Each investigation is guided by the need to balance the remedy of unlawful discrimination and harassment with principles of fairness, due process and confidentiality.
Equity, Diversity and Inclusion's (EDI) investigation will generally include the following steps:
- Meeting or speaking with the person reporting discrimination or harassment
- Notifying the supervisor of the person accused of discrimination or harassment about the investigation
- Meeting with the person accused of discrimination or harassment in order to explain the allegations and obtain his or her response
- Reviewing any relevant documents, policies or other information submitted by the parties to the complaint
- Interviewing third-party witnesses
- Holding a follow-up meeting with the person reporting discrimination or harassment to explain the responses to the claims
- Making a finding and/or recommendations based on the investigation
With or without an investigation, EDI can work with the parties to assist in resolving a complaint. When appropriate, parties can also elect to work toward a remedy through conflict resolution.
An investigation can result in the following:
- A remedy or resolution to the complaint, with or without a finding of violation of University policy;
- A conclusion that there is insufficient evidence to support a finding of a violation of University policy;
- A decision by the person reporting discrimination not to proceed with an investigation or to withdraw the complaint. EDI will close the complaint unless there are issues that require further remedial action;
- A finding that there is sufficient evidence to support a finding of a violation of University policy. EDI will work with the unit or department to remedy the situation.
Cases involving alleged misconduct and/or criminal action may also result in a referral to University Police, Employee Relations or Judicial Affairs.