Bias Reporting & Resources

Bias incidents are acts that do not constitute a crime or discrimination or harassment, as defined by University policies, but which may intimidate, mock, degrade, or threaten individuals or groups and which one could reasonably conclude targets a member or group within the University community because of that individual or group’s actual or perceived age, ancestry or ethnicity, color, creed, disability, gender, gender identity or expression, immigration or citizenship status, marital status, national origin, race, religion, religious practice, or sexual orientation. 

Discrimination is inequitable treatment by the University or its Affiliates based on an individual’s Protected Status that adversely affects a term or condition of an individual’s employment or limits or denies an individual’s opportunity to participate in or benefit from a University program or activity.  

Harassment is unwelcome conduct directed against an individual based on that individual’s Protected Status that is sufficiently severe or pervasive such that it limits or denies an individual’s employment, academic performance, or ability to participate in or benefit from University programs or activities. 

Hate crimes are defined as any criminal offense or attempted criminal offense that one could reasonably conclude is motivated, in whole or in part, by the alleged offender’s bias against an individual’s actual or perceived age, ancestry or ethnicity, color, creed, disability, gender, immigration or citizenship status, marital status, national origin, race, religion, religious practice, or sexual orientation. 

Protected Status means an individual’s race, religion, national or ethnic origin, age, sex, sexual orientation, gender identity, gender expression, disability, status as a veteran, or any classification protected by local, state, or federal law.

For more details, please see the following: 

• Policy on Preventing and Responding to Discrimination and Harassment Against Students and
• Policy on Preventing and Responding to Discrimination and Sexual Misconduct Involving Faculty or Staff.

Bias Incidents

Any member of the campus community who is the subject of or who witnesses any bias incident may submit the Bias Incident Reporting Form. 

Discrimination or Harassment

Members of the campus community may report potential discrimination or harassment here.

• For matters involving students either as the subject of the alleged discrimination or harassment or as the person alleged to be discriminating or engaging in misconduct, contact Tracy Cassalia, Deputy Title IX Coordinator for Students, at (804) 289-8464, tcassali@richmond.edu. For disability related concerns contact Cort Schneider, Director, Disability Services, at (804) 662-3017, cschnei@richmond.edu.
• For cases involving staff or faculty as the subject of possible discrimination or harassment, please contact Carl Sorensen, Deputy Title IX Coordinator for Employees and Senior Associate Vice President of Human Resource, at (804) 289-8166, csorense@richmond.edu.

Hate Crimes

Any member of the University community who has been the victim of a crime, including a hate crime, or who believes their physical safety may be threatened should contact the University of Richmond Police Department by calling 8911 (from a campus phone) or (804) 289-8911 (from a mobile or off-campus phone).

If you are unsure where to report, please complete the Bias Incident Reporting Form or the Ethics and Compliance Reporting Form or call 804-289-8911, and your report will be routed where it needs to go.

• Immediately after submitting your report, you will receive an automated response confirming the receipt of the report and providing you with contact information for inquiries. As soon as possible you will also receive an email from a member of the Bias Resource Team to offer support, request additional information about the incident, and/or to discuss next steps and possible actions. 
  
  
• At least two members of the Bias Resource Team will review the report and other information that may have been gathered to determine the nature and scope of the incident, potential referrals to relevant offices, and the support needs of affected groups and individuals. 
  
  
• Whenever appropriate, bias incident reports will be referred to or shared with offices or individuals responsible for investigating these incidents, including but not limited to the University of Richmond Police Department, the Title IX Office, the Westhampton College Dean’s Office, the Richmond College Dean’s Office, SPCS and Law School Deans’ Offices, Human Resources, and the Academic Deans. 
  
  
• Investigative findings and sanctions imposed following an investigation and hearing may be subject to privacy laws, regulations, or policies which may limit the information that can be shared with those who reported the incident. 
  
  
• The Bias Resource Team may meet to determine the appropriate course(s) of action for community caretaking for incidents that are deemed to be especially complex or particularly concerning to the campus community. 


For information on the process for responding to reports of discrimination or harassment, please see the following: 

• Policy on Preventing and Responding to Discrimination and Harassment Against Students and
• Policy on Preventing and Responding to Discrimination and Sexual Misconduct Involving Faculty or Staff.

• The Bias Resource Team meets, as appropriate, to consider bias-related incidents, especially the aspects of incidents that extend beyond those immediately involved.
  
  
• When the BRT meets, it focuses on identifying community needs, community caretaking, and facilitating responses to those needs by relevant campus offices.
  
  
• For example, if information about an incident was causing concern to the campus community, the BRT would meet to discern the extent of the concern and ensure that it is being addressed as thoroughly and quickly as possible.
  
  
• The BRT is also likely to meet when a given incident requires action from multiple offices. In those cases, the BRT can identify the relevant offices and facilitate their actions.
  
  
• The BRT may also recommend changes to policy or process based on data or observations made during the course of its work.
  
  
• Because its role is to facilitate coordination and resources among existing offices, the work and influence of the BRT may not be apparent to the campus or those involved in a particular incident or crisis.

• The BRT does NOT investigate incidents, make determinations of responsibility, or assign sanctions.
  
  
• Similarly, the BRT does NOT replace or take precedence over any existing processes or protocols for resolving alleged violations of policies regarding conduct, discrimination, harassment, or violations of criminal law.
  
  
• The BRT does not make public statements about incidents or its actions; rather, the BRT’s main role is to facilitate community caretaking by helping to coordinate prompt action on the part of existing offices and individuals.