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TO MAKE AN INSTITUTIONAL EQUITY
(Click on a category below to select the type of report you would like to make. )
Discrimination Discrimination (disparate treatment and disparate impact) occurs when an adverse employment action is taken and is based upon a protected status, such as age, ancestry, color, disability, gender, gender identity or expression, genetic information, HIV/AIDS status, military status, national origin, pregnancy, race, religion, sex, sexual orientation, or veteran status. Disparate treatment occurs when an employee suffers less favorable treatment than others because of the protected status. Disparate impact occurs when an employment policy, although neutral on its face, adversely impacts persons in a protected status.
Harassment Verbal, non- verbal or physical conduct constitutes harassment if it is based on a person’s protected status and creates an intimidating, hostile, or offensive work or academic environment that unreasonably interferes with work or academic performance or negatively affects an individual's employment or academic opportunities. Harassment can occur between any individuals associated with the university, e.g., an employee and a supervisor; coworkers; faculty members; a faculty, staff member, or student employee and a customer, vendor, or contractor; or a student and a faculty member. Ohio State is committed to providing a workplace that is free of harassment based on age, ancestry, color, disability, gender, gender identity or expression, genetic information, HIV/AIDS status, military status, national origin, pregnancy, race, religion, sex, sexual orientation, or veteran status, is prohibited.
Minors Concern related to activities and programs with minor participants.
Process Abuse Obstruct, prohibit, exert improper influence over, or interfere with any individual making a report, participating in a process, or carrying out a responsibility covered by this policy; Falsify or misrepresent information in or related to a process covered by policy; Make a false allegation; Disrupt or interfere with the orderly conduct of any proceeding conducted under policy; or Fail to comply with any directive or sanction issued pursuant to policy.
Prohibited Relationship Prohibited relationships include romantic and/or sexual relationships between individuals in a supervisory, teaching, evaluation, advising, coaching or counseling relationship. The person in the position of higher institutional authority has the responsibility to eliminate the conflict of interest. The conflict of interest must be eliminated in a way which minimizes potential for harming the person with lower institutional authority and faculty, staff and students who are in the position to influence academic or employment decisions about others with whom they are in a romantic and/or sexual relationship should recuse themselves from such decisions. In the event of an allegation of sexual harassment, the university will strictly scrutinize a defense based upon consent when the facts establish that an institutional power differential existed within the relationship.
Sexual Misconduct Conduct of a sexual nature or conduct based on sex or gender that is nonconsensual or has the effect of threatening, intimidating, or coercing a person. Includes sexual harassment, sexual violence, relationship violence, stalking, and sexual exploitation. Sexual misconduct is a form of sex- and gender-based discrimination.
Whistleblower/Retaliation - Related to Discrimination or Harrassment An adverse employment action against an individual because she or he has made a protected disclosure or has participated in an investigation, proceeding or hearing involving discrimination or harassment.