University procedures for handling reports of bias and discrimination:
1.1 DIRECT Core Team (Chief Diversity Officer, Dean of Students, Director Risk Management and Legal Affairs, AVP Human Resources, AVP Auxiliary and Business Services, and Chief of Police) receives the bias report from EthicsPoint or other form of reporting, such as to an individual staff or faculty member, or to a member of the DIRECT Core Team.
1.3 Core Team gathers within one week following receipt of the report to discuss incident and necessary response(s).
2.1 The relevant Regis offices will conduct the primary investigation into the report and follow up will be made with the alleged offender(s) as follows:
2.2 Where possible, the investigating offices noted above will notify the DIRECT Core Team of the progress of the investigation and when it has been closed.
2.3 Where possible, the DIRECT Core Team will examine the climate issues related to the report to determine the response required (see Section 3). This investigation will not include a direct investigation of the report itself and must not interfere with the primary investigation conducted by the appropriate offices.
2.4 The DIRECT Core Team will report to the Inclusive Excellence Council on the outcome of investigation with identities and identifying information being held confidential.
3.1 Parallel to the DIRECT Core Team’s investigation into the climate issues involved in a report, the DIRECT Core Team will meet and may initiate a climate response with input and advice from relevant community members as needed and based on the scope and request of those involved.
3.2 Forms of climate response may include:
3.3 The DIRECT Core Team will debrief the climate response with the Inclusive Excellence Council to review practices, compare to common and best practices, and make improvements to the climate response protocols.