WashU is committed to building a cohesive, collaborative environment that fosters mutual respect and understanding between individuals. Our community is enriched by differences.
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 general OIE investigation process under the Discrimination and Harassment Policy.
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.
Gillian Boscan, JD
Director, Investigations
Gillian leads the university’s discrimination and harassment investigations and efforts to resolve related conflicts.
Conduct Prohibited by Title VI
Title VI of the Civil Rights Act of 1964 prohibits discrimination based on race, color or national origin in programs that receive federal financial assistance, which includes WashU. Title VI reads:
“No person in the United States shall, on the ground of race, color, or national origin, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any program or activity receiving Federal financial assistance.”
Discrimination on the basis of race, color, or national origin includes discrimination or harassment based on a person’s actual or perceived (i) shared ancestry or ethnic characteristics, or (ii) citizenship or residency in a country with a dominant religion or distinct religious identity (such as individuals who are Hindu, Jewish, Muslim, Buddhist or Sikh). For example, discriminatory or harassing conduct based on race, color or national origin could include:
- racial, ethnic, or ancestral slurs or stereotypes
- a person’s physical appearance or features that may reflect both ethnic and religious traditions
- speaking a foreign language or with a foreign accent or having a foreign name or a name commonly associated with a particular shared ancestry or ethnicity.
For more information on Title VI, please review:
- U.S. Department of Education Office for Civil Rights Education and Title VI
- Title VI and Religion
- Discrimination based on Shared Ancestry or Ethnic Characteristics
The University will promptly review and respond to your complaint. There are a number of available options for addressing and resolving concerns depending on the circumstances at issue. Intervention by the Office of Institutional Equity, Human Resources, managers or supervisors (where the behavior of a faculty or staff member is at issue), the Student Conduct Administrator (where the behavior of a student is at issue), or other University officials can sometimes lead to resolution.
You may also initiate a more formal complaint process, set forth more fully, below:
- Discrimination Formal Complaint Process
- Discrimination and Harassment Hearing Committee Procedure
- Student Conduct and Community Standards Policy, Section IV: Administration of the Code
Reporting Tools
If you would like to file a discrimination or harassment complaint, contact the University Reporting Hotline or contact the Investigations and Resolution via email.
University Reporting Hotline
Raise concerns confidentially with regard to policy violations or your workplace environment. Access online or call 1-844-484-5957.
Below are additional university resources that individuals may use to report a concern or seek guidance.
Gender Equity and Title IX Compliance Office
Committed to responding to discrimination – including sexual harassment and sexual violence – in an effective, timely and transparent manner. Equally committed to ensuring any individuals involved in these incidents will be treated as respectfully and fairly as possible. Learn more.
SAFE: Supporting a Fair Environment
The School of Medicine’s SAFE reporting tool is available to report a professionalism accolade or concern about a learning environment.
University Reporting Hotline
Washington University in St. Louis has a hotline as a means to report certain concerns, administered by an independent company, NAVEX Global. Report a concert online or call 1-844-484-5957.
OMBUDS
The Offices of the Ombuds serve as confidential, independent and impartial resources that offer assistance in the informal resolution of university-related conflicts and advocate for fair treatment and process. Washington University has three separate ombuds offices dedicated to our faculty, staff, postdoctoral appointees, and medical and Graduate School students. Find FAQs online.
Student Affairs Student Conduct
WashU’s Student Conduct Code sets guidelines for appropriate behavior and consequences for violations. Find student resources online through the Office of Student Affairs.
Bias Report and Support System
The BRSS can be used to report an incident of bias, prejudice or discrimination involving a student.