The policy of Bowling Green State University is that racial and ethnic harassment will not be condoned. Moreover, the University will use its influence to encourage the community-at-large to treat its students, faculty and staff and affiliated visitors in a manner consistent with the principles of this policy. The policy is in keeping with the spirit and intent of federal, state, municipal and University guidelines governing racial discrimination.

1. Definition
Racial and ethnic harassment constitutes any physical or verbal behavior that subjects an individual to an intimidating, hostile or offensive educational, employment or living environment. Such harassment:

A. Denigrates or stereotypes an individual because of his or her racial or ethnic affiliation;

B. Demeans or slurs an individual through pictorial illustrations, graffiti or written documents or material because of his or her racial or ethnic affiliation;

C. Makes unwarranted and disparaging references or innuendoes in attributing an individual’s personal conduct, habit or life-style due to his or her racial or ethnic affiliation.

2. Regulations

A. It is a violation of University policy and the Code of Student Conduct for any member of the faculty, administrative and classified staff or student body to engage in harassment as defined above.

B. It is a violation of University policy to retaliate against anyone bringing forth an honestly perceived complaint of racial or ethnic harassment.

3. Responsibilities

A. On a University-wide basis, the Office of Equity and Diversity (705 Administration Building) is responsible for the coordination and implementation of Bowling Green State University’s Racial and Ethnic Harassment Policy. This office will serve as the resource with regard to all matters of this nature.

B. Each dean, director, department chair and administrative head of an operational unit is responsible for the dissemination and implementation of this policy within his or her area of responsibility. Persons at this level are also responsible for referring reported unresolved incidents of racial and ethnic harassment to the Office of Equity and Diversity.

C. It is expected that each faculty member, administrative staff member and classified staff member will ensure adherence to this policy within his or her area of responsibility. Such efforts are largely a matter of good faith.

D. It is the responsibility of all members of the University community to discourage harassment, report such incidents and cooperate in any investigation which might result.

4. Grievance Operating Procedures

A. Operating procedures for processing complaints of racial and ethnic harassment or other forms of discrimination prohibited by University policies are available in the Office of Equity and Diversity (705 Administration Bldg.) and the Office of the Dean of Students (301 Bowen-Thompson Student Union). These procedures may also be found on the University Web site for the Office of the Dean of Students (www.bgsu.edu/offices/sa/life) and for the Office of Equity and Diversity (www.bgsu.edu/offices/oed/index.html).

The procedures are designed to be an efficient and effective way of addressing a complaint from a student that some act or incident has abridged that student’s right under University policies to live, learn and work in an environment that is free of harassment, discrimination and intimidation. Allegations of wrongdoing will be investigated fully, as warranted by the facts and circumstances, and every investigation will be conducted under procedures that give full recognition to the rights of all concerned parties. Students are urged to review our policies and procedures and to address any questions that they may have on these issues to the Office of the Dean of Students 301 Bowen-Thompson Student Union 419-372-2843 or the Office of Equity and Diversity 705 Administration Building 419-372-8472.

These procedures outlined below are designed to provide sufficient flexibility in which to address the wide range of incidents which fall under the term “unlawful harassment and discrimination.” They are intended to be responsive to the particular situation at hand and will be investigated as the allegations under review indicate.


B. Principles

In investigating complaints of racial or ethnic harassment, the following principles will be adhered to:

1. Each complaint will be handled on an individual, case-by-case basis, considering the complete record and all relevant circumstances.
   
   
2. Investigation will be conducted as fairly and expeditiously as possible.
   
   
3. In investigating complaints of unlawful racial and ethnic harassment, every effort will be made to ensure confidentiality.
   
   
4. An individual bringing forth an honestly perceived complaint will not suffer any type of retaliation regardless of the outcome of the complaint.
   
   
5. The complaint will be resolved in a manner which is consistent with this policy and also fair and equitable to all parties concerned.
   
   
6. Nothing in this policy should be interpreted as interfering with the practice of academic freedom at Bowling Green State University.
   
   
7. The purpose of this policy is to end racial and ethnic harassment, and therefore it may not be used by a complainant to achieve personal goals not in conformity with the purpose of this policy.