It is the policy of the University of Wisconsin-Stout and the University of Wisconsin System, consistent with efforts to foster an environment of respect for the dignity and worth of all members of the university community, that racist and discriminatory conduct toward students, employees, officials, or guests at the University of Wisconsin-Stout is unacceptable and impermissible conduct which will not be tolerated. Discrimination, discriminatory attitudes, and expressions, both verbal and nonverbal, that reflect discrimination are inconsistent with the efforts of University of Wisconsin-Stout to eliminate all manifestations of discrimination within the university.

Racist and discriminatory conduct encompasses harassing conduct based upon the race, sex, religion, color, creed, disability, sexual orientation, national origin, ancestry, or age of any individual(s). Harassment of this kind is a form of discrimination. It occurs in a variety of situations that share a common element: the inappropriate introduction of comments or actions into the living, learning, and/or work situation. No university employee or student shall behave toward another university employee, student, prospective employee, official, or guest in a manner that creates an intimidating, hostile, or demeaning environment.

Retaliatory action against a person lodging a racist or discriminatory conduct complaint/grievance may be considered a violation of the policy on racist and discriminatory conduct and is subject to the same complaint/grievance procedure and sanctions as the act of racism or discrimination itself.

At the University of Wisconsin-Stout racist and discriminatory conduct is defined as intentional conduct, either verbal, nonverbal, physical, printed or written material, that explicitly demeans the race, sex, religion, color, creed, disability, sexual orientation, national origin, ancestry or age of any individual(s) and

1. has the purpose or effect of interfering with the education, university-related work, or other university-authorized activity of a university student, employee, official or guest, or

2. creates an intimidating, hostile or demeaning environment for education, university-related work or other university authorized activity.

Racist and discriminatory conduct may be, but is not limited to:

1. physical contact or attacks;

2. intimidation through the threat of force or violence on a person's body, possessions or residence;

3. verbal assaults, including derogatory comments; based on ethnicity, such as name calling, racial slurs or "jokes" that demean a victim's color, culture or history;

4. nonverbal assaults which create an intimidating, hostile or offensive environment.

Intentional conduct viewed as racist and discriminatory conduct may be subject to discipline in accordance with established university policies and procedures. The following procedures are established to protect UW-Stout employees, students, officials, or guests from racist and discriminatory conduct and to provide clear courses of action to those experiencing harassment, consistent with due process requirements, constitutional rights, and academic freedom.

Several options for achieving resolution of racial and discriminatory conduct complaints/grievances are available at UW-Stout. These options may be pursued in a sequential fashion, or complaints/grievances may be initiated at any stage individuals who may have been harassed deem appropriate. It is recommended that individuals who feel they have been harassed try to resolve the issue as expeditiously as possible and should be aware that complaint/grievance time limits may apply.

An individual who believes he/she has been the victim of intentional racist or discriminatory conduct may strive for satisfactory resolution through the following options:

1. Approaching the individual allegedly responsible for the discriminatory or harassing act(s) for the purpose of discussion to clarify the offensive experience. It is recommended that this discussion be a private opportunity for persons involved to share their points of view and potentially reach a satisfactory resolution.

2. Consulting in a strictly confidential manner with a neutral harassment advisor (appointed by the chancellor). Responsibilities of the neutral harassment advisor include helping individuals claiming discrimination or harassment to clarify their perceptions of the offensive behavior/act, delineating the various courses of action available to individuals who may have been harassed, or referring individuals to professional counseling. Although resolution of a complaint/grievance between an individual claiming harassment and the accused may be sought through the advisor, and in many instances resolution may be possible, no sanctions or disciplinary actions against the accused may be established by the advisor. The advisor may accompany or assist the complainant/grievant in reporting the incident to the appropriate management authorities or advise the complainant/grievant to initiate the appropriate complaint/grievance procedures. The advisor or appropriate supervisor may intervene or mediate between the individual who may have been harassed and the alleged harasser, where warranted, in an effort to achieve resolution of the complaint/grievance. The advisor is expected to treat alleged harassment complaints or grievances as expeditiously as possible. The advisor or appropriate supervisor will investigate and document the facts surrounding the complaint/grievance.

3. Initiating complaint/grievance procedures according to the status of the alleged harasser, as separate procedures exist for faculty, academic staff, classified staff, and students.