Discrimination & Harassment

Acts of discrimination and harassment are contrary to the community standards and ideals of our university. If you have experienced discrimination or harassment, been witness to a situation, or just need to talk, we encourage you to seek support.

Yale does not tolerate discrimination or harassment on the basis of sex, sexual orientation, gender identity or expression, race, color, national or ethnic origin, religion, age, disability, status as a special disabled veteran, veteran of the Vietnam era or other covered veteran.

Discrimination and Harassment Resource Coordinators are community members with the responsibility to receive concerns and offer advice and guidance related to diversity and inclusion, discrimination and harassment, and equal opportunity. Discrimination and Harassment Resource Coordinators may also help facilitate an informal resolution. This may be an individual’s best “first stop” in discussing a concern related to discrimination, harassment, or retaliation, as Discrimination and Harassment Resource Coordinators will be knowledgeable about resources specific to their school or college. Contact details for the Graduate School's Discrimination and Harassment Resource Coordinators can be found below.

Discrimination

Discrimination means treating an individual adversely in university admissions or in the conduct of educational programs or employment based on sex, sexual orientation, gender identity or expression, race, color, national or ethnic origin, religion, age, disability, status as a special disabled veteran, veteran of the Vietnam era or other covered veteran, or membership in any other protected classes as set forth in Connecticut and federal law (“protected characteristics”).

Harassment

Harassment means subjecting an individual to objectively offensive, unwelcome conduct based on any of the protected characteristics, when such conduct (i) is severe, persistent, or pervasive and (ii) has the purpose or effect of unreasonably interfering with the individual’s work, academic performance or participation in university activities or creates an intimidating or hostile environment.  Harassment may be found in a single severe episode, as well as in persistent behavior.  Harassment is evaluated using a “reasonable person” standard.

Retaliation

Retaliation means any adverse action taken against a person who has reported a concern, filed a complaint, and/or participated in an investigation pursuant to this policy.  Retaliation includes conduct that would discourage a reasonable person from engaging in activity protected under this policy.  Retaliation may be present even where there is a finding of “no responsibility” on the underlying allegations of Discrimination or Harassment.  Retaliation does not mean good faith actions lawfully pursued in response to a report of Discrimination or Harassment.  In determining whether an act constitutes Retaliation, the context of the act will be considered, including the individual’s exercise of free expression in accordance with Yale’s free expression policies.

Formal complaints of discrimination or harassment against a GSAS student are governed by the Graduate School's Disciplinary Procedures.

Formal complaints of discrimination or harassment brought against a faculty member are governed by the Faculty Standards of Conduct process.

Formal complaints of discrimination or harassment brought against a staff member may be referred to the Office of Institutional Equity & Accessibility and/or Human Resources.