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Equity, Diversity and Inclusion
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Supporting Inclusion for all

The Investigatory Process

Each investigation is guided by the need to balance the remedy of unlawful discrimination and harassment with principles of fairness, due process and confidentiality.

On this page:

Steps in the Investigatory Process

Equity, Diversity and Inclusion's (EDI) investigation will generally include the following steps:

  1. Meeting or speaking with the person reporting discrimination or harassment.
  2. Notifying the supervisor of the person accused of discrimination or harassment about the investigation.
  3. Meeting with the person accused of discrimination or harassment in order to explain the allegations and obtain their response.
  4. Reviewing any relevant documents, policies or other information submitted by the parties to the complaint
  5. Interviewing third-party witnesses.
  6. Holding a follow-up meeting with the person reporting discrimination or harassment to explain the responses to the claims.
  7. 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. 

Possible Outcomes

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, Student Conduct or the Dean of Students Office.

 

Title IX Covered Sexual Harassment

Title IX applies to claims of sexual harassment that include the following:

  • Sexual assault
  • Domestic violence
  • Dating violence
  • Stalking
  • Quid Pro Quo sexual harassment 
  • Sexual conduct that is severe, pervasive and objectionally offensive.

Allegations of sexual misconduct that fall under Title IX will be investigated under UB's Title IX Grievance Procedure for Student Respondents (when a student is the accused party) or Title IX Grievance Procedure for Employee Respondents (when an employee is the accused party). 

Email Legitimacy

The University at Buffalo uses a web-based messaging tool called Maxient. Several units including the Dean of Students Office, Campus Living, Academic Integrity, Equity, Diversity and Inclusion, and Student Conduct use Maxient for the purpose of official email correspondence. Messages from notifications@maxient.com are legitimate.

Retaliation Is Prohibited

Reporting discrimination is considered a "protected activity" by law.  That means that no one can take action against a person for reporting discrimination or participating as a witness in an investigation.  Contact EDI if you have any concerns about possible retaliation.