University procedures for handling reports of bias and discrimination:

1. A report is made using EthicsPoint form or by alternative means

1.1 DIRECT Core Team (Chief Diversity Officer, Risk Manager, Chief of Police, AVP Human Resources, and Dean of Students) receives the bias report from EthicsPoint or other form of reporting.

1.2 Core Team meets and refers received report to relevant office (Human Resources, Academic Affairs, Student Affairs, Regis College Police Department) as soon as is practical and within 48 hours.

1.3 Core Team gathers within one week following receipt of the report to discuss incident and necessary response. (Based on status of those involved, prescribed sanctions in keeping with policies/­­student handbook, restorative justice responses requested/needed.)

2. Primary Investigation

2.1 Follow up will be made with the alleged offender(s) based on their Regis status (student, staff, and faculty).

2.2 As stated above, the relevant Regis offices will conduct the primary investigation into the report.

2.2.1 Incidents involving staff and faculty members will be handled by Human Resources.

2.2.2 Incidents involving students will be handled by the Chief Conduct Officer (Assistant Dean of Student Affairs).

2.2.3 Incidents involving alleged criminal behavior or a hate crime will be handled by the Regis College Police Department and a report may not be immediately available to the community until the investigation is complete.

2.3 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.

2.4 When possible, the DIRECT Core Team will examine the climate issues related to the report. This investigation will not include a direct investigation of the report itself and must not interfere with the primary investigation conducted by other offices.

2.5 The DIRECT Core Team will report to the Inclusive Excellence Council on the outcome of investigation with identities and identifying information being held confidential (on a monthly basis).

The nature of the incident will determine the level of consequences which may range from education, restorative justice practices, legal intervention, to dismissal.

3. Climate Response

3.1 Parallel to an investigation, 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:

3.2.1 A mandatory hall or floor meeting in residence hall where incident occurred.

3.2.2 A mandatory meeting of the department or specific area of the university impacted by the incident.

3.2.3 A mediated conversation using victim-offender mediation model between alleged perpetrator and targeted person if parties are willing and agree.

3.2.4 A community-wide facilitated dialogue.

4. Climate Debrief

4.1 DIRECT Core Team-Monthly gatherings before Inclusive Excellence Council meeting to discuss specific incidents, review practice, compare to common and best practices, and make improvements, etc.