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Bias-Incident Reporting Process

An aerial view of D'Youville College campus.

By reporting bias-related incidents, you are helping D’Youville create a safe and respectful learning environment, where everyone can grow and thrive.

D’Youville is committed to providing an environment where every person is treated with dignity and respect. We believe that every student, administrator, staff and faculty member, and visitor has the right to be in a safe and secure environment where education and growth can flourish.

REPORT A BIAS-RELATED INCIDENT

RESPONSE PROCESS

Process flow chart

 Contact Us 

For questions related to Code of Conduct judicial processes and procedures:

Benjamin Grant
Chief Student Affairs Officer
grantb@dyc.edu

For questions related to bias response related processes and procedures:

Nathan Marton, 
Vice President for Operations
martonn@dyc.edu 

Bias Incident Response Process (PDF)


Frequently Asked Questions

What is a bias-related incident?

A bias-related incident is a verbal, written, or physical act of intolerance or prejudice that does not involve a criminal act or violence and lacks a reasonable relationship to an educational, political, and/or artistic end. Bias-related incidents are motivated, in whole or in part, by the alleged offender’s bias against an actual or perceived aspect of diversity, including, but not limited to, age, ancestry or ethnicity, color, disability, gender, gender identity or expression, immigration or citizenship status, national origin, race, religion, sexual orientation, or socioeconomic status.

What are some examples of bias-related incidents?

Examples of bias incidents include but are not limited to hate speech, microaggressions, stereotyping, homophobic or sexist jokes, racist epithets, religious slurs, demeaning remarks on social media, racially-themed parties, derogatory remarks, hate symbols, defacement and/or vandalism.

What if the bias-related incident involves an employee?

Any reports of bias-related incidents involving employees will be directed to Human Resources. Human Resources, with assistance in some cases from other members of the administration, will conduct an investigation to determine the appropriate response, if any, which may include remedial and/or disciplinary action.  In addition, any alleged violations by employees of the College’s policies against unlawful discrimination and/or harassment, will be reviewed under those policies.

What policies address bias-related incidents?

Please refer to the Anti-Bias policy within our Student Code of Conduct.

How can I report a bias-related incident?

 Everyone is encouraged to immediately report all types of bias-related incidents precipitated by intolerant behaviors. 

In the case of physical confrontation, assault, threat, or injury, resulting from a bias-related crime, contact Campus Safety immediately by calling 716-829-7777 or accessing the Red & Blue Emergency Phone System across campus. 

For all other bias-related incidents, please utilize the D’Youville Incident Reporting Form

What happens when a bias-related incident report is submitted?

Each report of bias is reviewed by a Bias Review Board, comprised of D’Youville employees. If it is determined that a bias related incident has occurred, actions and responses will be made on a case-by-case basis as appropriate to the incident in question.

Responses to bias-related incidents may include, but are not limited to, educational opportunities, dialogue, and/or competency trainings for the individuals and groups involved, as well as for other members of the campus community when reporting patterns suggest broader issues that move beyond the immediate incident. Responses may also include suspension, expulsion, or referral to law enforcement, in accordance with all federal, state and local laws. Further details can be seen on our process chart.

Who can submit bias-related incident reports?

 Anyone.

Will every bias-related incident report be investigated?

 Yes.

Will the results of an investigation be shared or publicized?

During processes such as these, the Family Educational Rights and Privacy Act (FERPA) legally binds us from sharing specific details related to incident responses and student records. Though that may not satisfy the desire for more public information, please know that as these incidents are brought to our attention, D’Youville will be swift, thorough, and will not tolerate bias-related or racist behavior of any sort.