Northeastern University is committed to providing equal opportunity to its students and employees, and to eliminating discrimination when it occurs.
Northeastern University does not discriminate on the basis of race, color, religion, religious creed, sex, sexual orientation, age, national origin, ancestry, genetics, veteran status or disability status. Moreover, the University will not ignore any form of discrimination or harassment including sexual harassment of any member of the Northeastern community. Nor will Northeastern condone any form of retaliatory activity against any person who brings a complaint of discrimination or harassment or who cooperates in a complaint investigation.
- Every student and employee within the Northeastern University community has:
- The right to bring a complaint of discrimination or harassment
- The duty to refrain from engaging in unlawful discriminatory or harassing behavior
- The responsibility to report discriminatory or harassing behavior which may come to his or her attention
- The obligation to cooperate fully in the investigation of such complaints
The Dean of Institutional Diversity and Equity and/or his designee are responsible for handling questions and concerns regarding the University's non-discrimination/affirmative action policies.
Note: The University reserves the right to address any behavior it considers inappropriate or inconsistent with the University expectations, standards or values, even though such behavior may not rise to the level of discrimination pursuant to this policy or under state or federal law.
Please direct all questions and concerns to:
Donnie Perkins
Dean and Director of Institutional Diversity and Equity
E-mail: d.perkins@neu.edu
or
Naomi Thompson
Assistant Director of Institutional Diversity and Equity
E-mail: n.thompson@neu.edu
Office of Institutional Diversity and Equity
360 Huntington Avenue, 125 Richards Hall
Northeastern University
Boston, MA 02120
(617) 373-2133
(617) 373-4146 fax
(617) 373-5814 TTY
Forms
Intake Form:
One-page form PDF
Statement of Grievance:
Four-page form PDF
Response to Statement of Grievance:
Three-page form PDF
Important Information You Should Know
The following information applies to all complaints of discrimination and harassment brought to the attention of the Dean of Institutional Diversity and Equity under either the informal or formal process. The following policies and procedures apply solely to the complaints concerning discrimination.
Whenever the word "discrimination" is used in these procedures, it is intended to include not only complaints of discrimination, but also complaints of harassment, including sexual harassment, and complaints of retaliatory behavior of any kind.
Confidentiality:
All reasonable efforts shall be made to maintain information concerning complaints, investigations and resolutions on a confidential, need-to-know basis.
Jurisdiction of Affirmative Action and Diversity Office:
If at any time during the course of resolving or investigating a complaint of discrimination, the Dean and Director of Institutional Diversity and Equity and/or his designee determines if a complaint is not within the jurisdiction of the Office of Institutional Diversity and Equity. The Reporter(s) and his/her compalint shall be referred to the appropriate office and the matter shall be considered concluded for the purposes of the Office of Institutional Diversity and Equity.
Note: Because Northeastern is responsible for providing a learning and working environment free from discrimination, the University reserves the right to pursue any complaint of discrimination about which it becomes aware. In addition, if the Dean of Institutional Diversity and Equity determines that the alleged conduct is severe and pervasive, the Dean independently has the discretion to forego attempts at informal resolution and proceed immediately to the formal review process.
Complaints Addressed by Others:
The Dean of Institutional Diversity and Equity reserves the right to decline to investigate any matter that he/she believes is being or has been addressed in a sufficient and reasonable manner by another department or office within the University community.
Against whom may complaints be brought?
Complaints of unlawful discrimination may be brought against any Northeastern student and employee. (Note: These complaint procedures may be used by all Northeastern employees, including those who may be covered under a collective bargaining agreement.)
If your complaint concerns behavior by a vendor, contractor, visiting professor or some other individual who may not be a member of the Northeastern University community, but who may have a recognized connection to Northeastern, you may bring your concerns to the attention of the Dean of Affirmative Action and Diversity who will assist you.
Note to Students on co-op: If you are experiencing or have experienced discrimination during your Co-op, please report your concerns to your Co-op advisor immediately. He or she will assist you.
Memorializing Complaints:
Complaints do not have to follow a particular form or format. Complaints should be as detailed as possible and should include the following information whenever possible:
- A description of the incident(s).
- Date of the incident(s).
- Your reaction to the incident(s).
- Names of persons who may have witnessed the incident(s) or have other relevant knowledge.
- Names of others whom you know may have experienced the same type of behavior.
- Names of those within the University with whom you have discussed your concerns.
- Any documentation that you may have to support your complaint.
- Your expectation for an outcome.
Filing Deadline:
To ensure that memories are fresh and to provide adequate opportunity for resolution, investigation and response, a complaint of discrimination should be reported as soon as possible and no more than 300 days after the incident occurred.
This time limit may be extended at the sole discretion of the Dean of Institutional Diversity and Equity or the President of the University in the event the Reporter can show that extenuating circumstances prevented him or her from filing the complaint within the 300-day time frame. This filing deadline is consistent with State and Federal anti-discrimination agencies reporting requirements. Complaints filed with the Dean of Institutional Diversity and Equity do not stop the clock or extend the filing deadlines with external Federal and State anti-discrimination agencies.
Failure to Cooperate:
If the Respondent refuses to cooperate and/or respond in a timely manner, the Dean of Institutional Diversity and Equity may forego an investigation and recommend the implementation of corrective action or sanction, or the Dean may take any other action he/she deems necessary and appropriate to address the situation. Failure to cooperate meaningfully in a review of the complaint of discrimination may be grounds for discipline, suspension or termination.
Inaction by Reporter:
If at any time during an investigation, a Reporter declines to cooperate with the Dean of Institutional Diversity and Equity, or if the Dean determines that the Reporter no longer wishes to pursue his/her complaint, the Dean may consider the matter closed and take no further action.
Each Party's Rights and Responsibilities:
The University's grievance procedures are not designed to replicate an external judicial process. Consequently:
The Reporter and Respondents are expected to meet with representatives of the Office of Institutional Diversity and Equity and/or a Review Committee as needed and as requested. Neither the Reporter nor the Respondent may be represented by legal counsel at anytime.
- Legal counsel retained by a Complainant or a Respondent may not participate or be present at any meeting convened by the Dean of Institutional Diversity and Equity, and/or the Review Committee.
- The Respondent and Reporter are expected to communicate with the Dean of Institutional Diversity and Equity and/or the Review Committee directly (not through legal counsel or other intermediaries).
- The Reporter and Respondent have the right to receive notice of all actions, recommendations, determinations and findings made by the Dean of Institutional Diversity and Equity and/or the Review Committee.
Discrimination Complaint Procedure
Northeastern offers two ways to resolve, investigate, and end unlawful discrimination and to prevent retaliation against those who bring a complaint or cooperate with a complaint investigation.
Both the informal and the formal procedures are intended to balance the rights of those bringing complaint of discrimination, harassment and retaliation (the "Reporter") with those against whom suc claims are brought (the "Respondent").
Students and employees are strongly encouraged (but are not required) to use the infomal process for resolving their complaint prior to proceeding with the formal process.
A. Informal Resolutions Process
Problems are often easier to discuss and to resolve in an infomal atmosphere. The University's Informal Resolution Process offers a way to discuss, evaluate and resolve a complaint of discrimination without initiating a comprehensive formal review.
In keeping with the nature and spirit of informal resolution, no official findings of facts are made about the existence of discriminatory behavior. Rather, emphasis is placed on:
- Identifying the source of the problem(s) between the parties.
- Exploring ways the complaint can be resolved.
- Implementing solutions that not only address the problem(s) at hand effectively,but also eliminatethe posibility of similar ones occuring in the future.
Evaluating the Evidence:
In reaching its findings, the Office of Institutional Diversity and Equity shall evaluate the conduct alleged to have been discriminatory by considering the totality of the circumstances, including the nature, frequency, intensity, context and duration of the conduct. Although repeated incidents would create a strong claim of discrimination, a serious isolated incident can present sufficient grounds for corrective action.
Timeline for Completion:
Absent exigent circumstances, it is expected that the Office of Institutional Diversity and Equity shall issue its findings within thirty (30) business days of the completion of its investigation.
Additional resources:
From time to time, at the discretion of the Dean, the Office of Institutional Diversity and Equity may call upon others inside and outside of the University community for assistance in resolving a complaint of discrimination.
If the informal procedure fails to resolve the matter to the satisfaction of both the Reporter(s) and the Respondent(s), either party may ask that the University conduct a formal review of the complaint.
Steps in the informal resolution process:
The following steps shall be taken in an effort to resolve complaints in an informal manner.
Step 1
Upon receipt of a complaint, the Dean of Institutional Diversity and Equity shall notify and meet with the Respondent to discuss it.
Note: During the informal process, the Reporters are strongly encouraged to submit their complaints in writing but they are not required to do so. If Reporters wish to put their complaint in writing, but need some assistance, discuss your need with the Dean of Institutional Diversity and Equity. Respondents are also encouraged to put their responses in writing but they are not required to do so.
Step 2
In an effort to fully understand the facts and positions of both the Reporter(s) and the Respondent(s), the Dean of Institutional Diversity and Equity shall take whatever steps he deems necessary and proper to gather additional information from the parties or from others in the University community.
Step 3
The Dean of Institutional Diversity and Equity shall make every reasonable effort to resolve the matter informally. Informal resolution may take any form that is acceptable to the parties and to the University.
It may, for example, take the form of:
- Separate meetings with the Reporter(s) and Respondent(s)
- Joint meetings between the Reporter(s) and Respondent(s) with the affirmative action officer serving as a facilitator
- A meeting with the Reporter(s) and/or Respondent(s)
- A written agreement or memorandum of understanding signed by one or both of the parties
- Mandated trainings in the areas of discrimination for the Respondent or the departmental unit
- A verbal warning to Respondent(s)
- A written warning to Respondent(s)
- No further action at the the request of the Reporter(s)
This list is not exhaustive and another form of resolution may be appropriate although it is not listed here.
In keeping with the nature of the informal process, the Dean of Institutional Diversity and Equity is not required to prepare and distribute a written report of each complaint, investigation and resolution. At the end of the informal process, any one of the following actions may be taken:
- The Dean Institutional Diversity and Equity may place a confidential written report in its file.
- The Dean of Institutional Diversity and Equity may prepare and distribute a written report to the Reporter, Respondent or any other person who may have need to know how the complaint was resolved.
- The Dean of Institutional Diversity and Equity may refer the matter to another department or administrator in the University for further review.
Step 4
If the Dean of Institutional Diversity and Equity cannot resolve the complaint to the satisfaction of the reporter(s) and the respondent(s), either party (or both) may request within 10 University business days after the Dean of Institutional Diversity and Equity has communicated its proposed resolution to the parties that a formal investigation be commenced by the appropriate University officials pursuant to the University's grievance procedures. This deadline will be strictly enforced and the University will consider the matter closed if the deadline is missed.
Within 15 business days of receipt of the request for formal review, the Dean of Institutional Diversity and Equity shall prepare a written report memorializing both parties' positions, the attempts that were made to resolve the matter, the reasons why the proposed resolution(s) did not work, and any other relevant information that may be useful to investigators in the formal process.
B. The formal review process
The Reporter(s) may elect to proceed immediately with a formal review of his/her complaint of discrimination. Reporters are not required to explore an informal resolution prior to proceeding with a formal review.
A formal review typically entails conducting an investigation and fact-finding, determining whether sufficient credible evidence exists to support the allegation(s) and if so, making a recommendation for corrective action to the Respondent's department head or dean, as appropriate.
If the parties utilized the University's informal process, the Dean of Institutional Diversity and Equity may consider the statements, materials and information submitted and gathered during that process.
Steps in the formal review process:
Step 1
The Dean of Institutional Diversity and Equity shall forward a copy of the complaint to the Respondent(s).
The Dean of Institutional Diversity and Equity shall meet individually with the Reporter(s) and the Respondent(s) to review the procedures and to advise the Respondent(s) that he/she has fifteen (15) business days within which to submit a written response, which will be shared with the Reporter(s).
Step 2
The Dean of Institutional Diversity and Equity shall meet with the Reporter(s) and the Respondent(s) as needed to consider their positions and to ascertain facts. The Reporter(s) and the Respondent(s) each shall have the right to submit documentation in support of their positions and to review all documentary evidence presented.
The Reporter(s) and Respondents(s) may also submit the names of individuals they believe have knowledge or information relevant to the complaint. The Dean of Institutional Diversity and Equity may, in his/her discretion, meet with anyone he/she believes has information that may be useful to the investigation.
Step 3
Upon conclusion of its investigation, the Dean of Institutional Diversity and Equity shall prepare a written report. This report shall contain the Reporter's allegation(s), the Respondent's response, the Dean's findings (including an evaluation of the credibility of the parties and witnesses), the evidence that supports the findings and recommendations for corrective action, and/or sanctions if evidence supports the Reporter's allegations. [A copy of the report shall be shared with the Reporter(s), the Respondent(s), and with anyone else within the University whom the Dean of Institutional Diversity and Equity believes should be made aware of the findings and conclusions.]
Step 4
If the Evidence supports the Allegations
The Dean of Institutional Diversity and Equity shall recommend corrective action if sufficient, credible evidence to support the allegation of discrimination is found. Corrective action may include, but is not limited to: reprimand, mandatory counseling, probation, suspension, termination of employment, non-renewal of contract or involuntary withdrawal from a program of study.
The Dean of Institutional Diversity and Equity may also refer the matter to another department or administrator in the University for further review.
If the Allegation is not supported
If the Dean of Institutional Diversity and Equity determines that there is insufficient credible evidence to support the allegation(s) of discrimination, the complaint shall be dismissed, the matter shall be concluded and the University shall take no further action.
There is no right of appeal when the Office of Institutional Diversity and Equity determines that there is insufficient reasonable, credible evidence to support the allegation(s) of discrimination.
Appealing a Finding of Discrimination
A Respondent may appeal a finding of discrimination, but may not appeal a recommendation for corrective action. A Reporter has no right of appeal under these procedures.
Giving notice of appeal:
A Respondent wishing to appeal a finding of discrimination must give written notice to the Dean of Institutional Diversity and Equity within 10 business days of the date the Office of Institutional Diversity and Equity issues its report.
Review by a committee:
Appeals shall be considered by a review committee consisting of three (3) individuals who shall be selected by the Dean of Institutional Diversity and Equity. These individuals shall be drawn from a standing panel of 10 to 20 persons appointed by the President who have received appropriate training under the auspices of the Office of Institutional Diversity and Equity. Members of the panel shall serve two-year staggered terms with half of the members appointed each year.
Conflicts of interest:
The Dean of Institutional Diversity and Equity shall solicit information from each prospective panel member concerning any factors that might prejudice an objective evaluation of the evidence and shall disqualify any potential member if a conflict or potential conflict emerges.
The Dean of Institutional Diversity and Equity shall notify the parties of the selected review committee. If a Reporter or Respondent desires to raise concerns about the objectivity of a member of the review committee, he or she shall raise those concerns with the Dean of Institutional Diversity and Equity within three (3) days of learning the identities of those selected for the review committee.
Steps in the Appeal Procedure:
Step 1
The Dean of Institutional Diversity and Equity shall convene the first meeting of the review committee, and shall make available to all committee members materials and information compiled during its investigation of the complaint.
Step 2
After the initial meeting, the committee members shall arrange a schedule of meetings, and shall meet individually with the Reporter(s) and the Respondent(s).
Step 3
Upon conclusion of its interviews with the Reporter(s) and the Respondent(s), and its review of the record, the review committee shall determine whether the findings made by the Dean of Institutional Diversity and Equity are supported by sufficient, reasonable, credible evidence.
If the review committee concludes that there is sufficient, reasonable, credible evidence to support the findings of the Dean of Institutional Diversity and Equity, that conclusion shall be communicated to the Dean in a written report. After distributing a copy of the committee's written report to the Reporter(s) and the Respondent(s), the Dean of Institutional Diversity and Equity shall immediately transmit to the Respondent's department head or dean, as appropriate, the corrective action it initially recommended.
If the review committee concludes that there is insufficient reasonable credible evidence to support the findings made by of the Dean of Institutional Diversity and Equity, the committee shall communicate its conclusion and grounds therefore in a written report to the Dean and shall send a copy of the committee's report to the Respondent(s) and the Reporter(s). The matter shall then be considered concluded and the University shall take no further action. No corrective actions shall be taken. No further appeals are available or will be allowed.
Federal and State Anti-Discrimination Agencies
Equal Employment Opportunity Commission (EEOC)
John F. Kennedy Federal Building
475 Government Center
Boston, MA 02203
Phone: (617)565-3200 or 1-800-669-4000
Fax: (617)565-3196
TTY: (617)565-3204 or 1-800669-6820
Website: http://www.eeoc.gov/boston
Massachusetts Commission Against Discrimination (MCAD) 1 Ashburton Place
Boston, MA 02108-1518
Phone: (617)727-3990
Fax: (617)720-6053
TTY: (617)720-6054
Website: http://www.state.ma.us/mcad/
U.S. Department of Labor (DOL)
Employment Standards Administration
Office of Federal Contract Compliance Programs
James R. Turner, Regional Director
201 Varick St., Room 750
New York, NY 10014
Phone: (646)264-3170
Fax: (646)264-3009
Email: mxf@nyc.dol-esa.gov
Website: http://www.dol.gov/esa/ofccp/index.htm
Office for Civil Rights (OCR)
U.S. Department of Education
J.W. McCormack Post Office and Courthouse
Room 701, 01-0061
Boston, MA 02109-4557
Phone: (617)223-9662
Fax: (617)223-9669
TTY: (617)223-9695
Email: OCR_Boston@ed.gov
Website: http://www.ed.gov/offices/OCR