Investigations & Conflict Resolution

Our Team

Our team handles consultations related to bias, discrimination and harassment and conducts investigations under the Discrimination and Harassment policy.  The process is impartial, objective and aims to address conflict at the earliest opportunity.  We also offer guidance on informal resolution options when appropriate. We may refer cases outside this scope to other university partners such as the Gender Equity Office and Title IX Compliance Office, Office of Student Conduct and Community Standards and Human Resources.

With a director and two investigators, our team has extensive investigation experience and institutional knowledge. 

The Investigation Process

Below is an overview of the OIE investigation process. Each case is handled based on its unique circumstances and may deviate from these general parameters when necessary. Please note, complaints against faculty members may follow separate Discrimination and Harassment Hearing Committee procedures found in the Discrimination and Harassment policy.

WashU strictly enforces its Discrimination and Harassment policy, which prohibits discrimination, harassment, and retaliation. We strongly encourage community members to report any suspected incidents of bias such as discrimination or harassment based on race, color, sex, religion, national origin, shared ancestry or ethnic characteristics, citizenship (where prohibited by federal law), age, disability, genetic information, sexual orientation, gender identity, pregnancy, marital status, military status or any other classification protected by applicable law. 

Sharing a Concern or Complaint with Our Office:

Community members can report a concern or file a complaint with our office through the University Reporting Hotline, a secure reporting tool available here.  Complaints should include detailed information, including dates, people involved, specific claims and any relevant, available evidence. Alternatively, complaints may be submitted to the Investigations Team via email.  Complaints should be filed in good faith. 

Complaints may be filed anonymously, although our ability to thoroughly investigate and respond may be limited when anonymous complaints are submitted. 

In addition to complaints from individuals, university partners may refer potential cases of bias, discrimination, or harassment to our office for review.

Reporting Responsibilities:

All employees should report potential incidents of discrimination, harassment, and/or retaliation. Additionally, certain employees such as people with supervisory authority and faculty supervising students are required to report suspected discrimination or harassment.  Filing a complaint through the University Reporting Hotline or contacting the Office of Institutional Equity helps ensure these important steps are taken. 

Next Steps and What to Expect

The Office of Institutional Equity takes all allegations seriously and reviews complaints and referrals promptly.  If the allegations suggest a potential violation of the Discrimination and Harassment policy, an investigator will be assigned to conduct an investigation.   

The investigator will use their professional judgment to determine the scope of the investigation.  Typically, the investigator will first meet with the complainant (or the person impacted by the allegations, if different from the reporter).  This meeting can be virtual or in-person.  The investigator will explain the process and next steps, addressing any questions or concerns. Although the respondent (the person named in the complaint) is typically interviewed, the investigator may conclude the investigation without this step if the available evidence indicates no violation of the Discrimination and Harassment Policy. The investigation is designed to respect privacy, prevent retaliation and minimize disruption to university operations. 

The investigator may consult with the complainant or impacted person on the investigation strategy.  In some instances, immediate, temporary, non-punitive actions may be taken to address concerns related to safety, the university environment or the integrity of the investigation. 

As the investigation proceeds, the investigator may interview witnesses and others with relevant information, as well as review any pertinent documents.  The investigator uses their professional judgment to select witnesses to interview and care is taken to keep witness names private. 

Investigation Resolution

The investigation concludes when the investigator determines, based on the available evidence, whether there has been a violation of the Discrimination and Harassment policy. The investigator will typically notify the appropriate leader of the investigation findings and consult on possible recommendations for leadership’s consideration. The OIE Investigations Team does not independently implement recommendations but works with leadership and other university partners to determine next steps.   

Generally, investigation outcomes can vary because each case is unique.  In most cases the investigator informs the complainant and respondent of the investigation conclusion. While we recognize that community members often seek detailed information about outcomes, our office must keep personnel information of others confidential.  

Anti-Retaliation Statement:

WashU prohibits retaliation against anyone who files a complaint of discrimination or harassment and those who participate in an investigation.  The Investigations Team makes every effort to prevent retaliation by protecting the anonymity of witnesses and information sources.  We do not attempt to identify anonymous complainants and discourage others from doing so. Investigators remind all parties involved of the anti-retaliation policy. The investigation case file is confidential and is generally not shared with investigation participants, including the complainant and respondent.

Please contact us if you have any questions about our process or the Office of Institutional Equity’s Investigations Team.