William & Mary prohibits discrimination, including discriminatory harassment and discriminatory retaliation. This website, which is an Appendix to the Discrimination, Harassment, and Retaliation Policy and the Employee Discrimination Grievance/Complaint Procedure, provides information about:
Resources (W&M offices that provide discrimination-related services)
If you have concerns or questions about discrimination, there are several William & Mary offices that can help you by providing information, counseling, guidance, mediation and other informal assistance. Resources relating to sexual violence and other forms of sexual misconduct are collected on W&M's sexual violence website.
Confidential resources -- people whom you may speak to without having a report made to someone else -- are described below.
Information about these offices is also provided in the form of organizational charts.
The Office of Compliance & Equity
Dean of Students
Diversity & Inclusion
Counseling Center provides confidential counseling to students.
Student Health Center provides confidential medical services to students who have been sexually assaulted.
William & Mary Police
University Counsel provides privileged legal advice and representation to employees.
University Ombuds provides confidential support to employees with workplace concerns.
Online information about external resources, such as federal and state agencies, is provided by the Office of Compliance & Equity.
Protection from Retaliation (protections for people reporting discrimination or participating in an investigation as a witness)
Any student or employee who makes a complaint or report or uses one of the William & Mary discrimination resources is protected from retaliation. Information about retaliation, including an FAQ sheet provided to employees involved in discrimination investigations, is available on the compliance resources website.
Making a Complaint or Report
If you want to make a complaint or report a matter for investigation, or if you are required to report by university policy, there are several ways you can do that. Information about different procedures is provided below. The Office of Compliance & Equity can help you understand reporting options, and provides information about external reporting options, such as the Equal Employment Opportunity Commission (EEOC). Students or individuals with complaints about students should contact the Dean of Students Office or, if the complaint is about sexual misconduct, the Title IX Coordinator.
Discussing your concern with the person directly involved or a supervisor may be the best first approach. Serious instances of discrimination or harassment (including sexual violence) should be brought to administrative attention, so that the university can handle it appropriately. Minor concerns sometimes can be effectively resolved by a discussion with (a) your supervisor, (b) the person with whom you have the concern, or (c) the supervisor of the person with whom you have the concern. In some cases, however, even minor concerns cannot be resolved in this way, and a third party needs to get involved.
If you are a supervisor and someone comes to you with a complaint or report of discrimination, harassment, or retaliation, you need to refer the matter to Compliance & Equity or, if the matter relates to a student, the Dean of Students. Do not attempt to resolve the matter on your own, without support and advice. The "Memo to Managers" [pdf] about retaliation is a useful resource.
If you are a classified or operational employee, you may file an internal report or you may use one of the State’s processes for resolving complaints/grievances. The Virginia Department of Human Resource Management (DHRM) has two options for employees who think they have been discriminated against: the State’s Employment Dispute Resolution grievance process and theEEOC's complaint process. DHRM or Employee Relations in W&M’s Office of Human Resources can provide more information.
Office of Human Resources
If you are ready to file an internal complaint or report, contact (a) Compliance & Equity or (b) if you are a student or if the complaint is about a student, the Dean of Students Office. For more information about ALL reporting options for Title IX (sexual misconduct and harassment) violations, visit the Title IX reporting website.
Reports may be made by phone, email, regular mail, or in person:
Office of Compliance & Equity
Special note regarding confidential resources for sexual assault or sexual harassment: If you are a student and you tell your professor or a supervisor (or another W&M employee) that you have been sexually assaulted or harassed, that person will need to tell someone else about it. This is because W&M wants to help students and because the university is responsible for responding to situations that come to its attention. If you want a place where you can go without having any report made, there are some completely confidential places at W&M -- please visit W&M's sexual violence website.
These are people and offices that can provide confidential assistance or services for students or staff:
Other university offices receiving discrimination complaints must refer them to the Dean of Students or Compliance & Equity. Confidentiality is discussed below.
Initial Processing of Reports
When Compliance & Equity or the Dean of Students receives a report or complaint, it typically will be assessed by the Review Team. The Review Team is a small, interdisciplinary group of staff with relevant training and expertise, which reviews matters to assess for threats (if applicable), determine whether external reporting is required by law (for sexual violence matters), considers interim measures, and decides whether an investigation or other action should occur. If an investigation is conducted, it will be made under the applicable procedure:
For more information about these investigation procedures, visit the Title IX investigations website.
Confidentiality and Anonymity (how requests for either are considered, when a non-confidential resource becomes aware of a report, complaint, or incident)
Confidential resources are described above. There are also anonymous reporting options. In all situations, confidentiality will be maintained to the fullest extent possible, consistent with the need to conduct an adequate review. If you talk to one of the confidential resources discussed above, the information you share will stay with them in almost all cases. If you talk to a faculty member or another William & Mary employee, they may need to bring the matter to someone else's attention.
If you do not want your identity known, investigative staff will explain the protections against retaliation and the limitations of processing a report that must be treated as anonymous. If you continue to request anonymity, the university will evaluate this request against its responsibility to provide a safe and nondiscriminatory campus environment; the university will notify you if it cannot ensure that your identity will be protected. If anonymity is permitted, that usually means that the university will not be able to pursue disciplinary action. In that case, where appropriate the university will take other steps to limit the effects of the alleged discrimination and prevent its recurrence, as needed, such as targeted education efforts.
More detail about how the university considers requests for anonymity, confidentiality, or no action (a request that the university not take action on a reported violation) in cases of sexual misconduct, see Section IV of the Policy on Sexual Harassment and Misconduct, Dating and Domestic Violence, and Stalking.