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- Title IX and Discrimination, Harassment & Retaliation
What is DHR?
"DHR" stands for Discrimination, Harassment, and Retaliation. And they're all prohibited by the CSU Systemwide Anti-Disctimination Policy.
All Students and Employees have the right to participate fully in CSU programs, activities, and employment free from Discrimination, Harassment, and Retaliation (definitions below). And, the CSU is committed to maintaining an inclusive and equitable community that values diversity and fosters mutual respect. Cal State East Bay upholds the CSU systemwide anti-discrimination policy, called the CSU Policy Prohibiting Discrimination, Harassment, Sexual Misconduct, Sexual Exploitation, Dating Violence, Domestic Violence, Stalking, and Retaliation.
If you believe that you have experienced Discrimination, Harassment, or Retaliation on our campus, you have the right to File a Complaint, which will be investigated pursuant to the CSU Policy cited above. You can also choose not to report, or you can choose to file a complaint with an Outside Reporting Agency.
Individuals who believe they have experienced Discrimination, Harassment, or Retaliation on our campus are strongly encouraged to report the possible violation, so that they can secure the support they need, and to ensure that our campus can respond appropriately.
Discrimination is an Adverse Action against a Complainant because of their Protected Status (see definition of Protected Status below).
a) An Adverse Action means an action engaged in by the Respondent that has a substantial and material adverse effect on the Complainant's ability to participate in a university program, activity, or employment. Minor or trivial actions or conduct not reasonably likely to do more than anger or upset a Complainant does not constitute an Adverse Action.
b) If Adverse Action is taken because of a Complainant's Protected Status, that means that the Complainant's Protected Status is a substantial motivating reason (but not necessarily the only reason) for the Adverse Action.
c) An allegation that an Employee is receiving unequal pay because of their Protected Status (for example, under the California Equal Pay Act) constitutes a Discrimination Complaint under this policy.
Harassment means unwelcome verbal, nonverbal or physical conduct engaged in because of an individual Complainant's Protected Status. If a Complainant is harassed because of their Protected Status, that means that the Complainant's Protected Status is a substantial motivating reason (but not necessarily the only reason) for the conduct.
Harassment may occur when:
- Submitting to, or rejecting, the verbal, nonverbal or physical conduct is explicitly or implicitly a basis for:
- Decisions that adversely affect or threaten employment, or which are being presented as a term or condition of the Complainant's employment; or
- Decisions that affect or threaten the Complainant's academic status or progress, or access to benefits and services, honors, programs, or activities available at or through the university.
- The conduct is sufficiently severe or pervasive so that its effect, whether intended or not, could be considered by a reasonable person under similar circumstances and with similar identities, and is in fact considered by the Complainant as creating an intimidating, hostile or offensive work or educational environment that denies or substantially limits an individual's ability to participate in or benefit from employment and/or educational, services, activities, or other privileges provided by the CSU.
Harassment includes, but is not limited to, verbal harassment (e.g., epithets, derogatory comments, or slurs), physical harassment (e.g., assault, impeding or blocking movement, or any physical interference with normal work or movement), and visual forms of harassment (e.g., derogatory posters, cartoons, drawings, symbols, or gestures.). Single, isolated incidents will typically be insufficient to rise to the level of harassment.
Retaliation means that a substantial motivating reason for an Adverse Action taken against a person was because the person has or is believed to have:
a) Exercised their rights under this policy,
b) Reported or opposed conduct which was reasonably and in good faith believed to be in violation of this policy,
c) Assisted or participated in an investigation/ proceeding under this policy, regardless of wether the Complaint was substantiated,
d) Assisted someone in reporting or opposing a violation of this policy or assisted someone in reporting or opposing Retaliation under this policy.
Protected Status means Age, Disability (physical or mental), Gender (or sex, including sex stereotyping), Gender Identity (including transgender), Gender Expression, Genetic Information, Marital Status, Medical Condition, Nationality, Race or Ethnicity (including color, caste, or ancestry), Religion (or religious creed), Sexual Orientation, and Veteran or Military Status.
Title IX of the Educational Amendments of 1972, and certain other federal and state laws, prohibit discrimination on the basis of sex, gender or sexual orientation in employment, as well as all education programs and activities operated by the University (both on and off campus), and protect all people regardless of their gender or gender identify from sex discrimination, which includes sexual harassment and sexual violence.
DHR Administrator means the person on the CSUEB campus who is charged with accepting, evaluating, and investigating DHR complaints. Read more about the DHR Administrator on this page.
How do Title IX and DHR Connect?
Title IX matters are considered a type of gender and sex discrimination. Title IX matters include Sexual Misconduct, Sexual Exploitation, Dating Violence, Domestic Violence, and Stalking. Anyone who would like to report a Title IX specific violation can do so to the DHR Administrator, or to the Title IX Coordinator.
Click here to reach CSUEB's Title IX webpage, and to learn more about your reporting options. Remember, the DHR Administrator can also receive Title IX complaints.
Individuals who believe they have experienced any of these types of violations, are strongly encouraged to report the possible violation to the Title IX Coordinator, the Police, or the Confidential Advocate. Please Click here to learn about your reporting options from our Title IX webpage, and to read more about your rights as a victim.
File a DHR Complaint
Click here if you're ready to File a DHR Complaint, or visit the File a DHR Report link, left.
Click here if you are a Responsible Employee on campus and are looking for instructions on how to report a Title IX or DHR disclosure, or visit the File a DHR Report link, left.