What is OIE's role?
Discrimination and Harassment
In the vibrant, diverse community that is Johns Hopkins University, it is essential to foster an environment in which our students, faculty and staff are able to learn and work free from all forms of harassment and discrimination. Our policies are clear and specific, and complaints will be investigated promptly and fairly.
- Learn about JHU harassment and discrimination policies and procedures
- File a harassment or discrimination complaint
The personal safety of every member of our community is the top priority at JHU. If you have been sexually assaulted or a victim of sexual misconduct or harassment, we urge you to get medical care and reach out to a counselor for emotional support. We also stand ready to assist you with filing a report through the University and/or local law enforcement, and encourage you to do so.
- Learn about JHU sexual misconduct policies and procedures
- File a sexual misconduct complaint
- Click here to read specific FAQs about August 14, 2020 policy changes resulting from the new Title IX regulations
ADA Compliance and Disability Accommodations
As part of our commitment to diversity, inclusion and non-discrimination, the University makes good faith efforts to reconcile potential conflicts between an individual’s religious beliefs and university work or academic requirements.
UNIVERSITY STATEMENT ON TITLE IX REGULATIONS
August 14, 2020
Dear Johns Hopkins Community:
On May 6, the United States Department of Education released revised regulations governing how colleges and universities must handle sexual misconduct matters that fall under Title IX of the Education Amendments of 1972. Title IX is the federal law that prohibits sex discrimination in federally funded education programs and activities. The new regulations take effect today, and we have updated our Sexual Misconduct Policy and Procedures accordingly.
Changes to the Sexual Misconduct Policy and Procedures
The changes primarily pertain to our disciplinary processes and the specific steps that must be followed in the formal process for addressing complaints of sexual misconduct that fall under Title IX.
The new regulations call for additional processes for a subset of sexual misconduct called Title IX Sexual Harassment that occurs in the United States within a university program or activity, and where a formal complaint has been filed. In such cases, the new regulations require changes to our adjudication process, such as the addition of a live hearing conducted by a trained panel, with cross-examination by hearing advisers. As is the case currently for all types of sexual misconduct, matters that include faculty respondents will involve any additional applicable rights granted under divisional faculty misconduct procedures. Where both parties agree, informal resolution options may be available without a hearing.
If alleged sexual misconduct does not meet the definition of Title IX Sexual Harassment or does not satisfy other requirements—for example, if the sexual misconduct occurred abroad—the university will apply the same procedures it has been using for several years to fully address the conduct.
The revised Sexual Misconduct Policy and Procedures can be found on the Sexual Assault Response and Prevention website. We received input on the updates from students, faculty, and staff on the Provost’s Sexual Violence Advisory Committee and Title IX Regulations Advisory Committee. There will be additional opportunities for input and feedback in the fall during our planned town halls.
Be assured that the foundation of our approach to addressing sexual misconduct remains unchanged. We maintain our full commitment to preventing sexual misconduct in all its forms, addressing reports in a timely and fair manner, and providing support for those involved in sexual misconduct matters. Under our revised policy and procedures, the following principles remain:
- All sexual misconduct that was prohibited and addressed under our former policy will continue to be prohibited and addressed.
- Our definition of consent is the same.
- We will continue to use the “preponderance of the evidence” standard.
- We will continue to provide supportive services and measures to all involved parties.
- The Sexual Violence Advisory Committee will continue its efforts to identify and recommend sexual misconduct prevention, support, and accountability measures that will best serve our community.
- We will continue our efforts to prevent sexual misconduct, including the requirement that faculty, staff, and students complete training on this and related topics.
Questions, Support, and Confidential Resources
You may have questions about these changes and the university’s revised Sexual Misconduct Policy and Procedures. We will schedule a virtual town hall for students, faculty, and staff to take place after the semester begins, and will hold briefings through August and September for various academic councils and bodies across the schools.
Please know that the university’s Office of Institutional Equity (OIE) stands ready to help any community member understand the impact of these changes. OIE can also help connect community members to various resource options, including confidential resources such as counseling services, the gender violence prevention and education specialist, and other support. Please visit sexualassault.jhu.edu for more information.
Sexual misconduct has no place on our campuses or in our programs and activities, and we will continue to apply best practices to ensure the safety and support of all members of our community. To contact OIE, call 410-516-8075 or email email@example.com or firstname.lastname@example.org.
Provost and Senior Vice President for Academic Affairs
Vice Provost for Institutional Equity
Joy K. Gaslevic
Assistant Vice Provost and Title IX Coordinator
A NOTE FROM THE OFFICE OF INSTITUTIONAL EQUITY
March 17, 2020
Dear Community Members:
During this time and while the University and the world implement social distancing measures to slow the pace of COVID-19, the Office of Institutional Equity (OIE) remains open and available to the entire community via phone, email, Zoom, and the web. To get in touch with OIE and/or to schedule a meeting, please call 410-516-8075 or email us at email@example.com, firstname.lastname@example.org or OIEdisability@jhu.edu. Please note that our two campus locations on the Homewood and East Baltimore Campuses locations will remain closed until further notice, but our entire staff will be working remotely to support the Hopkins community.
To learn more about the work of OIE, to file an online discrimination, harassment or sexual misconduct report, or to request disability or religious accommodations through our online forms, please visit www.oie.jhu.edu or www.sexualassault.jhu.edu. Anonymous reports may still be filed by phone, email or via web forms, and anonymous conversations with OIE staff can still occur by phone or email. If you wish to file an OIE report and/or converse with OIE anonymously, please do not provide your name or other identifying information in your communication.
Thank you for your assistance as we help protect our staff and community while continuing to serve.
Joy K. Gaslevic, JD
Assistant Vice Provost & Title IX Coordinator
- University Releases AAU Campus Climate Survey Results and 2018 OIE Annual Report
OIE's Second Annual Report (2018)
OIE's First Annual Report (2017)
Tuesday, October 15, 2019
Dear Students, Faculty, and Staff:
Our university community has done important work together toward building an environment that is free from discrimination and harassment and fully inclusive of all people. Undoubtedly, there is more to be done to address these pressing issues, and we have several updates as we continue to examine our policies and procedures, improve our resources, and expand our education and outreach programs.
Campus Climate Survey
In the spring, we invited all students (graduate and undergraduate) to take a campus climate survey on sexual assault and misconduct. In previous years, we conducted surveys that were specific to JHU, but this time we joined a multicampus survey conducted by the Association of American Universities in order to have not only our results but also the aggregate report of results from 33 higher education institutions.
Just over 4,000 Johns Hopkins students participated and, as in our last two surveys, the data continue to affirm that sexual misconduct remains a serious and complex problem at our university, as it is on college campuses across the country. Using the broadest measurement for sexual assault, the prevalence for Johns Hopkins was slightly lower than in the 2018 survey, 12.5 percent overall, ranging from 4.5 percent for male graduate students to 30 percent for female undergraduate students and 26 percent for transgender, genderqueer, and nonbinary (TGQN) students. The AAU survey reported a 17 percent prevalence of sexual assault among the participating schools; the prevalence of sexual harassment, intimate partner violence, and stalking was similar to that reported at JHU.
The results of this survey provide important guidance as we seek to increase awareness of policies, procedures, reporting, and support options, and strive to increase confidence in the university’s handling of sexual misconduct matters.
Based on the 2018 survey results, the Provost’s Sexual Violence Advisory Committee prepared an action plan geared to respond to what we learned. Elements of that plan that are now in progress include new online training modules with enhanced bystander intervention content, an exploration of options to expand bystander intervention training to upperclass and graduate students across the university, and development of a healthy consent mobilization campaign.
However, we have more work to do. This year’s survey showed that JHU is lower than AAU peers, for example, in the percentage of students who believe campus officials are very/extremely likely to take a report of sexual misconduct seriously and in the percentage who describe themselves as very/extremely knowledgeable about campus policies and resources. The university will utilize these latest survey results as we plan future prevention, support, and accountability measures surrounding sexual misconduct.
Office of Institutional Equity (OIE) Annual Report
OIE does the vital work of overseeing the Sexual Misconduct Policy and Procedures and the Discrimination and Harassment Policy and Procedures, and responds to complaints of sexual misconduct and other forms of discrimination and harassment. For the second year, it has compiled a report detailing the number and type of complaints that it received and the actions it took.
A comparison of 2017 and 2018 shows significant growth in reports brought to OIE, a trend that is common among our peers that we believe is driven by greater awareness of sexual misconduct and discrimination and of the resources available to report it. Of 765 reports in 2018, 319 had all the necessary elements to become cases. Nineteen had an informal resolution, 195 were closed after an assessment, and 105 went on to formal investigations.
In 2018, OIE increased the number of assessments it conducted as well as the number of formal investigations it resolved while reducing the number of cases that remained in the OIE process at the end of the year. The office also demonstrated an improvement in the time to close cases during the latter half of the year, following OIE’s hiring of more staff and introduction of new protocols that improve the efficiency of its processes while maintaining the quality of its work.
We hope that the provision of robust data and transparency surrounding OIE’s work and policies will help increase awareness, as well as confidence in the university’s commitment to the proper handling of sexual misconduct matters. OIE continues to identify ways to streamline its process while optimizing the quality of its work, to make the process as clear and transparent as possible, and to enhance community member understanding and expectations.
For more information on the Office of Institutional Equity, the Sexual Misconduct Policy and Procedures, the Discrimination and Harassment Policy and Procedures, and information on OIE’s new East Baltimore campus office hours, please visit our website at oie.jhu.edu.
These new reports join a wealth of information and resources available to our students, faculty, and staff. Among the latest, the university posted its Annual Security and Fire Safety Report earlier this month containing statistics for certain crimes and security policy statements.
Kevin Shollenberger, the university’s inaugural vice provost for health and wellness, is working with the Provost’s Sexual Violence Advisory Committee to explore the most impactful ways to coordinate, expand, and promote existing sexual violence/misconduct support resources and educational outreach. Students can find existing resources, plus other health and wellness information and programs, all in one location on the new wellness.jhu.edu website.
Immediate help and support for individuals who experience sexual violence continues to be available on our Sexual Assault Response & Prevention website at sexualassault.jhu.edu or the 24/7 helpline at 410-516-7333.
Provost and Senior Vice President for Academic Affairs
Interim Vice Provost for Institutional Equity
- New OIE East Baltimore Office Hours – Beginning October 1, 2019
Tuesday, September 24, 2019
Students, Faculty and Staff:
We have heard the East Baltimore campus community’s desire to have a regular Office of Institutional Equity (OIE) presence on our campus. Therefore, beginning October 1, 2019, OIE will hold office hours every other Tuesday each month - on the East Baltimore Campus - for the benefit of all School of Medicine, School of Public Health and School of Nursing students, faculty and staff. We hope that OIE’s new regular East Baltimore campus presence will increase OIE awareness and access for the East Baltimore community.
We are confident that OIE’s new East Baltimore office hours will additionally further OIE’s University-wide efforts to foster an environment that is inclusive, respectful and free from sexual misconduct, discrimination and harassment (and related retaliation), ensure compliance with affirmative action and equal opportunity laws, investigate sexual misconduct, discrimination and harassment complaints, and serve as a central resource for those seeking disability or religious accommodation. For more information about OIE and relevant policies, please visit https://oie.jhu.edu/.
Information About OIE East Baltimore Office Hours
Location: Reed Hall, Suite 403
1620 McElderry Street
Baltimore, MD 21205
Click Here for a Campus Map
*Students, faculty and staff with East Baltimore Campus IDs (SON, SOM and BSPH) can access Reed Hall during office hour times. Individuals can walk in or sign up for an appointment (for an in person, telephone call or Zoom meeting). Appointments can be made by calling or emailing OIE at 410-516-8075 or email@example.com.
Anonymous Reporting & Conversations
Community members can make an appointment or walk in without providing a name or contact information. We want to make sure that everyone feels comfortable accessing this service and that they retain control over the disclosure of the facts of their concerns, as well as their identities, to the greatest extent possible. OIE will explain the limitations that anonymity may impose on any potential response. Please be reminded that OIE is not a confidential resource. For more information about confidential support services, please visit OIE’s website.
Dates: Every Other Tuesday - Beginning October 1, 2019
(for example, 10 /1; 10/15; 10/29; 11/12; 11/26; 12/10)
Hours: 10:00am – 6:00 pm
For more information on OIE and OIE East Baltimore Campus office hours, please visit the Office of Institutional Equity website.
Wishing you a healthy and productive semester.
Paul B. Rothman, M.D., Dean, School of Medicine
Patricia Davidson, Ph.D., Dean, School of Nursing
Ellen J. MacKenzie, Ph.D., Dean, School of Public Health
Joy K. Gaslevic, Interim Vice Provost for Institutional Equity
- Updates to policies on discrimination, sexual misconduct
Friday, September 20, 2019
Dear Faculty, Students, and Staff:
Every year we continue to improve the practices and policies that help us ensure the university is an equitable place to learn, work, and live. Our commitment to the pursuit of excellence in our academic, research, and service missions is fueled by our belief that we are better as an institution when we are fully inclusive of the broadest possible range of people, backgrounds, experiences, and perspectives. We must foster an environment that is free from discrimination, harassment, and sexual misconduct.
This summer, the university enhanced two policies overseen by the Office of Institutional Equity that guide how the university addresses these issues. We hope that you will review each of these policies so that you are aware of what constitutes prohibited conduct, as well as your rights and options.
Discrimination and Harassment Policy and Procedures, Effective June 1, 2019
This new policy replaces the General Anti-Harassment Policy and Procedures and became final after the university community engaged in a review and comment period through the spring. It provides students, faculty, and staff with more robust and clear definitions of prohibited conduct, information on reporting options, responsible employee obligations, confidential and non-confidential support options, and procedures for investigation and resolution of complaints. You can read the document on the Office of Institutional Equity website.
Revised Sexual Misconduct Policy and Procedures, Effective August 1, 2019
The university rolled out its Sexual Misconduct Policy and Procedures in 2015 following a comprehensive review of existing policies and consultations with students, faculty, and staff. Recently we responded to a new Maryland law (Md. Code Annotated, Education Article, Section 11-601) requiring all Maryland colleges and universities to update their sexual assault policies by August 1, 2019. Notable enhancements include the right to an additional supporter for parties to a complaint, and additional language clarifying notice and process rights. The university also enhanced policy language for consistency with the new Discrimination and Harassment Policy and Procedures, to reflect new OIE interim roles, and for greater reader clarity. See the updated policy on the Sexual Assault Response and Prevention website.
Our university truly thrives only when all members of our community are respected, supported, and fully able to pursue their aspirations in classrooms, laboratories, offices, and clinics across our campuses. For any questions related to the above policies, contact the Office of Institutional Equity at firstname.lastname@example.org.
Provost and Senior Vice President for Academic Affairs
Interim Vice Provost for Institutional Equity