• Title IX

    If you believe that you or your child have experienced discrimination, discriminatory harassment, or sexual harassment/violence at school, you have the right to file a formal Title IX complaint. Incidents falling under Title IX are addressed by the Equity Department in the Office of the Associate Superintendent. Once a complaint has been submitted, you will receive confirmation from the Title IX Office within 24-48 business hours.

    ABOUT TITLE IX

    The purpose of the Title IX Grievance Procedure is to provide a prompt, fair, and impartial response to Formal Complaints made under any of the following CSD’S Board Policies GAEB, IDFA, JAAR1&2, JCAC, or JCAC R(1).  (“Title IX Policy”). Specifically, this process will address Formal Complaints of sexual harassment, gender-based harassment, sexual assault, dating violence, stalking, and retaliation, in addition to sexual exploitation (grooming), and the provision of alcohol and/or other drugs for purposes of prohibited conduct. It also prohibits unequal access to athletic programs based on sex, discrimination based on sex, including pregnancy, and discrimination related to actual or perceived sexual orientation and gender identity.

    The District will investigate the allegations in your formal complaint. If the conduct alleged in the formal complaint would not constitute sexual harassment as defined herein, even if proven, or, did not occur in the District's education program or activity or in the United States, then the District shall dismiss the formal complaint with regard to that conduct for purposes of sexual harassment under Title IX.

    Such a dismissal, however, does not preclude action under another provision of the District’s policies.

    An informal Title IX resolution is an alternative to a formal Title IX resolution. The informal resolution process is intended to create a facilitated resolution acceptable to both the Complainant (student alleging harm) and Respondent (student accused of harm). As a component of the informal resolution process, a Respondent must accept responsibility for the harm or impact caused by the prohibited conduct alleged in the formal complaint.

    More about informal resolutions may be found in the informal resolution section below.

    IS IT TITLE IX?

    You may submit a formal Title IX complaint at any time. However, if you are trying to determine whether your incident fits within the Title IX framework, consider the following information.

    UNDERSTANDING SEXUAL DISCRIMINATION: HARASSMENT, SEXUAL VIOLENCE AND GENDER/SEX DISCRIMINATION

    Students and staff are protected against sex/gender discrimination, including sexual harassment and/or sexual violence, by anyone in any school program or activity, including on the school campus, on the school bus, or off-campus during a school-sponsored activity. 

    SEXUAL HARASSMENT

    Sexual Harassment is defined as unwelcome behavior or communication that is sexual in nature and substantially interferes with a student's educational performance, educational program, or activity, or creates an intimidating or hostile educational or employment environment. This can include:

    • Offensive, severe, and/or frequent remarks about a person's sex
    • Harassment of a sexual nature which interferes with an individual's right to an education and participation in a program or activity
    • Being led to believe that one must submit to unwelcome sexual conduct or communications in order to gain something in return, such as a grade, a promotion, a place on a sports team, or any educational or employment decision

    Examples that may constitute sexual harassment:

    • Pressuring a person for sexual favors
    • Unwelcome touching of a sexual nature
    • Distributing sexually explicit texts, e-mails, pictures, or videos
    • stalking or obscene phone calls, texts, emails, or gestures
    • sexually suggestive jokes, whistles, catcalls, or innuendos
    • Making sexual jokes, rumors, or suggestive remarks
    • Physical violence, including rape and sexual assault
    • Humiliating or degrading comments or conduct of a sexual nature.
    • Conditioning the provision of a promotion on an individual's participation in unwelcome sexual conduct

    SEXUAL VIOLENCE

    Sexual Violence is defined as a form of prohibited sexual behavior that substantially interferes with a student's educational performance, educational program, or activity, or creates an intimidating or hostile educational or employment environment. This can include:

    • Sexual abuse or assault, battery, or coercion
    • Unwanted sexual contact that stops short of rape or completed rape
    • Use of force or manipulation of unwanted sexual activity
    • Physical acts where a person is incapable of giving consent or is against a person's will

    Below are some examples of conduct that may constitute sexual violence:

    • Sexual assault, battery, or coercion
    • Attempted or completed rape
    • Inappropriate touching
    • Physical and/or aggressive sexual advances
    • Sexual acts without consent, including when someone is incapable of giving consent

    GENDER/SEX DISCRIMINATION

    Gender Discrimination is defined as discrimination or harassment based upon one's gender (sex) that substantially interferes with a student's educational performance, educational program, or activity, or creates an intimidating or hostile educational or employment environment. This definition includes pregnancy, and actual or perceived sexual orientation and gender identity. This can include:

    • Unfair treatment, attitudes, or behaviors towards an individual based upon their perceived or actual gender (sex), perceived or actual pregnancy status, and perceived or actual sexual orientation.
    • Sexism, sexist attitudes, and sex stereotyping
    • Inequitable athletic programs or activities offered to some genders and not others

    Below are some examples of conduct that may constitute gender discrimination::

    • gender-based bullying
    • derogatory or sexist remarks
    • gender discrimination in an activity, athletics, program, office, or classroom
    • Failure to provide equal access to a school’s athletic programs including club, intramural, and intercollegiate teams. 
      • Title IX requires the equal treatment of female and male student-athletes in the provisions of: 
        • equipment and supplies
        • scheduling of games and practice times
        • travel and daily allowance/per diem
        • access to tutoring
        • coaching
        • locker rooms, practice, and competitive facilities
        • medical and training facilities and services
        • publicity and promotions
        • support services 
        • recruitment of student-athletes

    Report sexual discrimination/harassment/violence or gender/sex discrimination to the school principal, any staff member, or the district's Title IX Coordinator, listed in the contact section.

     

    THE PROCESS (HOW TO FILE A FORMAL TITLE IX COMPLAINT)

    STEP ONE - INITIAL ASSESSMENT

    While a Title IX violation may be reported to any school employee, school principals and/or their designees serve as the local Title IX liaisons for each school. You can notify the school or District of a potential Title IX complaint in multiple ways.

    When the Title IX Coordinator receives a report of alleged Prohibited Conduct, they will conduct an initial assessment to gain a basic understanding of the nature and circumstances of the allegation. This is ordinarily a meeting, which may be held over the phone or virtually, with the reporting party and/or Complainant. In the course of this meeting, the Coordinator will work with you to complete one of the following.

    In this initial meeting, the Title IX Coordinator will assess supportive measures that have been previously offered and provide the reporting party with information about additional school interim protective and support measures available (if needed).

    The Title IX Coordinator will use the report and knowledge gathered during the initial meeting to assess if further risk of harm exists for the reporting party, the Complainant, or the classroom/school community. If any of these conditions exist, the Title IX Coordinator will take the appropriate interim action.

    STEP TWO - FILE A FORMAL COMPLAINT

    A Complainant may submit a Formal Complaint at any time while they are enrolled or employed in CSD or attempting to participate in CSD programs and activities. In most cases, complaints must be filed within one year from the date of the incident or conduct that is the subject of the complaint. Filing a Formal Complaint may allow a Complainant to move forward with an informal resolution or a formal process as set forth below. Only a Complainant or the Title IX Coordinator can submit a Formal Complaint.

    A Complainant who wishes to proceed with this procedure must submit a written and signed formal complaint (in hard copy or electronically) that details the incident in which the Prohibited Conduct by the Respondent is alleged. Be sure to digitally sign your written complaint as well as send copies of any written material or other documents you believe will help CSD understand your complaint — by e-mail, mail, or hand-delivery—to the District Title IX Coordinator using the contact information listed below. Once your complaint has been submitted, you will receive confirmation from the Title IX/VI Office within 24-48 business hours.

    Title IX Coordinator 

    • mari ann banks, ph.d., Equity Director
    • Elizabeth Wilson School Support Center
    • 125 Electric AvenueDecatur, GA 30030
    • TitleIX@csdecatur.net 404-371-3601, ex. 3601
    • cell 404-977-1684

    STEP THREE - THE SCHOOL DISTRICT INVESTIGATES YOUR COMPLAINT

    Once the district receives your written complaint, the District Title IX Coordinator will give you a copy of the complaint procedures and make sure a prompt and thorough investigation takes place.

    The investigation may include an interview with the complainant, the charged party or parties, interviews with witnesses, if any, and an examination of any relevant documents or artifacts. If the alleged harasser is an employee the investigation will be conducted in cooperation with the Human Resources Department.

    The District Title IX Coordinator will respond to you in writing within 30 school days.

    If your complaint involves exceptional circumstances that demand a lengthier investigation, the district will notify you in writing to explain why a time extension is needed and provide a new date for their written response.

    STEP FOUR -  EVIDENCE REVIEW AND FINAL INVESTIGATION REPORT

    Standard of Evidence

    In all stages of the process, CSD applies the preponderance of the evidence standard (more likely than not to have taken place) when determining whether Policy has been violated.

    Evidence Review

    Before the completion of the investigation report, the Title IX Office will send the parties a redacted draft report and any evidence obtained as a part of the investigation that is relevant and directly related to all the allegations raised in the Formal Complaint.

    All parties have ten (10) business days from the date of delivery to review the draft report and the evidence and submit a written response to the Title IX Coordinator for the Investigator to consider before the completion of the investigation report.

    In their response, the Complainant and Respondent may offer additional comments, clarify information previously shared, suggest additional witnesses, question relevance determinations, or identify any other relevant information or evidence to assure the thoroughness and sufficiency of the investigation.

    The Investigation Report

    Upon consideration of the responses submitted by the parties, the Investigator will finalize the investigation report in a way that fairly summarizes the relevant evidence. The Investigator may request additional information or interview additional witnesses to finalize the document. Once the investigation report is finalized, it will be provided to the Title IX Coordinator.

    For both the draft and final investigation reports, the Title IX Coordinator will review the investigation report in advance of the parties for thoroughness and accuracy and may return the investigation report to the Investigator in instances where the Investigator does not comply with their role, clarification is needed, or the potential Policy violation is not addressed in a manner consistent with the Policy definition.

    The District will next send the investigative report to the parties and before reaching a determination regarding responsibility, the District shall afford a 10 day period for each party to have the opportunity to submit written, relevant questions that a party wants to be asked of any party or witness, provide each party with the answers, and allow for additional, limited follow-up questions from each party.

    STEP FIVE - THE SCHOOL DISTRICT RESPONDS TO YOUR COMPLAINT

    The decision-maker, who cannot be the same person as the Title IX Coordinator or the investigator, shall, within 10 days of the conclusion of the question and answer period, issue a written determination regarding responsibility. To reach this determination, the District shall apply the preponderance of the evidence standard of evidence to formal complaints against students, to formal complaints against employees and to all complaints of sexual harassment.

    The written determination shall include:

    • Identification of the allegations potentially constituting sexual harassment as defined in this policy;
    • A description of the procedural steps taken from the receipt of the formal complaint through the determination, including any notifications to the parties, interviews with parties and witnesses, site visits, and methods used to gather other evidence;
    • Findings of fact supporting the determination;
    • Conclusions regarding the application of the District’s policies to the facts;
    • A statement of, and rationale for, the result as to each allegation, including a determination regarding responsibility, any disciplinary sanctions the District imposes on the respondent, and whether remedies designed to restore or preserve equal access to the District's education program or activity will be provided by the District to the complainant; and
    • The District's procedures and permissible bases for the complainant and respondent to appeal.

    The District shall provide the written determination to the parties simultaneously. The determination regarding responsibility becomes final either on the date that the District provides the parties with the written determination of the result of the appeal, if an appeal is filed, or if an appeal is not filed, the date on which an appeal would no longer be considered timely.

    The Title IX Coordinator is responsible for the effective implementation of any remedies.

    APPEALING THE DECISION

    If you disagree with the final decision, you may appeal. You must file a notice of appeal in writing to the superintendent within 10 school days of the date of the district’s response.

    The superintendent will schedule an appeal meeting within 20 school days after receipt of your appeal. The superintendent will send you a written decision within 30 school days after the appeal meeting. If your appeal involves exceptional circumstances that demand a lengthier process, the superintendent will notify you in writing to explain why a time extension is needed and the new date for his written response.

     

    DISMISSAL OF A FORMAL COMPLAINT

    The District will investigate the allegations in a formal complaint. If the conduct alleged in the formal complaint would not constitute sexual harassment as defined herein, even if proven, or, did not occur in the District's education program or activity or in the United States, then the District shall dismiss the formal complaint with regard to that conduct for purposes of sexual harassment under Title IX; however, such a dismissal does not preclude action under another provision of the District’s policies.

    The District may dismiss a formal complaint or any allegations therein, if at any time during the investigation:

    • A complainant notifies the Title IX Coordinator in writing that the complainant would like to withdraw the formal complaint or any allegations therein;
    • the respondent is no longer employed by the District;
    • or specific circumstances prevent the District from gathering evidence sufficient to reach a determination as to the formal complaint or allegations therein.

    Upon a required or permitted dismissal pursuant to the section above, the District will promptly send written notice of and reason(s) for the dismissal simultaneously to the parties.

    Title IX Liaisons - While a Title IX violation may be reported to any school employee, school principals and/or their designees serve as the local Title IX liaisons for each school. You can report discrimination based on race, creed, religion, color, national origin, age, sex, sexual orientation including gender expression or identity, marital/pregnancy status, and/or disability to your school principal, any staff member, or the District's Title IX Coordinator, as listed in the contact section below. Athletic Title IX concerns may be reported to Mr. Rodney Thomas, Athletics Director and Title IX Liaison for Athletics and Student Activities. 

    Title IX Coordinator

    mari ann banks, ph.d., Equity Director
    Wilson School Support Center
    125 Electric Avenue, Decatur, GA 30030
    TitleIX@csdecatur.net 404-371-3601, ext. 1026
    cell - 404-499-1684

    Title IX Liaison for Athletics and Student Activities

    Mr. Rodney Thomas, Athletics Director
    310 N. McDonough Street, Decatur, GA 30030
    Rthomas@csdecatur.net 404-371-3601, ext. 1026

    Title IX Investigator

    Ms. Alphia Price, Coordinator Of Audits And Investigations
    Wilson School Support Center
    125 Electric Avenue, Decatur, GA 30030
     

    ADDITIONAL/ALTERNATIVE TITLE IX COMPLAINT OPTION

    You may also file a Title IX complaint directly through the OCR using the contact information below.

    • Office for Civil Rights, Atlanta Office, U.S. Dept. of Education
    • 61 Forsyth St. SW, Suite 19T70, Alanta, GA 30303
    • OCR.Atlanta@ed.gov 404-974-9406 Fax: 404-974-9471

     

    INFORMAL RESOLUTION

    An informal Title IX resolution is an alternative to a formal Title IX resolution, which entails an investigation and adjudication. The informal resolution process is intended to create a facilitated resolution that is acceptable to both the Complainant and Respondent. An informal resolution can be the full and final resolution to a Formal Complaint.

    STEPS IN THE INFORMAL RESOLUTION PROCESS

    1. A Complainant submits a Formal Complaint to the Title IX Coordinator;
    2. Both the Complainant and Respondent voluntarily agree in writing to participate in an informal resolution process after being provided the Notice of Investigation and Allegation (“NOIA”) (see “Notice of Informal Resolution” section 2.9.1 below); and
    3. The Title IX Coordinator determines an informal resolution process is appropriate based on the nature of the allegations in the Formal Complaint.

    An informal resolution can be requested by a Complainant or Respondent at any time after a Formal Complaint has been submitted up to the adjudication of a Title IX Case.

    Engaging in the informal resolution process is not an admission of responsibility for the allegation or an admission of the falsehood of the allegations. The existence of an informal resolution is not viewed as a finding of responsibility against the Respondent.

    Once a Formal Complaint has been resolved through an informal resolution process, the matter will be closed. This means allegations resolved through an informal resolution will not move any further through the formal resolution process unless the terms of the informal resolution are broken or incomplete. If a term of the informal resolution is broken or incomplete, the information obtained may be submitted as evidence in a subsequent investigation involving the Complainant and/or Respondent.

    NOTICE OF REQUEST FOR AN INFORMAL RESOLUTION

    The Title IX Coordinator will provide the Complainant or Respondent written notice of the other party’s interest in resolving a Formal Complaint through the informal resolution process. The written notice will include: 

    1. a copy of the Formal Complaint 
    2. a summary of the guidelines for an informal resolution and the participant’s rights in the process: 
    3. the requirements under which the procedure precludes the parties from resuming a formal resolution process arising from the same allegations; and 
    4. any consequences resulting from participating in the informal resolution process, including the records that will be maintained or could be shared.

    The Complainant or Respondent will have five (5) business days to respond to the informal resolution request indicating whether they have an interest in participating in the informal resolution process. In the instance when a party does not reply to the notice or a party does not voluntarily agree to participate in the informal resolution process, the District will begin an investigation into the Formal Complaint by proceeding with the formal resolution process. However, an informal resolution can be requested by a Complainant or Respondent at any time after a Formal Complaint has been submitted up to the adjudication of a Title IX case.

    ACCEPTANCE OF RESPONSIBILITY FOR IMPACT

    As a component of the informal resolution process a Respondent must accept responsibility for the harm or impact caused by the prohibited conduct alleged in the formal complaint. Accepting responsibility for harm or impact does not mean the Respondent accepts responsibility for engaging in prohibited conduct as set out in District policy.

    A Respondent who is interested in accepting responsibility for a policy violation is welcome to do so but should note that accepting responsibility for prohibited conduct may be considered factual evidence in a formal complaint investigation if an informal resolution is not reached or the terms are broken or incomplete.

    DEVELOPING TERMS OF THE INFORMAL RESOLUTION

    The Complainant and Respondent may propose terms for the informal resolution agreement. The terms should be designed to remedy the adverse effects the alleged prohibited conduct has on the Complainant and/or to restore the Complainant’s equal access to the programs and activities of the school. Informal resolutions between faculty and/or staff will include the CSD Human Resources Department who may also suggest proposed terms.

    The Title IX Coordinator will review the proposed and final terms and will remove those terms that are not permissible under District policy or practice and/or federal or state law. The Title IX Coordinator may consult with relevant District administrators (such as a school’s principal) when determining the permissibility of a proposed term(s).

    REVIEWING, AGREEING TO TERMS, AND CLOSING THE CASE

    After the Title IX Coordinator’s review, all parties will have five (5) business days from the date of delivery of the informal agreement to review the terms.

    Parties should indicate their willingness to accept all, some, or none of the proposed terms. They may also propose alternative strategies to meet a specific term they reject.

    The Title IX Coordinator will send the Complainant and/or Respondent a copy of the other party’s response to the proposed terms. The Complainant or Respondent will have a subsequent five (5) business days from the date of delivery to consider and respond to the revised terms.

    An informal agreement is reached when both parties independently and voluntarily come to an agreement on terms. The above process may be repeated as reasonably necessary to come to a final agreement. Upon agreement and signature (in hard copy or electronically) by both the Complainant and Respondent, the Formal Complaint is considered resolved and closed.

    VIOLATING THE INFORMAL RESOLUTION

    The Complainant and Respondent must identify and agree upon consequences for violating the terms of an informal resolution. The Title IX Coordinator will consult with the relevant District administrators (such as a principal) when determining the permissibility or appropriateness of the proposed consequences. If consequences for violating an informal resolution are not determined, the Coordinator will resume the formal resolution process.

    (The Complainant and Respondent do not have the option to propose Suspension, Expulsion, or Termination as consequences for violating the terms of an informal resolution.)

    WITHDRAWING FROM THE INFORMAL RESOLUTION PROCESS

    The Complainant and/or Respondent may withdraw from an informal resolution process before agreeing to a resolution. If a Complainant or Respondent chooses to end an informal resolution process prior to agreeing to a resolution, the formal resolution process will resume.

    INFORMAL RESOLUTION IS AT THE TITLE IX COORDINATOR’S DISCRETION 

    In all cases, the Title IX Coordinator has the discretion to determine whether an informal resolution or mediation is appropriate to the circumstances. An informal resolution may include mediation for some limited types of Prohibited Conduct. Mediation may not be an appropriate option for cases involving a report of sexual assault and/or relationship and interpersonal violence nor for circumstances involving severe misconduct.

    NO RIGHT OF APPEAL

    The informal resolution process is grounded in the voluntary participation of the Complainant and Respondent. For this reason, there is no right of appeal associated with the process.

    INFORMAL RESOLUTION TIME FRAME

    The District cannot promise a definitive timeframe for an informal resolution process as the time to complete the agreement is unique to each set of Complainants and Respondents. Below is an estimated overview of the approximate time associated with the major stages of the informal resolution process after the Title IX Coordinator receives a Formal Complaint. All timeframes outlined in this process may be adjusted at the discretion of the Title IX Coordinator. The Complainant and Respondent will be notified of any delays or extensions of these timeframes and will be provided with a revised timeline to resolve the complaint.

    1. Written notice of Formal Complaint – Three (3) business days from receipt of the Formal Complaint
    2. Written notice of a request for informal resolution process – Three (3) business days from receipt of the request from either the Complainant or Respondent
    3. Drafting of informal resolution terms - Five (5) business days (this step may be repeated as necessary)
    4. Review of proposed terms – Five (5) business days (this step may be repeated as necessary)
    5. Review and sign off on the final terms – Five (5) business days.

    TITLE IX: RETALIATION AND HOSTILE ENVIRONMENT

    RETALIATION

    Retaliation against an individual for filing a charge of discrimination, participating in an investigation, or opposing discriminatory practices is prohibited. No person in the United States shall be subjected to retaliation based on their filing of a Title IX complaint.

    Retaliation is defined as the following by Title IX:

    • a strike back in response to another's action or accusation
    • a form of revenge or reaction because of a complaint filed against a person
    • refusal to promote, advance, or accurately support/qualify a person due to a complaint filed

    Examples that may constitute retaliation:

    • demotion or prohibiting advancement due to a filed complaint
    • firing, loss of benefits, or the like due to a filed complaint
    • unfair treatment or discrimination due to a filed complaint

    HOSTILE ENVIRONMENT

    Creating a hostile environment for an individual filing a charge of discrimination, participating in an investigation, or opposing discriminatory practices is prohibited. No person in the United States shall be subjected to a hostile environment based on their filing of a Title IX complaint.

    Hostile Environment is defined as the following by Title IX: 

    • a situation of a discriminatory or sexual nature that has occurred and created an adverse setting
    • an intimidating or offensive environment that causes a person to be fearful
    • a setting that denies, limits, or interferes with a person's ability to participate in or benefit from a program, activity, or job

    Examples that may constitute a hostile environment:

    • bullying, abusive or intimidating comments and actions
    • intimidating or offensive comments that alter the conditions of a person's work, classroom, team, or program environment
    • continuous offensive comments or surroundings of a discriminatory or sexual nature

     

    TITLE IX JURISDICTION

    The Title IX  procedure applies to all CSD students and employees as defined in the Policy when:

    1. Conduct occurs in the United States on property owned, leased, or controlled by the District; and/or
    2. Conduct occurs off school property, in the United States and involves locations, events, or circumstances over which the school exercises substantial control over both the Respondent and the context in which the alleged Prohibited Conduct occurred, including but not limited to off-campus school activities, internships, mentorships, summer sessions, or other affiliated programs.

     

    TITLE IX CONFLICTS OF INTEREST

    The Title IX Coordinator, Investigator, and Decision-Makers will be free from conflicts of interest or bias for or against Complainants or Respondents. Such personnel will receive training on how to serve impartially, including avoiding prejudgment of the facts at issue, conflicts of interest, and bias.

    Complainants and Respondents are expected to promptly report any concern(s) regarding a conflict of interest or bias regarding the above-listed personnel to the Title IX Coordinator once they become aware of the conflict of interest or bias. The Coordinator will evaluate the report, and if it is determined that a conflict of interest or bias exists, the District will appoint another individual to serve in the role.

    ADDITIONAL COMPLAINT OPTIONS (NON-TITLE IX)

    City Schools of Decatur complies with all federal rules and regulations and does not discriminate in access, treatment, or employment in education programs or hiring practices based on race, creed, religion, color, national origin, age, sex, sexual orientation including gender expression or identity, marital status, and/or disability. If the Title IX process does not meet your immediate needs, there are other options for students and stakeholders to lodge a complaint (see Student and Community Complaints Process).

    District employees may complain to Staff Support.

    BIAS/EQUITY INCIDENTS

    A bias/equity incident is any consciously, unconsciously, explicitly, or implicitly expressed act that targets individuals or groups based on perceived or actual identity. A bias incident can refer to single or ongoing instances of behavior, action, or practice that marginalize, demean, intimidate, or threaten individuals or groups based on an actual or perceived membership in a protected class.

    Protected Classes include but are not limited to:

    Race, color, religion, sex, national or ethnic origin – including actual or perceived shared ancestry, ethnic characteristics, or caste.

    Citizenship, or residency in a country with a dominant religion or distinct religious identity (including, but not limited to, individuals who are or are perceived to be Jewish, Muslim, Sikh, Hindu, Christian, Buddhist, Israeli, Arab, or Palestinian, or who come from or are perceived to come from other regions of the world or are members of another religious group).

    Age, disability, veteran status, sexual orientation, gender identity, including actual or perceived gender expression, or pregnancy status.

    Not all incidents of bias violate CSD policy. However, they are out of congruence with our shared values of mutual respect, inclusion, and equity. The Bias/Equity Incident form enables CSD to connect community members who submit a report to resources and support, maintain records of bias incidents, and analyze trends to continually improve our District.

    Submit a Bias/Equity Incident Report Here.

    Can I submit a confidential bias/equity incident report?

    Yes, however, we encourage the inclusion of identifying information as it can help the District gain a complete understanding of alleged incidents.  We will make every effort to respect and protect your privacy. However, in certain circumstances, we cannot guarantee anonymity and may need to involve other parties in the District. 

    Submit a Confidential Bias/Equity Incident Report Here.

    TITLE VI 

    CSD prohibits discrimination against any person based on race, color, national origin or membership in a protected class under any program or activity receiving federal financial assistance. Title VI prohibits discrimination against any person based on race, color, national origin, or membership in a protected class under any program or activity receiving federal financial assistance.

    Find more information on Title VI, here.

    Submit a TITLE VI Incident Report Here.

    OTHER RELEVANT TITLES

    ADA/Section 504 CSD prohibits discrimination against and mandates equal treatment for individuals with disabilities, including providing reasonable accommodations related to disability.

    CSD prohibits discrimination based on disability in any program or activity receiving federal financial assistance, and it requires postsecondary institutions to have a grievance procedure allowing an appeal of any disability-related accommodations or issues.

    Below are some examples of conduct that may constitute disability discrimination:

    • Offensive comments or conduct about a person’s disability.
    • Intrusive comments or questions about someone’s disability.
    • Refusing to provide approved, reasonable accommodations at work or school.

    Title VII CSD protects employees and job applicants from employment discrimination based on race, color, religion, sex, and national origin. Sexual harassment is also prohibited under this law, as are all forms of harassment based on membership in a protected class.