Reportable DEI Incidents
Members of CSD are encouraged to report incidents in any of the categories listed below.
This includes events that happen at CMU events on campus, CMU events organized by recognized student organizations, any event involving the use of university funds, and any other event where the university exercises substantial control over the event. Faculty/staff misconduct against students may be subject to mandatory reporting regardless of whether it occurs in connection with a CMU event.
Several examples of incidents in each category are provided, but please note that these examples are not exhaustive. If you have a question about whether something is a reportable offense, please ask your reporting contact, per the Reporting Chain section.
CMU and CSD strongly support academic freedom and open discourse. Members of the community are always allowed to have beliefs that differ from others’. This reporting process is not designed to suppress such diverse beliefs, but rather to encourage them to be shared in a manner that is respectful of different ways of living, working and learning.
As defined in the Incident Response Process, CMU mandates reporting information that constitute a violation of law or university policy. All of the contacts in the Reporting Chain must report incidents in the following categories:
Incident Categories
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Discrimination on the basis of race, color, national origin, sex, handicap or disability, age, sexual orientation, gender identity, religion, creed, ancestry, belief, veteran status, or genetic information in connection with any Carnegie Mellon University program or activity
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Severe or pervasive harassment on the basis of race, color, national origin, sex, handicap or disability, age, sexual orientation, gender identity, religion, creed, ancestry, belief, veteran status, or genetic information in connection with any Carnegie Mellon University program or activit
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Retaliation for reporting discrimination or harassment on the basis of race, color, national origin, sex, handicap or disability, age, sexual orientation, gender identity, religion, creed, ancestry, belief, veteran status, or genetic information.
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Sexual assault
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Sexual exploitation
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Sexual Harassment
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Stalking
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Dating Violence
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Domestic Violence
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Retaliation
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Violation of Protective Measures
Definitions of these offenses are available at https://www.cmu.edu/policies/administrative-and-governance/sexual-misconduct/definitions.html#misconduct-definitions
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All university employees are mandatory reporters of child abuse. Mandatory reports must be filed internally with the university and externally to the Pennsylvania Department of Human Services. Please contact University Police for assistance in filing a mandatory reports of suspected child abuse.
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For additional information regarding the mandatory reporting of child abuse, please see https://www.cmu.edu/hr/resources/child-protection/mandatory-reporting/index.html
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The Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (Clery Act) requires the university to record (and potentially respond to) criminal incidents.
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Reports of criminal incidents should be referred may be referred to the University Police Department (412-26807367).
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Alternatively, if the reporting party does not wish to contact the police, reports may be submitted to the Office of the Dean of Students or the Office of Title IX Initiatives.
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Reports concerning a threat of harm to self or others should be referred to either the Office of the Dean of Student Affairs (for students) or to Human Resources (for employees).
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Violations of the Student Handbook (The Word), the Faculty Handbook ,Staff Handbook or any other university policy listed at https://www.cmu.edu/policies/.
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Examples of such violations include, but are not limited to, violations of the University’s Community Standards, academic integrity violations, research misconduct, violations of the Computing Policy, alcohol and drug violations, violations of COVID-19 mitigation protocols, etc.
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Inappropriate behavior by advisor, TA, instructor, or other supervisor
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Use of disparaging or abusive language, making personal attacks or unfounded accusations
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Biased, discriminatory, or degrading language toward an identity group.
Such groups include but are not limited to those defined by gender, sexual orientation, race, ethnicity, age, disability status, socioeconomic status, and religious affiliation.
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Use of identity-based overgeneralizations, stereotypes, or insults
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Erasure or invalidation of an identity group
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Statements suggesting that people of certain groups are afforded preferential treatment due to their identity (e.g., talking about how someone is a “diversity hire”)
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Any other behavior that fosters an un-inclusive, unsafe, uncomfortable, or unequitable work environment
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Diminishing others’ accomplishments or research, or questioning their belonging or deserving of being in our community.
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Exhibiting undermining behavior, or neglect of work duties or team responsibilities, when the leader is part of an under-represented group.
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