About the Office

The Office of Institutional Equity (OIE) oversees the University’s centralized initiatives for preventing, reporting and responding to concerns related to discrimination and harassment based on sex, gender, marital status, pregnancy, race, color, ethnicity, national origin, disability, religion, gender identity or expression, and any other characteristic protected by Egyptian law, in accordance with the University's Anti-Harassment and Non-Discrimination Policy

Definitions

The list below is not an exhaustive list of all definitions under the anti-harassment and non-discrimination policy. For more information, refer to the policy

  1. Sexual Harassment: whether between people of different sexes or the same sex, is defined to include, but is not limited to, obscene or harassing telephone calls, e-mails, letters, notes or other forms of communication; unwelcome sexual advances; requests for sexual favors; sexual violence; and other behavior of a sexual nature when: a) submission to such conduct is made implicitly or explicitly a term or condition of an individual’s employment or participation in an education program; b) submission to or rejection of such conduct by an individual is used as the basis for personnel decisions or for academic evaluation or advancement; or c) such conduct has the purpose or effect of unreasonably interfering with an individual’s work or academic performance or creates an intimidating, hostile, or offensive working or educational environment
  2. Sexual Assault: is defined to include, but is not limited to the following:
    1. Sexual penetration without consent
    2. Sexual contact without consent
    3. Sexual relations with a minor
  3. Discrimination: is defined as, but is not limited to, conduct directed at a specific individual or a group of identifiable individuals that subjects the individual or group to treatment that adversely affects their employment or education because of their sex, gender, marital status, pregnancy, race, color, ethnicity, age, national origin, disability, religion, gender identity, or expression, or any other protected characteristic under Egyptian law.
  4. Complainant: an individual who makes allegations of misconduct under the anti-harassment and non-discrimination policy
  5. Respondent: an individual accused of misconduct under the anti-harassment and non-discrimination policy
  6. Stalking or cyberstalking: engaging in a course of conduct directed at a specific person (in person or through electronic means) that would cause a reasonable person to:
    1. Fear for their own safety or the safety of others; or
    2. Suffer substantial emotional distress.
  7. Consent: a knowing, voluntary, and mutual decision among all participants to engage in sexual activity. Consent can be given by words or actions, as long as those words or actions create clear permission regarding willingness to engage in the sexual activity. Consent cannot be inferred from silence, passivity, acceptance, or lack of resistance alone; A current or previous dating or sexual relationship (or the existence of such a relationship with anyone else); attire; consent given to one person does not imply consent to engage in sexual activity with another person; or consent previously given (i.e., consenting to one sexual act does not imply consent to another sexual act). Consent is ineffective if the person is incapacitated. 
  8. Retaliation: adverse action taken against an individual in response to, motivated by or in connection with an individual’s complaint of discrimination or discriminatory harassment, participation in an investigation of such complaint and/or opposition to discrimination or discriminatory harassment in the educational or workplace setting.

Grievance Process

1. Report

speakup-pillars

2. Notification

speakup-pillars

3. Investigation

speakup-pillars

4. Decision

speakup-pillars

5. Appeal

speakup-pillars

1. Report

An individual who believes that the policy has been violated should submit a complaint. The Title IX Coordinator will make an initial determination as to whether there is sufficient information to suggest that a policy violation may exist.

2. Notification

The University implements interim and/or protective actions upon notice of alleged discrimination, harassment, and/or retaliation. A notice of charges will be provided to the Respondent. If the respondent is an employee, the notice may also be shared with the employee's supervisor or area head.

3. Investigation

The Title IX Coordinator will appoint one or more investigators to conduct the fact-finding for the case. The role of the investigator will be to gather, assess, and synthesize the relevant evidence in a report that sets forth the facts.

4. Decision

The decision-makers will review the investigation report and convene to deliberate and render a decision regarding whether or not the Respondent has violated the Policy by a "preponderance of the evidence". Regardless of the outcome of the investigation, both parties will be notified of the finding of the investigation simultaneously in writing.

5. Appeal

The complainant and respondent both have the right to appeal a determination of responsibility on the limited grounds of:

a. a procedural error or omission that significantly impacted the outcome;

b. new evidence, unknown or unavailable during the investigation, that could substantially impact the finding or sanction. A summary of this new evidence and its potential impact upon the investigation must be included in the appeal;

c. The severity of the sanction(s) imposed exceeds the nature of the policy violation.

Interim Actions and Sanctions

  1. Interim Actions: The university may take actions on an interim basis to ensure the safety of the community. Some of these actions are: 
    1. No contact orders in which  one or all parties involved are required not to contact each other
    2. No trespass orders in which one or multiple parties are directed not to access a university property
    3. Recommended or mandated counseling for any or all parties 
    4. For students: residential  or academic arrangements may be provided to ensure the safety of all parties
    5. For employees; work schedule and task assignments may be amended 
    6. Interim suspensions for students or administrative leaves for employees may be imposed during the investigation process.
  2. Sanctions
    1. For students, sanctions may include, but are not limited to:
      1. Warnings 
      2. No-contact orders
      3. Restriction of privileges 
      4. Behavioral requirements (e.g. counseling)
      5. Parental notification
      6. Course load reduction
      7. Social probation
      8. Suspension 
      9. Expulsion
    2. For employees, sanctions may include, but are not limited to:
      1. Warnings
      2. Restriction of privileges 
      3. Required counseling, training
      4. Demotion 
      5. Reassignment
      6. Suspension with or without pay
      7.  Termination

Rights and Responsibilities

Both complainants and respondents will be afforded the following rights: 

  1. To be treated with respect by University officials 
  2. To take advantage of campus support resources 
  3. To experience a safe educational and work environment 
  4. To have an advisor (students) or representative (employees), so long as the advisor or  representative is not a legal counsel, during the process 
  5. To refuse to have an allegation resolved through informal procedures 
  6. To be free from retaliation 
  7. To have complaints heard in substantial accordance with these procedures 
  8. To reasonable and necessary participation in the process 
  9. To be informed in writing of the outcome of the complaint and, where applicable, sanctions, and the rationale for the outcome