University Procedures on Discrimination Complaints
I. Discrimination Complaints Brought Within Hopkins
The University is prepared to receive and resolve complaints of discriminatory treatment that are brought to the attention of any University administrative officer by members of the Hopkins community. The University encourages any individual who has a complaint of discrimination to bring the matter to the immediate attention of the Vice Provost for Institutional Equity (the Vice Provost), or his designee, the Director for Equity Compliance & Education (the Director). Supervisors, department heads, directors, or Human Resources personnel or others who receive complaints of discrimination should refer the matter to the Vice Provost or the Director immediately so that an investigation into the facts and circumstances may begin. The Director will coordinate the investigation and resolution of the complaint with affected parties, departments, and offices of Human Resources and will prepare appropriate documentation of the measures taken to ascertain the facts and circumstances pertinent to the complaint. The Director will consult with the parties involved in the dispute and make recommendations for the resolution of the complaint to the offices of Human Resources, affected departments and/or divisions, and the Office of the General Counsel.
Inquiries regarding procedures on discrimination complaints may be directed to the Vice Provost, or the Director, Garland Hall 130, Homewood Campus, 410-516-8075.
II. Discrimination Complaints Filed With Government Agencies
Present or former University faculty members, staff members, students, or applicants to University education programs or employment who believe that they have been discriminated against may file a charge of discrimination with various local, state and federal U.S. government agencies. Agencies receiving such complaints notify the University that a charge has been filed and commence an investigation. The most likely agencies from which such complaints may emanate include the Equal Employment Opportunity Commission, the Office of Federal Contract Compliance Programs of the Department of Labor, the Maryland Commission on Human Relations, the Baltimore Community Relations Commission, the D.C. Department of Human Rights, and the Office for Civil Rights of the Department of Education. These complaints may allege that the University has violated laws prohibiting discrimination or harassment on the basis of gender, marital status, pregnancy, race, color, ethnicity, national origin, age, disability, religion, sexual orientation, veteran status or other legally protected characteristic. The prompt investigation of complaints of discrimination must be given priority, as they place the University, its officers, agents, employees and students at considerable legal risk.
Notification of a discrimination complaint may be mailed by a government agency to any University department; accordingly, it is imperative that department heads and directors be aware of their responsibility to contact immediately the Vice Provost for Institutional Equity, or the Director for Equity Compliance & Education, Garland Hall 130, Homewood Campus, 410-516- 8075, or the Office of the General Counsel, Garland Hall 113, 410-516-8128 if a discrimination complaint is received.
III. Procedures Applicable to both Internal and External Complaints of Discrimination
Inherent in the University's own policy of nondiscrimination is the obligation to make every effort to achieve a prompt and equitable resolution of all complaints. Complaint resolution is the shared responsibility of the Office of Institutional Equity, the Office of the General Counsel, the offices of Human Resources and the department or program within which the charge arose. In this effort, cooperation is required of all persons responsible. The Vice Provost, or his designee, will work with the various department representatives to investigate complaints, obtain required information and prepare a response to the charge directed toward resolution of the matter. Confidentiality must be maintained, and there should be no oral or written response to the complaint or to inquiries from the media without coordination with the Office of the General Counsel or the Office of Institutional Equity. Moreover, no action should be taken which could be construed as retaliation for the filing of the complaint.