Something happened. You’re not sure what it means. You can still report it.<\/p>\n\n\n\n
If you experience or witness conduct that is harmful, concerning, or may be motivated by bias or prejudice, you can report it. Reporting gives our community an opportunity to understand what is happening, provide support and resources, and identify ways to respond, educate, and prevent future harm. Every report helps us strengthen a campus community where everyone feels respected, supported, and a sense of belonging.<\/p>\n\n\n\nReport a Bias Incident<\/span><\/a><\/span>\n\n\n\n Immediate Safety Concern? Contact Campus Safety at 909.607.2000<\/a> or call 911 in an emergency.<\/p>\n\n\n\n A bias incident is conduct, expression, or behavior that is perceived to be motivated, in whole or in part, by prejudice or bias toward an individual’s or group’s actual or perceived identity or protected characteristic.<\/p>\n\n\n\n Bias-related incidents may involve characteristics such as race, color, ethnicity, national origin, ancestry, religion, disability, age, sex, gender, gender identity or expression, sexual orientation, veteran status, or other characteristics protected by College policy or law.<\/p>\n\n\n\n A bias incident is a concern to be reviewed\u2014not a finding that a policy or law has been violated.<\/p>\n\n\n\n A bias-related incident may or may not violate College policy or applicable law. Some conduct may be offensive or harmful but protected by principles of free expression. Other conduct may violate College policy, applicable law, or both.<\/p>\n\n\n\n The College considers the circumstances, context, nature of the conduct, and applicable standards when determining an appropriate response.<\/p>\n\n\n\n Bias-related incidents may take many forms, including:<\/p>\n\n\n\n Important: An example of a bias-related incident does not automatically mean that a College policy or law has been violated. <\/p>\n\n\n\n Bias-related incidents need to be addressed because they reinforce problematic behaviors, harm individuals, undermine civility and understanding in the HMC community and\/or impede the educational process. Public discussion and education can promote awareness of prejudice and examination of the values that underlie the HMC community.<\/p>\n\n\n\n There are several options to report bias-related incidents:<\/p>\n\n\n\n Student(s) can remain anonymous, however, it can limit the ability to gather information needed to respond to a report.<\/p>\n\n\n\n Bias incidents may occur in classrooms, residence halls, campus events, online and other campus-related settings or spaces that HMC community members are a part of. <\/p>\n\n\n\n The College policies that a bias-incident may violate include (but not limited to):<\/p>\n\n\n\n Prohibited Discrimination, Harassment and Retaliation Policy<\/a><\/p>\n\n\n\n Honor Code<\/a><\/p>\n\n\n\n Title IX<\/a><\/p>\n\n\n\n Reporting harmful behavior or language helps the College foster a safe, inclusive, and respectful campus. Documenting incidents and collecting data allows the College to better understand the campus climate, identify patterns of concern, implement prevention strategies, and respond effectively when issues arise.<\/p>\n\n\n\n When appropriate, prior to or during an investigation, the College may take supportive measures that are designed to restore or preserve access to HMC\u2019s education programs or activities and\/or protect student safety. Such measures shall not be punitive and, in the case of students, applied to the fullest extent possible to avoid depriving any student of their education.<\/p>\n\n\n\n Examples of supportive measures include, but are not limited to:<\/p>\n\n\n\n Individuals who believe that they have been or may be the subject of discrimination, harassment, or other behavior prohibited by College policies may choose to avail themselves of informal resolution procedures. Use of these procedures is not a prerequisite to the filing of a complaint under the formal resolution procedures under the College policy that the incident pertains to. An individual who chooses to make use of informal resolution procedures may terminate the process at any time to pursue a formal complaint.<\/p>\n\n\n\n Informal resolution procedures are designed to correct, rather than punish, the offending behavior; sanctions ordinarily are imposed only within the formal, and not the informal, resolution framework.<\/strong><\/p>\n\n\n\n Requests for assistance under these informal procedures may be oral or written and should be made as soon as possible after the most recent alleged bias-related incident. <\/p>\n\n\n\n To the greatest extent practicable and possible, requests for assistance under these informal procedures will be dealt with on a confidential basis, and disclosure of their existence will be made only as legally required or to those who, in the interests of fairness and problem resolution, have an immediate need to know. A person seeking assistance under these informal procedures who requests that their name be withheld from the person against whom the complaint is made must understand that it is not always possible to do so (and is not an option under formal resolution procedures).<\/strong> Such requests will be evaluated in the context of the College\u2019s obligation to provide a safe and discrimination\/harassment-free learning, working, and living environment. Among the factors that HMC will consider is the seriousness of the alleged behavior and whether there have been other complaints concerning the person whose behavior is at issue.<\/p>\n\n\n\n An individual who believes they have been subjected to discrimination, harassment, or other behavior prohibited by College policies may file a formal complaint. The filing of a formal complaint will result in an investigation to determine whether a violation of a policy has occurred. <\/p>\n\n\n\n Monsour Counseling and Psychological Services<\/a><\/p>\n\n\n\n Office of Wellbeing<\/a><\/p>\n\n\n\n Office of Black Student Affairs<\/a><\/p>\n\n\n\n Chicano\/Latino Student Affairs Office<\/a><\/p>\n\n\n\n Queer Resource Center<\/a><\/p>\n\n\n\n Asian American Resource Center<\/a><\/p>\n\n\n\n Office of the Chaplains <\/a><\/p>\n\n\n\n Office of the Chaplains <\/a><\/p>\n\n\n\n Monsour Counseling and Psychological Services<\/a><\/p>\n\n\n\n Empower Center <\/a><\/p>\n\n\n\n HMC Advocates<\/a> <\/p>\n\n\n\n Office of Title IX<\/a><\/p>\n\n\n\n Empower Center <\/a><\/p>\n\n\n\n The Office of Wellbeing is available to help students navigate difficult situations and can connect students to other supportive resource offices such as the Empower Center, Monsour Counseling and Psychological Services (MCAPS, the Office of Black Student Affairs, the Queer Resource Center, the Chaplains Office, the Chicano\/Latino Students Affairs and the Student Disability Resource Center <\/p>\n\n\n\n No. You can report something that concerns you without determining whether it violates College policy or law. The College will review the information and help determine what policies, processes, or resources may apply.<\/p>\n\n\n\n Yes. Reporting allows the College to understand what occurred and determine whether the expression is protected and what resources or community responses may be appropriate.<\/p>\n\n\n\n Not necessarily. A report is reviewed to determine what happened, whether there are safety concerns, what policies or processes may apply, and what response options are available.<\/p>\n\n\n\n Yes. Conduct can cause individual or community harm without meeting the standards for a College policy violation or legal violation. The College may still offer support, education, dialogue, or restorative opportunities.<\/p>\n\n\n\n You can reach out and ask questions. You do not need to determine the appropriate category or process on your own.<\/p>\n\n\n\n Yes. However, anonymous reporting may limit the College’s ability to gather information, investigate a concern, provide supportive measures, or follow up with you.<\/p>\n\n\n\n Contact Campus Safety at 909.607.2000 or call 911 in an emergency.<\/p>\n\n\n\n Implicit Bias Matters (3 minute video<\/a>)<\/p>\n\n\n\n National Education Association<\/a> (website)<\/p>\n\n\n\n Blind Spot: Hidden Biases of Good People<\/a> (book)<\/p>\n\n\n\n Racial Profiling: Everyday Inequality<\/a> (book)<\/p>\n\n\n\n Biased: Uncovering the Hidden Prejudice that Shapes What We See, Think, and Do (book)<\/p>\n<\/div>\n\n\n\n A bias incident is conduct, expression, or behavior that is perceived to be motivated, in whole or in part, by prejudice or bias toward an individual’s or group’s actual or perceived identity or protected characteristic. Bias incidents may target characteristics such as race, color, ethnicity, national origin, ancestry, religion, disability, age, sex, gender, gender identity, gender expression, sexual orientation, veteran status, or other protected characteristics.<\/p>\n\n\n\n A bias-related incident may involve protections under federal law<\/strong><\/a>,<\/strong> California law<\/strong><\/a>,<\/strong> Harvey Mudd College policy<\/strong><\/a>, or more than one of these<\/strong>. The protections that apply depend on the circumstances, including whether the concern involves education, employment, housing, campus programs, or other activities.<\/p>\n\n\n\n You do not need to determine which law or policy applies before reporting a concern.<\/strong> The College can help assess the circumstances and identify the appropriate process.<\/p>\n\n\n\n A bias incident may or may not violate College policy or applicable law<\/strong>. Some bias incidents involve conduct that is offensive or harmful but is protected by principles of free expression. Others may constitute discrimination, harassment, or criminal conduct and should be referred to the appropriate institutional process. <\/p>\n\n\n\n The following are examples of conduct that may violate College policy.<\/strong> The College considers the context, nature, frequency, and impact of the conduct, as well as the applicable policy or legal standard, when determining whether a violation has occurred.<\/p>\n\n\n\n Examples:<\/p>\n\n\n\n * This table is a general overview, not an exhaustive statement of every federal or California protection. Laws may apply differently depending on the activity or context and may define protected characteristics in varying ways.<\/p>\n\n\n\nWhat Is a Bias Incident?<\/h2>\n\n\n\n
Examples of Bias-Related Incidents<\/h3>\n\n\n\n
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How to Report<\/h2>\n\n\n\n
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Scope<\/h3>\n\n\n\n
What Happens When a Report is Received <\/h2>\n\n\n\n
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Important Information <\/h2>\n\n\n\n
Supportive Measures<\/h3>\n\n\n\n
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Informal Resolution <\/h3>\n\n\n\n
Formal Resolution <\/h3>\n\n\n\n
Resources<\/h2>\n\n\n\n
Counseling and Wellbeing Resources<\/h3>\n\n\n\n
Community and Identity-Based Resources<\/h3>\n\n\n\n
Confidential Resources<\/h3>\n\n\n\n
Safety and Advocacy<\/h3>\n\n\n\n
Frequently Asked Questions<\/h2>\n\n\n\n
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How to Learn More About Implicit and Explicit Bias<\/h2>\n\n\n\n
Important Definitions <\/strong><\/h2>\n\n\n\n
Bias Incident<\/h3>\n\n\n\n
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Protections Based on Characteristics or Status<\/h3>\n\n\n\n