Discrimination Policy
Discrimination is the different treatment of another person, based wholly or partially on a person’s actual or perceived membership in a protected class. When substantiated, discrimination will be appropriately addressed and remedied, whether through sanctions, responsive interventions, and/or other means.
The following are various forms of discrimination, each of which is strictly prohibited at Loyola:
1. Disparate Treatment Discrimination
Disparate treatment discrimination is the intentional differential treatment of a person based wholly or partially on actual or perceived membership in any protected class(es) and that excludes a person from participation in, denies the person the benefits of, or otherwise adversely affects the person’s participation in the University’s educational programs or activities.
2. Programmatic Discrimination
Programmatic discrimination occurs when, in a systematic way, and based on an institutional policy or practice, a group of persons in one or more protected class is adversely affected such that the group (or some members thereof) is excluded from participation in or denied the benefits of the University’s educational programs or activities because of their membership in the protected class.
Disparate treatment discrimination may result in sanctions; whereas programmatic discrimination (when not attributed to an individual respondent) may instead be remedied through responsive interventions that restore equal access to the educational programs or activities, as applicable.
3. Discriminatory Harassment
Discriminatory harassment is intentional, unwelcome, and offensive conduct towards a person on the basis of one or more actual or perceived Protected Characteristic(s).
Discriminatory harassment can create a hostile environment when the unwelcome conduct, based on the totality of the circumstances, is both subjectively and objectively offensive and is so severe or pervasive that it limits or denies a person’s ability to participate in or benefit from the University’s educational programs or activities.
Objective offensiveness is assessed from the position of a reasonable person in the same or similar circumstances as the affected party. Discriminatory harassment may – but need not – include physical or verbal abuse, the use of slurs, epithets, or derogatory terms, threats, mockery, intimidation, bullying, and/or hazing.
When a hostile environment has been created due to discriminatory harassment, Loyola will take reasonable, timely, and effective steps to eliminate the hostile environment and to remedy the resulting harm.
4. Failure to Accommodate for Disability, Pregnancy or Related Conditions, or Religious Belief
Loyola is committed to making reasonable accommodations for qualified individuals with disabilities, pregnancy or related conditions, or religious beliefs, in compliance with applicable University policies and state and federal laws.
Failure to provide a reasonable accommodation in compliance with applicable University policies and state and federal laws is a form of discrimination and is prohibited at Loyola. This includes failing to provide an approved accommodation that has been properly invoked or asserted by a student or employee, or otherwise denying a person the ability to request or seek such an accommodation through an appropriate University process.
Any individual who believes they have not been accommodated as required by University policies and/or by law may report the matter to the OEC for investigation.
5. Other Discriminatory Misconduct
Violation of any other University policy may constitute other discriminatory misconduct when the violation is motivated by the affected party’s actual or perceived membership in a protected class.
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See the Comprehensive Policy for further details and information.
Discrimination is the different treatment of another person, based wholly or partially on a person’s actual or perceived membership in a protected class. When substantiated, discrimination will be appropriately addressed and remedied, whether through sanctions, responsive interventions, and/or other means.
The following are various forms of discrimination, each of which is strictly prohibited at Loyola:
1. Disparate Treatment Discrimination
Disparate treatment discrimination is the intentional differential treatment of a person based wholly or partially on actual or perceived membership in any protected class(es) and that excludes a person from participation in, denies the person the benefits of, or otherwise adversely affects the person’s participation in the University’s educational programs or activities.
2. Programmatic Discrimination
Programmatic discrimination occurs when, in a systematic way, and based on an institutional policy or practice, a group of persons in one or more protected class is adversely affected such that the group (or some members thereof) is excluded from participation in or denied the benefits of the University’s educational programs or activities because of their membership in the protected class.
Disparate treatment discrimination may result in sanctions; whereas programmatic discrimination (when not attributed to an individual respondent) may instead be remedied through responsive interventions that restore equal access to the educational programs or activities, as applicable.
3. Discriminatory Harassment
Discriminatory harassment is intentional, unwelcome, and offensive conduct towards a person on the basis of one or more actual or perceived Protected Characteristic(s).
Discriminatory harassment can create a hostile environment when the unwelcome conduct, based on the totality of the circumstances, is both subjectively and objectively offensive and is so severe or pervasive that it limits or denies a person’s ability to participate in or benefit from the University’s educational programs or activities.
Objective offensiveness is assessed from the position of a reasonable person in the same or similar circumstances as the affected party. Discriminatory harassment may – but need not – include physical or verbal abuse, the use of slurs, epithets, or derogatory terms, threats, mockery, intimidation, bullying, and/or hazing.
When a hostile environment has been created due to discriminatory harassment, Loyola will take reasonable, timely, and effective steps to eliminate the hostile environment and to remedy the resulting harm.
4. Failure to Accommodate for Disability, Pregnancy or Related Conditions, or Religious Belief
Loyola is committed to making reasonable accommodations for qualified individuals with disabilities, pregnancy or related conditions, or religious beliefs, in compliance with applicable University policies and state and federal laws.
Failure to provide a reasonable accommodation in compliance with applicable University policies and state and federal laws is a form of discrimination and is prohibited at Loyola. This includes failing to provide an approved accommodation that has been properly invoked or asserted by a student or employee, or otherwise denying a person the ability to request or seek such an accommodation through an appropriate University process.
Any individual who believes they have not been accommodated as required by University policies and/or by law may report the matter to the OEC for investigation.
5. Other Discriminatory Misconduct
Violation of any other University policy may constitute other discriminatory misconduct when the violation is motivated by the affected party’s actual or perceived membership in a protected class.
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See the Comprehensive Policy for further details and information.