Stanford
Harassment/Discrimination - Title VI
Title VI

FAQs

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What is the difference between the Protected Identity Harm Reporting process and the Title VI process?

The PIHR was discontinued when the Title VI process was launched. In addition to providing the supportive measures supplied by the PIHR process, the Title VI process enhances the university’s ability to comply with legal requirements and also provides mechanisms to better ensure follow up communications with reporting parties. By focusing on actions that violate federal law rather than the vaguer notion of “protected identity harm,” it also seeks to avoid some of the freedom of speech concerns that the PIHR process generated.

Is the Harassment/Discrimination – Title VI process confidential?

No, the process is not confidential. The university will initiate the appropriate action as required under university policy or federal or state law. 

What if I am not sure if I want the university to take any action?

If you want to seek guidance about an incident but are not sure if you want the university to take action, you should first seek assistance from a confidential resource.  The Office of the Ombuds is a confidential resource that can provide the appropriate guidance.

If I file a report, what do I need to do to follow up?

Once a report is filed the university will initiate all the steps to ensure that the report is properly addressed. This may include outreach to the party who experienced the potential harassment or discrimination being reported. It will include providing information on the status of the report and the final outcome. The university may request additional information from the Reporting Party.

Once I submit my form to initiate the process of addressing the concerns raised in the report, when should I expect to hear a reply?

A Reporting Party and/or the party who experienced the potential harassment or discrimination being reported should receive a response regarding supportive measures as quickly as possible and the university will endeavor to provide a response within two university business days of submitting the report.

What if the issue I wish to report relates to harassment or discrimination when a student is the impacted party?

This website is the right place for concerns reported on behalf of students. It may be determined that a referral to a different office is appropriate depending on the identity of who engaged in the conduct (student, staff, faculty, etc.). The Reporting Party and the impacted party will be apprised of any such referral.

What if the issue I wish to report relates to harassment or discrimination when a staff member is the impacted party?

Reports of harassment or discrimination when a staff member is the impacted party are handled by University Human Resources – Employee and Labor Relations. If you report an incident here that should be handled by University Human Resources – Employee and Labor Relations, the matter will be referred to that office.

What if the issue I wish to report relates to harassment or discrimination when a faculty member is the impacted party?

Reports of harassment or discrimination when a faculty member is the impacted party are handled by the faculty member’s Dean’s Office. If you report an incident here that should be handled by a faculty member’s Dean’s Office, the matter will be referred to that office.

What if the issue I wish to report relates to harassment or discrimination based on disability?

Reports of harassment or discrimination based on disability or disability accommodation are handled by the Diversity and Access Office. If you report an incident here that should be handled by the Diversity and Access Office, the matter will be referred to that office.