown also provides confidential resources, including Counseling and Psychological Services, Student Health Services, BWell SHARE Advocates, the Sexual Assault Response Line, the University Ombuds and certain clergy.

For an immediate police, fire or medical emergency, call 911 or Brown’s Department of Public Safety and Emergency Management at 401-863-4111.

For 24/7 confidential crisis support following sexual or interpersonal harm, Brown students can call the Sexual Assault Response Line at 401-863-6000. Counselors can provide support and information about medical care, reporting options and other resources.

For confidential support for any Brown student affected by interpersonal violence, email BWell Health Promotion’s SHARE (Sexual Harm and Acute Response and Empowerment) Advocates at bwell@health.brown.edu .

For information about care, support and other options available in the days immediately following a sexual assault, visit BWell’s First Five Days After an Assault.

For confidential medical care, Student Health Services provides medical evaluation, treatment and nursing advice. Call 401-863-3953 for appointments or 401-863-1330 for 24/7 medical questions and nursing advice.

If you are experiencing a mental health crisis, Counseling and Psychological Services (CAPS) provides 24/7 crisis support. Call 401-863-3476.

For assistance navigating personal or academic challenges, Student Support Services deans can help students understand their options and connect with appropriate resources during business hours. 

For urgent student concerns that cannot wait until regular business hours, the Administrator on Call provides support. Call the Department of Public Safety and Emergency Management non-emergency line at 401-863-3322 and ask to be connected to the Administrator on Call.

To find additional resources for students experiencing a crisis, visit Brown’s Emergency Contacts page.

For free, confidential 24/7 support for people affected by sexual assault, domestic violence or other violent crimes in Rhode Island, contact the Rhode Island Victims of Crime Helpline at 800-494-8100 or through its 24/7 online chat. A partnership among Day One, the Rhode Island Coalition Against Domestic Violence and Blackstone Valley Advocacy Center, the Helpline provides crisis support, safety planning, advocacy and referrals to local resources.

For 24/7 sexual assault support, contact the National Sexual Assault Hotline at 800-656-HOPE (4673), with online support also available through RAINN.

For 24/7 crisis support, call or text the 988 Suicide & Crisis Lifeline at 988.

Medical care can address injuries, pregnancy concerns, sexually transmitted infections and other health needs following an assault. Seeking medical care does not require you to make a report to Brown or law enforcement.

If you think you may want evidence collected, it is helpful to seek medical care as soon as possible. A BWell SHARE Advocate or the Sexual Assault Response Line can help you understand time-sensitive options and connect you with appropriate medical care.

BWell’s First Five Days After an Assault provides information about options, care and support available in the days immediately following a sexual assault.

Yes. An individual may choose to report conduct that may constitute a crime to law enforcement. For an emergency, call 911. The Providence Police Department non-emergency number is 401-272-3121. Brown’s Department of Public Safety and Emergency Management (401-863-4111) can also provide information and assistance.

A law-enforcement report is separate from a report to Brown. You may make a report to law enforcement, to Brown, or both. Making a law enforcement report does not prevent you from also using Brown’s reporting or complaint processes.

Law enforcement agencies investigate possible violations of criminal law. A criminal investigation may lead to criminal charges and is handled through the criminal justice system.

Brown’s Title IX and sexual misconduct processes address possible violations of University policy. Brown may provide supportive measures and, when appropriate, use an informal or formal University resolution process.

A law enforcement process and Brown’s process are separate and may occur at the same time. Brown can help individuals understand their options and connect with law enforcement if they choose to make an external report.

You may submit Brown’s Gender Discrimination and Sexual Violence Incident Reporting Form or contact the Title IX and Gender Equity Office directly.

Submitting an incident report does not automatically begin a formal complaint process or require you to file a complaint or participate in a University resolution process. After receiving a report, staff will contact the impacted individual, when possible, to provide information about available supportive measures, resources and options, including information about the complaint resolution process.

The incident reporting form is intended for non-emergency concerns and is not monitored in real time. For an emergency, call 911 or Brown’s Department of Public Safety and Emergency Management at 401-863-4111.

Yes. You do not need to determine whether conduct violates a particular policy before contacting the Title IX and Gender Equity Office.

Staff can talk with you about what happened, explain relevant policies and options, and connect you with resources. Reports may also help the University identify patterns or broader concerns that need to be addressed.

There is no time limit for making a report to Brown about an incident connected to the University or a member of the Brown community. Current and former community members may contact the Title IX and Gender Equity Office or submit a report.

The passage of time or a person’s current relationship to Brown may impact which resolution options are available, but the Office of Equity Compliance and Reporting will review reports, provide information about available resources and support, and explain what options may be available.

Individuals may submit the Gender Discrimination and Sexual Violence Incident Reporting Form anonymously or provide their name and contact information. Individuals may share as much or as little information as they choose. Brown accepts anonymous reports, but its ability to respond may be limited when identifying or contact information is not provided.

Individuals who want to make an anonymous report may use Brown’s Anonymous Reporting Hotline. The hotline allows individuals to remain anonymous and provides a Report Key that can be used to communicate with the University. Brown’s ability to respond to an anonymous report may be limited by the information available.

No. The Office of Equity Compliance and Reporting, which includes Brown’s Title IX Coordinator and staff responsible for Title IX and gender equity, is a private resource, but it is not confidential.

Reports involving gender discrimination and sexual misconduct are reviewed by staff in the Office of Equity Compliance and Reporting. Information is shared only with a limited number of individuals who need it to respond to the report, provide supportive measures, conduct a resolution process, address safety concerns or carry out other University responsibilities, or when disclosure is otherwise permitted or required by law or University policy. 

Making a report results in contact to the person who experienced the behavior. Making a report does not automatically mean that the accused party (the Respondent) will be contacted or that an investigation will begin. If a complaint or formal resolution process is initiated, the respondent will receive notice of the allegations and information about the applicable process. In some circumstances, limited contact with the respondent may also be necessary to implement supportive or safety measures.

Brown also assesses reports to determine whether the reported conduct may reflect a pattern of prohibited conduct or an ongoing safety concern. In limited circumstances, the University may determine that additional action is necessary even if the complainant has not requested it. When possible, the Title IX Coordinator will consider the complainant’s wishes and communicate with them before taking additional action.

Upon receipt of a report or referral, staff in the Office of Equity Compliance and Reporting will reach out to the reporting party and/or impacted individual(s) via email to share information about support measures and on- and off-campus resources. 

In a meeting with staff, the reporting party and/or impacted individual(s) can expect to be provided with information on available resources and resolution options available to the individual(s). The reporting party will also be asked questions as needed to identify the appropriate support measures and help determine the appropriate campus process to address the report.

If you are the impacted person, you will receive communication from staff in the Office of Equity Compliance and Reporting regardless of who made the report. You can expect to receive information about available resources and resolution options. The reporting party will also be asked questions as needed to identify the appropriate support measures and help determine the appropriate campus process to address the report.

If you are the accused party in a report, you will likely not be notified unless a supportive measure is implemented that also affects you and/or a formal complaint is filed against you. When you are contacted by staff in the Office of Equity Compliance and Reporting, you can expect to receive information about the report and the measure that impacts you, be provided with information about your rights, and be offered supportive measures you may need. You are not obligated to respond to allegations in a report and are presumed not responsible for violating University policy. If a formal complaint is filed against you, you will receive a notice of that complaint in writing. 

Requesting information, support or supportive measures does not require you to file a complaint or participate in a resolution process.

In some circumstances, the University may determine that it must respond to a pattern of prohibited conduct involving the same respondent, or that the reported conduct poses an ongoing safety concern for the individuals involved or the broader Brown community. If the University is required to initiate a resolution process, you will be notified prior to the process beginning and may choose your level of participation at any time during the process.

Depending on the circumstances and the applicable policy, options may include supportive measures without a complaint, an informal resolution process, or a formal resolution process involving an investigation and resolution process.

Staff can explain which options are available in a particular situation. The procedures differ depending on whether a matter is addressed under Brown’s Title IX Policy or its Sexual Misconduct Policy.

Prior written consent from the student is required before the University can disclose information from a student’s education record to a parent or guardian outside of the allowable methods under the Family Educational Rights and Privacy Act (FERPA) and Brown’s FERPA Policy. This means that in most cases, the University will not disclose any records related to you to your parents or guardians without your permission. A student’s decision to make a report does not by itself initiate routine notification of a parent or guardian.

Supportive measures are individualized, non-disciplinary measures intended to help individuals continue to participate in Brown’s academic, work and campus life. They are available to complainants and respondents and may be provided before or after a complaint is filed, or when no complaint is filed.

Depending on an individual’s needs and circumstances, supportive measures may include counseling or health service referrals, academic support or deadline extensions, changes to class schedules, housing or work arrangements, safety planning, campus safety escorts, no contact or trespass orders, leaves of absence, or increased security or monitoring in certain areas. Supportive measures are provided without charge and are determined on an individualized basis.

Contact the Title IX and Gender Equity Office to discuss what supportive measures may be available in your situation.

Retaliation is defined in the Title IX Policy and Sexual Misconduct Policy. In general, retaliation involves taking adverse action against someone because they reported a concern, participated in a University process, or exercised rights protected under University policy. Retaliation may include intimidation, threats, coercion or other harmful treatment. 

Brown University recognizes that individuals who report violations must be free from fear of retaliation in support of the University’s mission. Therefore, Brown prohibits retaliation against individuals who make good faith reports of potential violations of laws, regulations, or University policies. Please refer to the applicable University policy for details. 

If you believe you are experiencing retaliation, contact the Office of Equity Compliance and Reporting at equity_reporting@brown.edu or 401-863-2026. You can report concerns about retaliation even if the underlying report or complaint has not been resolved.

It depends on the employee’s role. Brown designates some employees as Mandatory Reporters who are required to report allegations of conduct that violates the Title IX Policy or Sexual Misconduct Policy to the Title IX Coordinator. These include employees in certain leadership and student-support roles, such as department chairs, certain deans and directors, specified Athletics and Residential Life staff, Community Coordinators, the Department of Public Safety and Emergency Management, and Deputy Title IX Coordinators. Other faculty and staff are strongly encouraged, but not required by these policies, to make a report.

If you want to speak with someone confidentially, confidential resources include Counseling and Psychological Services, Student Health Services, BWell SHARE Advocates, the Sexual Assault Response Line, the University Ombuds and certain clergy.

If you are unsure whether someone is required to report, you can ask them before sharing details or contact the Title IX and Gender Equity Office for guidance.

Anyone may make a report to the Title IX and Gender Equity Office, including someone who experienced the conduct, a witness or another third party. A friend, employee or other community member may therefore report a concern involving someone else. Brown also accepts reports from students, faculty, staff, visitors and guests who have experienced or witnessed gender discrimination or sexual misconduct. Current and former community members can make a report.

A report made by someone else does not by itself require the person who experienced the conduct to file a complaint or participate in a resolution process. When possible, the Title IX and Gender Equity Office will contact the impacted individual to offer information, resources and available supportive measures and explain available options. In limited circumstances, the University may determine that additional action is necessary because of safety concerns or a pattern of reported conduct.

Information shared publicly or on social media does not necessarily mean that the individual who shared it intends to make a report to Brown or pursue a University complaint resolution process.

Any individual may choose to report the information to the University, whether it affected them directly or raised concerns for them. When Brown receives a report, the Office of Equity Compliance and Reporting reviews the information and, when possible, may contact the impacted individual to offer information about available resources, supportive measures and options.

Making a report does not automatically begin an investigation or require the impacted individual to participate in a resolution process. In limited circumstances, the University may determine that additional action is necessary because of an ongoing safety concern or a pattern of reported conduct.

A report gives Brown information about possible prohibited conduct. A report generally results in outreach from the Title IX and Gender Equity Office and an opportunity to learn about available resources, supportive measures and resolution options. A report alone does not automatically begin an investigation or complaint resolution process.

A complaint is a request to begin a formal University resolution process. 

The requirements for a complaint differ depending on which policy applies. Under Brown’s Title IX Policy and Title IX Grievance Procedure, a formal complaint is a written and signed document submitted by a complainant or the Title IX Coordinator. Under the Sexual Misconduct Policy and Grievance Procedure, the complaint and informal resolution requirements are different. The Title IX and Gender Equity Office can explain which procedure applies to a particular matter.

The University may also initiate a formal resolution process when the University engages in an assessment of threat and determines that the Title IX Coordinator should proceed with the formal resolution process because there is reasonable cause to believe that the respondent poses a threat of harm to the health, safety, and welfare of the complainant or Brown community, or the Title IX Coordinator identifies a pattern of alleged prohibited conduct involving the same respondent. 

Complaint requirements differ depending on whether the Title IX Grievance Procedure or Sexual Misconduct Grievance Procedure applies. Staff can explain the applicable process and what is required in your particular situation.

Depending on the applicable procedure, a complaint may be submitted by email, in writing, or orally by scheduling a meeting with the Title IX Coordinator. Under the Title IX Grievance Procedure, a Formal Complaint must be in writing and signed by the complainant or the Title IX Coordinator.

A complainant may file a complaint at any time by contacting the Title IX Coordinator at equity_reporting@brown.edu, 401-863-2026, or at 20 Benevolent Street during business hours. A complaint is a request for an investigation and initiation of the applicable complaint resolution procedure, and only a complainant or the Title IX Coordinator may file one.

Making a report does not automatically begin an investigation or require you to participate in a resolution process.

Depending on the circumstances and the applicable policy, you may be able to receive supportive measures without pursuing a complaint, participate in an informal resolution process, or request a formal resolution process. You may also decide not to pursue a resolution process.

The Title IX and Gender Equity Office can explain which options are available in your situation and help you understand what each would involve. In limited circumstances, Brown may determine that additional action is necessary because of safety concerns or a pattern of reported conduct.

Brown’s Title IX and Sexual Misconduct procedures provide both formal and informal resolution options.

A formal resolution generally involves an investigation, an opportunity for the complainant and respondent to review and respond to evidence, a hearing, a written decision about whether University policy was violated and, when appropriate, discipline and an opportunity to appeal. Both complainants and respondents are able to choose their level of participation in a formal resolution process.

An informal resolution is an alternative to the investigation-and-hearing process. It generally involves working toward a voluntary resolution acceptable to both the complainant and the respondent. Both parties must agree to participate, and Brown must determine that informal resolution is appropriate. Either party may request informal resolution.

The requirements for informal resolution differ depending on which procedure applies. Under the Title IX Grievance Procedure, a formal complaint must be filed before informal resolution can begin. Under the Sexual Misconduct Grievance Procedure, informal resolution may in some circumstances begin after a report and before a Complaint is filed.

The formal resolution process generally includes an investigation, review of an investigation report, a live hearing, a written decision about whether University policy was violated, the administration of discipline when appropriate, and an opportunity to appeal.

An investigator reviews the allegation(s) and prepares an investigation report. For cases involving student and staff respondents, the report is provided to a hearing officer, who determines whether the respondent violated University policy. Cases involving faculty respondents are decided by a hearing panel.

The formal resolution process may begin when a complainant makes an oral or written complaint (depending on the applicable policy and procedure) and asks to proceed with formal resolution. The University may also initiate the process in certain circumstances, including when an assessment determines there is reasonable cause to believe a respondent poses a threat to the health, safety or welfare of the complainant or Brown community, or when the Title IX Coordinator identifies a pattern of alleged prohibited conduct involving the same respondent.

No. Both parties can choose their level of participation in the process and can change their mind at any time. Parties will continue to receive notifications related to the progress of the process, be permitted to review and respond to the investigative report, attend or participate in a hearing process, and file or respond to an appeal regardless of their stated decision related to participation. 

Informal resolution offers an alternative to the investigation-and-hearing process. It generally involves working toward a facilitated resolution that is acceptable to both the complainant and the respondent.

Either a complainant or respondent may request informal resolution at any time before a hearing begins. Both parties must be fully informed of their options and voluntarily agree to participate.

Once a complaint is resolved through informal resolution, the matter is closed and does not proceed through the formal resolution process unless the terms of the agreement are incomplete or not fulfilled.

Contact the Title IX and Gender Equity Office at equity_reporting@brown.edu or 401-863-2026 and let staff know that you would like information about informal resolution.

Informal resolution is voluntary. The University must also determine that it is appropriate for the circumstances.

It depends on which procedure applies.

Under the Title IX Grievance Procedure, a formal complaint must be submitted before an informal resolution can begin.

Under the Sexual Misconduct Grievance Procedure, a complaint does not have to be filed before an informal resolution process begins.

The Title IX and Gender Equity Office can explain which procedure applies and what options are available.

The University cannot provide a definitive timeframe for the informal resolution process as the time to complete the agreement is unique to each set of complainants and respondents. The University will strive to complete the process within sixty (60) days beginning with the parties agreeing to participate in the Informal Resolution Process through the signing of the Informal Resolution Agreement, if applicable.

Generally, yes, as long as the informal resolution has not been completed.

Under both procedures, parties may withdraw before agreeing to a final resolution. What happens next depends on the applicable procedure. Under the Title IX Grievance Procedure, the Formal Complaint remains in place and the formal process resumes. Under the Sexual Misconduct Grievance Procedure, a party may initiate or resume the formal process as applicable.

Once the parties have entered into a final informal resolution agreement, the matter is generally considered resolved, subject to the terms of the applicable procedure and agreement.

Brown appoints a trained investigator, who may be a Brown employee or an external investigator, to gather and evaluate relevant information about the allegations. The investigator may interview the complainant, respondent and witnesses and review documents, communications, photographs, videos and other relevant evidence.

The complainant and respondent may identify potential witnesses and provide relevant evidence for the investigator to consider. At the conclusion of the investigation, the investigator prepares a report summarizing the relevant evidence. The investigator does not make the final determination about whether University policy was violated.

If you are the complainant or respondent in a formal investigation, you should expect to meet with the investigator and have an opportunity to provide information about the allegations and relevant evidence. Investigators may also interview witnesses who have relevant information.

The complainant and respondent receive advance notice of investigative interviews and other meetings in which their participation is expected. The procedures do not permit the parties or their advisors to make their own audio or video recordings of investigative interviews.

Yes. Both procedures give the complainant and respondent an opportunity to review the evidence and a draft investigation report and provide a written response before the report is finalized. The parties may use that response to provide comments or clarification, identify additional relevant evidence or witnesses, or raise questions about relevance determinations.

The timeframes differ between the procedures. Under the Title IX Grievance Procedure, the parties have 10 business days to review and respond to the draft report and evidence. Under the Sexual Misconduct Grievance Procedure, they have seven days. Both procedures also provide an opportunity to review and respond to the final investigation report before the hearing.

No. Neither the formal nor informal resolution process requires the complainant and respondent to speak directly with one another or to be in the same physical space.

The Title IX and Gender Equity Office can also discuss supportive measures and other arrangements that may help individuals participate in the process.

No. Under Brown’s Title IX and Sexual Misconduct grievance procedures, an individual cannot participate as a witness in an investigation and remain anonymous.

If you participate as a witness, the complainant, respondent, and decision-maker(s) will have access to your name and the information you share with the investigator. 

Information about witnesses and evidence is otherwise handled in accordance with the privacy provisions of the applicable procedure.

You may still make a report even if the person you are reporting is no longer affiliated with Brown. However, the person's relationship to the University may affect which resolution options are available.

Under the Title IX Grievance Procedure, the complainant generally must be participating in a Brown educational program, employment or other University activity when the formal complaint is received, and the respondent must also be participating in a Brown educational program, employment, or other University activity when the formal complaint is received. If the complainant or respondent is no longer affiliated with Brown, the University may provide reasonably available remedial measures, help identify external reporting options and take other appropriate action.

Under the Sexual Misconduct Grievance Procedure, a complaint may be dismissed if the respondent is no longer participating in Brown's educational programs or activities and is no longer employed by the University. Supportive measures may still be available, and the Title IX Coordinator may refer the matter to another appropriate office or take other action as appropriate. 

The Title IX and Gender Equity Office can explain what options are available based on the circumstances of a particular report.

A hearing is a live meeting at which the designated decision-maker or hearing panel considers the evidence and determines whether the respondent violated University policy.

Brown conducts hearings under both the Title IX Grievance Procedure and Sexual Misconduct Grievance Procedure virtually.

Participants depend on the applicable procedure and whether the respondent is a student, staff member or faculty member.

Participants may include the complainant and respondent and their advisors, the investigator, the hearing officer or hearing panel, other University officials with roles in administering the hearing, witnesses during the portions of the hearing in which they participate, individuals providing approved accommodations or interpretation, and Title IX and Gender Equity Office staff supporting the process. Neither the respondent nor the complainant is required to participate in a hearing process. 

Hearings are private.

The procedures differ depending on which policy applies.

Under the Title IX Grievance Procedure, the Hearing Officer or Hearing Panel may ask questions, and the complainant and respondent have an opportunity to pose questions to the other party and witnesses through their advisors. The complainant and respondent do not question each other directly.

Under the Sexual Misconduct Grievance Procedure, the decision-maker asks the questions. The parties may propose questions for themselves, the other party or witnesses, but those questions are submitted to and asked by the decision-maker if they are determined to be relevant and otherwise permissible.

In both procedures, the decision-maker evaluates the evidence using the preponderance of the evidence standard.

The complainant and respondent may each have an advisor attend the hearing with them. An advisor’s role in the hearing process is limited:  Advisors cannot speak on behalf of the party they are supporting, but are responsible for asking questions of the other party during cross-questioning. 

Brown maintains a pool of trained employees who may serve as process advisors.

Under the Title IX Grievance Procedure, Brown will provide a process advisor who can ask a party’s questions during cross-questioning if the party does not have an advisor for that purpose.

Under the Sexual Misconduct Grievance Procedure, the Title IX Coordinator will offer to assign a trained advisor to a party who chooses one.

A party may also select an advisor of their own choosing, including a friend, mentor, family member or attorney. Brown does not provide attorneys. 

Yes. Under both current procedures, the complainant and respondent may make opening and closing statements during the hearing.

After the hearing, the decision-maker considers the relevant evidence and determines whether the respondent is responsible for each alleged policy violation using the preponderance of the evidence standard. This means determining whether it is more likely than not that the prohibited conduct occurred.

For cases involving student or staff respondents, the decision is made by a Hearing Officer. Cases involving faculty respondents are decided by a Hearing Panel. The complainant and respondent receive the determination in writing.

Following the hearing, the decision-maker deliberates and prepares a written determination explaining whether the respondent was found responsible for each alleged policy violation and the basis for that decision.

The complainant and respondent receive the written determination at the same time. If the respondent is found responsible, the determination will also include information about discipline and remedies, as applicable. Both complainant and respondent have a right to appeal the determination regarding responsibility and/or discipline on the grounds specified in the procedures. 

Discipline is considered only after a respondent has been found responsible for violating University policy.

In determining appropriate discipline, the decision-maker considers the circumstances of the case, including the nature and seriousness of the conduct, any risk of additional prohibited conduct, relevant prior policy violations, the impact on the Brown community, and other aggravating or mitigating circumstances. 

For student and staff respondents, the Hearing Officer determines the discipline. For faculty respondents, the Hearing Panel recommends discipline through the process outlined in the applicable grievance procedure, which includes review by the Provost.

Yes. Both the complainant and respondent may appeal a determination made through the formal resolution process, but an appeal must be based on one or more of the specific grounds permitted under the applicable grievance procedure. 

Under the Title IX Grievance Procedure, an appeal must be submitted within five business days after the written determination is provided. Under the Sexual Misconduct Grievance Procedure, an appeal must be submitted within five days. If one party appeals, the other party will receive the appeal and have an opportunity to respond.

The appeal decision may uphold the original determination or, when an appeal is granted, modify the determination or discipline or return the matter for further consideration. The appeal decision is final.

The grounds for appeal differ slightly depending on which grievance procedure applies.

Under both procedures, an appeal may be based on:

• a procedural irregularity that affected the outcome;
• new evidence that was not reasonably available when the determination was made and that could affect the outcome; or
• a conflict of interest or bias involving the Title IX Coordinator, investigator or decision-maker that affected the outcome.

The procedures provide different additional grounds. Under the Title IX Grievance Procedure, an appeal may also be based on a determination of responsibility or discipline that is clearly contrary to the weight of the evidence.

Under the Sexual Misconduct Grievance Procedure, when the respondent is suspended, expelled or terminated, an appeal may also challenge discipline that falls outside the designated range for the offense, taking into account the respondent’s cumulative conduct or disciplinary record.

An appeal is limited to these grounds and is not an opportunity to have the case investigated or heard again.

Brown provides reasonable accommodations and support to enable individuals with disabilities to participate in its reporting and resolution processes.

Students seeking disability-related accommodations should contact Student Accessibility Services (SAS) at SAS@brown.edu or 401-863-9588.

Faculty and staff seeking disability-related accommodations should contact University Human Resources.

Individuals who are not faculty, staff, or students should contact the ADA/504 Coordinator at ada_504@brown.edu or 401-863-2897.

The Title IX Coordinator may consult with SAS, University Human Resources, or the ADA/504 Coordinator as appropriate. Individuals should not assume that the Title IX Coordinator is aware of an existing disability or accommodation simply because it is documented elsewhere at Brown.