About the Office of Institutional Equity
- Office of Institutional Equity
- 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.
The list below is not an exhaustive list of all definitions under the anti-harassment and non-discrimination policy.
“Harassment” is defined as, but is not limited to: a) any type of behavior that is based on 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 and that b) is so severe or pervasive that it interferes with an individual’s work or academic performance or creates an intimidating, hostile, or offensive working or academic environment. Harassment when directed at an individual because of sex, gender, marital status, pregnancy, race, color, ethnicity, national origin, disability, religion, gender identity or expression, or any other protected characteristic under Egyptian law, may include, but is not limited to: unwanted physical contact, bullying, or intimidation of any person(s); use of epithets, inappropriate jokes, comments or innuendos; obscene or harassing telephone calls, e-mails, letters, notes or other forms of communication; and, any conduct that may create a hostile working or academic environment.
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.
“Sexual Assault” is defined to include, but is not limited to the following:
- Sexual penetration without consent: Any penetration of the sex organs or anus of another person when consent is not present or revoked, or cannot be knowingly given as a result of intoxication or other incapacitation; any penetration of the mouth of another person with a sex organ when consent is not present, is revoked, or cannot be knowingly given as a result of intoxication or other incapacitation; or performing oral sex on another person when consent is not present, or cannot be knowingly given as a result of intoxication or other incapacitation. This includes penetration or intrusion, however slight, of the sex organs or anus of another person by an object or any part of the body.
- Sexual contact without consent: Knowingly touching or fondling a person’s genitals, breasts, or buttocks, or knowingly touching a person with one’s own genitals or breasts, when consent is not present, is revoked, or cannot be knowingly given as a result of intoxication or other incapacitation. This includes contact done directly or indirectly through clothing, bodily fluids, or with an object. It also includes causing or inducing a person, when consent is not present, is revoked, or cannot be knowingly given as a result of intoxication or other incapacitation, to similarly touch or fondle oneself or someone else.
- Sexual relations with a minor: Sexual relations with a person under the age of 18 when one of the participants is 18 years of age or older.
Stalking or cyberstalking is engaging in a course of conduct directed at a specific person (in person or through electronic means) that would cause a reasonable person to:
- Fear for their own safety or the safety of others; or
- Suffer substantial emotional distress.
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.
Retaliation is an 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.
Complainant is an individual who makes allegations of misconduct under the anti-harassment and non-discrimination policy
Respondent is an individual accused of misconduct under the anti-harassment and non-discrimination policy.
Consent is 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.
- Employee refers to any person employed by the University in any capacity, whether faculty or staff, graduate teaching or research assistants, regardless of the form of contract.
- Graduate Student refers to any individual who is currently registered or enrolled in a graduate-level or post-doctorate-level course at the University.
- Romantic Relationship is a relationship that involves emotional intimacy or other passionate attachment, characterized by romantic love, whether casual or serious, short or long term, and whether or not consensual. The relationship does not have to include physical intimacy if a romantic relationship exists that is beyond the reasonable boundaries of a collegial or professional relationship.
- Sexual Relationship is a relationship that involves physical intimacy or sexual activity, whether casual or serious, short or long term, and whether or not consensual. A single sexual encounter is considered a Sexual relationship under this policy.
- Student refers to any individual who is currently registered or enrolled in a course of study or an academic program of the University.
- Supervisory of Evaluative Authority is the power to control or influence another person’s employment, academic advancement (including through academic advising or counseling), or extracurricular participation, including but not limited to, hiring, work conditions, compensation, promotion, discipline, admission, instruction, grades, assignments, critique, supervision of theses, recommendations, grant and prize review, financial support, or participation in extracurricular programs.
- Undergraduate Student refers to any individual who is currently registered or enrolled in an undergraduate course of study at the University
Complaint Resolution Process
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.
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.
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.
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.
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
- The university may take actions on an interim basis to ensure the safety of the community. Some of these actions are:
- No contact orders in which one or all parties involved are required not to contact each other
- No trespass orders in which one or multiple parties are directed not to access a university property
- Recommended or mandated counseling for any or all parties
- For students: residential or academic arrangements may be provided to ensure the safety of all parties
- For employees; work schedule and task assignments may be amended
- Interim suspensions for students or administrative leaves for employees may be imposed during the investigation process.
- For students, sanctions may include, but are not limited to:
- No-contact orders
- Restriction of privileges
- Behavioral requirements (e.g. counseling)
- Parental notification
- Course load reduction
- Social probation
- For employees, sanctions may include, but are not limited to:
- Restriction of privileges
- Required counseling, training
- Suspension with or without pay
Rights and Responsibilities
- To be treated with respect by University officials
- To take advantage of campus support resources
- To experience a safe educational and work environment
- To have an advisor (students) or representative (employees), so long as the advisor or representative is not a legal counsel, during the process
- To refuse to have an allegation resolved through informal procedures
- To be free from retaliation
- To have complaints heard in substantial accordance with these procedures
- To reasonable and necessary participation in the process
- To be informed in writing of the outcome of the complaint and, where applicable, sanctions, and the rationale for the outcome