Anti-Bias Policy and Bias Reporting Protocol

Anti-Bias Policy and Bias Reporting Protocol

Introduction

Westminster College is committed to fostering an inclusive campus culture that supports the diversity of our administration, faculty, staff, and student body. This policy advances the College’s strategic plan to achieve excellence in teaching and service by developing and utilizing the full range of human talent.

Consistent with its faith tradition, Westminster College strives to maintain an academic and working environment based on the principle of the dignity and worth of every human being. The College affirms its commitment to freedom from discrimination and bias for all members of the college community. This protection extends to students, faculty, administration, staff, contractors, and visitors to campus, encompassing every aspect of employment and every student and community activity.

Westminster College values freedom of expression and the open exchange of ideas. The expression of controversial ideas and differing views is encouraged, provided it is done in an environment of respect and civility, free of intolerance directed towards individuals or groups (see the Freedom of Expression policy for a full definition of an act of intolerance). The Anti-Bias Policy is not intended to violate the individual rights of any person, including the rights guaranteed by the college’s Freedom of Expression Policy or the First Amendment to the United States Constitution.

Reports that do not constitute a violation of another college policy, such as the Non-Discrimination and Sexual Misconduct Policy, will be addressed under the Anti-Bias Policy.

Defining Bias Incidents

A bias incident can be defined as intentional or unintentional behavior or language, whether written or verbal, that is motivated in whole or in part by bias against an actual or perceived race, color, national origin, sex (including gender, gender identity, or gender expression), ability, age, sexual orientation, religion, creed, ancestry, belief, veteran status, or any combination of these factors. Bias incidents, whether intentional or unintentional, may contribute to creating an unwelcoming environment for individuals and groups and may range from acts considered offensive to actions that cause harm. Bias Incidents may include microaggressions.

Microaggression: Verbal, nonverbal, behavioral, or environmental slights, snubs, or insults, which can be intentional or unintentional, that communicate hostile, derogatory, or negative messages or viewpoints based on actual or perceived membership in a Protected Class.

Examples of Bias Incidents

1. Stereotypical Party Themes
   A student organization hosts a party with a “Mexican Fiesta” or “Ghetto Fabulous” theme where attendees wear sombreros, fake mustaches, or gang-related costumes. These themes mock and stereotype cultural identities, contributing to a hostile and unwelcoming campus environment for Latinx and Black students.
2. Graffiti Targeting Identity Groups
   Someone writes a racial slur or draws a swastika on a dorm whiteboard or bathroom stall. This kind of graffiti attacks specific identity groups and fosters fear among students. If it involves property damage, it may also be considered a hate crime.
3. Classroom Exclusion and Invalidations
   A professor uses only heterosexual couples in relationship examples and ignores or erases the existence of LGBTQ+ individuals. In another case, a student of color shares a personal story related to racial bias, and the instructor dismisses it, saying, “I don’t think race was a factor.” These behaviors marginalize and silence underrepresented voices.
4. Use of Derogatory Language
   A student calls another student a racial or homophobic slur during a heated discussion. Even if said in jest, this language is deeply harmful and reinforces discrimination and exclusion.
5. Written Xenophobia or Racism
   In a writing assignment, a student argues that “immigrants are ruining the country” or refers to a particular ethnic group as “lazy” or “dangerous.” These statements express xenophobic and racist beliefs that perpetuate harmful stereotypes and create an unsafe academic environment.

Oversight and Scope

Student Affairs is charged with the oversight and management of the anti-bias policy, with the responsibility to review all reports to determine whether the reported incident should go through the bias reporting protocol.

For reports involving students, if the conduct may constitute a violation of the Student Code of Conduct, the report will be referred to Student Conduct. For reports involving an employee of the college, if the conduct may constitute a violation of a policy, it will be referred to the Director of Human Resources.

When it is determined that a reported bias incident should be processed through the Bias Reporting protocol. The Bias Education and Response Team (BERT) will convene. The team will work to holistically address incidents on a case-by-case basis to position all parties involved to learn, grow, and repair harm. The team can a) facilitate restorative practices such as conversations/medications, b) provide anti-bias education/programs, and c) facilitate advocacy for systems change when an action plan from a reported incident involves systems-based harm.

The Bias Incident Reporting Protocol is a non-disciplinary, educational initiative designed to support and address bias incidents within our community. The primary goal of the process is to provide guidance, clarity, and an avenue for individuals involved in reported incidents to gain an understanding of the central issues, provide care to those negatively impacted, and offer a mechanism for reporting and informally resolving alleged bias incidents.

This process is not an investigation and does not have any adjudicatory or disciplinary authority. Instead, it aims to:

• Understand the central issue of the reported incident.
• Provide care and support to those negatively impacted.
• Facilitate restorative or transformative processes to mend conflicts.
• Engage in voluntary educational discussions about bias incidents.
• Coach administrators or supervisors.
• Offer recommendations to mitigate the impact of bias.

The Bias Incident Response process cannot:

• Propose or facilitate formal discipline of faculty, staff, or students.
• Terminate faculty or staff.
• Expel or formally discipline students.
• Censor or punish individuals for offensive or repugnant comments that are protected speech.
• Change curriculum.
• Replace difficult conversations between faculty, staff, and students.

In partnership with relevant campus units, the Bias Incident Response protocol connects those who have been targeted by or witnessed an act of bias with appropriate support and resources.

Campus Resources

• Office of Student Affairs: McKelvey Campus Center, 341, (724) 946-7110
• Public Safety: McKelvey Campus Center, 267 and 268, Emergency: (724) 946-7777, Office: (724) 946-7126
• Wellness Center & Counseling Services: Shaw Hall, Ground Floor, (724) 946-7927
• Office of Human Resources: Old Main, Business Office Suite, 203, (724) 946-7247

Steps in the Bias Response Process

Step 1: Submitting a Bias Incident Report
• To report an incident of bias, visit: https://www.westminster.edu/report-incident

• Submissions can be made anonymously.

Step 2: Report Review
• BERT will review the report to determine the nature of the bias incident and assess potential referrals.
• For more details on this process, refer to the:

• Bias Response Decision Tree

Step 3: Development of an Action Plan
• BERT will collaborate with the parties to create an action plan.
• The action plan will include supportive measures and accountability strategies.

Step 4: Action Plan Implementation
• BERT will implement the action plan, focusing on education, support, and harm reduction, as well as referrals to appropriate campus partners.

Step 5: Outcome Follow-up
• BERT will assess the outcome of the response to ensure that appropriate supportive measures and education are in place for harm reduction.

Potential Response Examples

BERT addresses bias incidents through supportive measures and educational programs, in collaboration with impacted parties and campus partners. Action plans are developed in alignment with the desired outcomes of those harmed, while adhering to university policies and accountability strategies.

The following processes support our goals of providing both support and education:

• Harm Reduction: Focuses on understanding the perspectives of those harmed and implementing systemic changes to reduce the likelihood of future harm. This approach may not require direct involvement from the individuals who were harmed or those who caused harm.

• Restorative Practices: Facilitates dialogue between harmed and harming parties to foster mutual understanding and contribute to healthier relationships, communities, and systems.

As part of these efforts, BERT may take the following actions:

• Refer incidents to Student Conduct, Human Resources, or other relevant campus/community resources.
• Coordinate restorative conversations when appropriate.
• Provide ongoing anti-bias education, training, and resources.

In addition, Westminster College is committed to proactive bias prevention and will continue to offer educational opportunities for faculty, staff, and the broader campus community.