Prohibited Bias, Discrimination, Harassment, and Sexual and Related Misconduct
Cornell University is committed to providing a safe, inclusive, and respectful learning, living, and working environment for its students, faculty, and staff and does not discriminate on the basis of protected status, including sex, in the education programs and activities it operates. Admission and employment are included in the requirement not to discriminate in the education program or activity that Cornell University operates. To this end, through this policy, the university provides means to address bias, discrimination, harassment, and sexual and related misconduct.
Identities protected under this policy are those protected under federal, state, and local equal education and employment laws and regulations. These include race, ethnic or national origin, citizenship and immigration status, color, sex/gender, pregnancy or pregnancy-related conditions, age, creed, religion, actual or perceived disability (including persons associated with such a person), arrest and/or conviction record, military or veteran status, sexual orientation, gender expression and/or identity, an individual’s genetic information, domestic violence victim status, familial status, marital status, and any other legally protected status.
Your local college or unit administrative or Human Resources office or the Office of Institutional Equity and Title IX.
August 11, 2022: Interim status extended until August 1, 2023.
July 11, 2022: Updated reporting links.
March 14, 2022: Updated definition of "student" and links to university policies.
September 17, 2021: Fixed formatting issues and made minor updates.
August 31, 2021: Added and updated several definitions, clarified some responsibilities, and bias-related procedures.
July 26, 2021: Interim status extended until August 1, 2022.
February 5, 2021: Fixed broken links and added email addresses.
September 10, 2020: Updated link for List of Designated Reporters.
August 21, 2020: Updated two office names and re-alphabetized accordingly.
August 14, 2020: Posted as an interim policy to maintain compliance with federal Title IX updates. Replaces duty to consult requirement for all non-confidential employees with a Designated Reporters/Reporting Obligations provision requiring only certain employee positions/offices to report. Adds Title IX regulations definition for “education program or activity” specifying that control over context and respondent triggers obligation to respond and includes any building owned or controlled by a student organization that is officially recognized by the university. Refers to Title IX sexual harassment vs. non-Title IX sexual harassment, a distinction relevant to determining the applicable process and further described in the procedures.
September 11, 2019: Corrected titles; corrected email and links in contacts sections; corrected links to procedures throughout. Changed and added some language for clarification in responsibilities sections.
June 21, 2019: New office created, and reflected throughout policy: "Office of Institutional Equity and Title IX." References to Workforce Policy and Labor Relations were removed. Updated procedures were inserted for charges of sexual and other protected-status harassment against employees.
October 5, 2018: Updated definition for "Bias Activity" and added section on "Supervisor Duty to Respond to Sexual and Related Misconduct in the Workplace" on page 22. Removed appendix and revised information in procedures regarding discrimination in intercollegiate athletics participation.