9 | STEVENS EMPLOYEE MANUAL 2.2 REPORTING DISCRIMINATION, HARASSMENT, BIAS INCIDENTS, OR RETALIATION 2.1 EQUAL EMPLOYMENT OPPORTUNITY; DISCRIMINATION, HARASSMENT AND BIAS; GENDER- BASED AND SEXUAL MISCONDUCT; RETALIATION Stevens is committed to equality of opportunity and creating a campus climate that supports, nurtures and rewards educational and career advancement on the basis of ability and performance. Stevens recognizes the dignity of each member of its community and believes that each member has a responsibility to promote respect and dignity for others so that all members of the community are free to pursue their goals in an environment free from discrimination, harassment and bias on the basis of any individual’s race, color, religion, creed, sex, national origin, nationality, citizenship status, age, ancestry, marital or domestic partnership or civil union status, familial status, affectional or sexual orientation, atypical cellular or blood trait, genetic information, pregnancy or pregnancy-related medical conditions, disability, protected military or veteran status or any other characteristic protected by state or federal law. In addition, Stevens provides equal employment opportunity and makes the benefits and services of its educational and research programs available to employees, students and applicants without discrimination based on the above-referenced characteristics. Further, Stevens is committed to maintaining a safe and nondiscriminatory learning environment that is free of gender-based and sexual misconduct, including sexual harassment, sexual assault, dating violence, domestic violence and stalking. Retaliation against anyone involved in making a good faith report under any of the policies described in this Manual, participating in a report or investigation process or otherwise providing information regarding allegations of misconduct is prohibited and will not be tolerated. The university recognizes that retaliation can take many forms, may be committed by or against an individual or group and that a third party may also be the subject of retaliation. Anyone found to have engaged in retaliation shall be subject to discipline including potential dismissal from university employment. A finding of retaliation does not require a finding of wrongdoing under any particular university policy. For more information, please refer to Stevens’ Equal Employment Opportunity Policy Statement, Policy on Discrimination, Harassment and Bias Incidents and Title IX Policy in the Policy Library. Any member of the university community who believes that they have been subject to discrimination, harassment, a bias incident or retaliation or who has witnessed clear circumstances of discrimination, harassment, bias or retaliation, should report it. Students should report conduct or incidents to the Office of the Vice President for Student Affairs or via the “Submit a Public Concern” link on myStevens. Employees should report such conduct or incidents to their supervisor or the Vice President for Human Resources or via the “Submit a Public Concern” link on myStevens. PART 2: EQUAL EMPLOYMENT OPPORTUNITY
