The Univeristy of Maryland is committed to creating and maintaining an education, working and living enviroment that is free from discrimination and harassment.
NONDISCRIMINATION POLICY STATEMENT
The University is an Affirmative Action, Equal Opportunity Employer. This Policy prohibits discrimination on grounds protected under Federal and Maryland law and Board of Regents policies. To the extent protected by law, University programs, activities and facilities are available to all without regard to race, color, sex , gender identity or expression, sexual orientation, marital status, age, national origin, political affiliation, physical or mental disability, religion, protected veteran status or any other legally protected class.
DISABILITY & ACCESSIBILITY POLICY STATEMENT
The University of Maryland is committed to the principle that no qualified individual with a disability shall, on the basis of disability, be excluded from participation in or be denied the benefits of the services, programs or activities of the University, or be subjected to discrimination. The University of Maryland provides reasonable accommodations to qualified individuals. Reasonable accommodations shall be made in a timely manner and on an individualized and flexible basis. Discrimination against individuals on the grounds of disability is prohibited. The University also strictly prohibits retaliation against persons arising in connection with the assertion of rights under this Policy.
- UMD Non-Discrimination Policy & Complaint Procedures
- UMD Non-Discimination Policy and Procedures Summary of Key Provisions
- UMD Disability & Accessibility Complaint Procedures
Discrimination is unequal treatment based on a legally protected status that is sufficiently serious to unreasonably interfere with or limit an individual's opportunity to participate in or benefit from a University program or activity, or that otherwise adversely affects a term or condition of the individual's employment or education.
Harassmentis a form of discrimination (as defined above) that encompasses unwelcome conduct based on a person's protected status. Harassment is conduct that negatively affects the particular individual and also would negatively affect a reasonable person under the same circumstances. Harassment in violation of this Policy depends on the totality of the circumstances, including the nature, frequency, and duration of the conduct in question, the location and context in which it occurs, and the status of the individuals involved. Harassing behaviors may include, but are not limited to, the following, when based on a person's protected status:
- conduct, whether verbal, physical, written, graphic, or electronic that threatens, intimidates, offends, belittles, denigrates, or shows an aversion toward an individual or group;
- epithets, slurs, or negative stereotyping, jokes or nicknames;
- written, printed, or graphic material that contains offensive, denigrating, or demeaning comments, or pictures; and
- the display of offensive, denigrating, or demeaning objects, e-mails, text messages, or cell phone pictures.
Personal appearance means the outward appearance of any person irrespective of sex with regard to hairstyle, beards, or manner of dress. It shall not relate, however, to the requirement of cleanliness, uniforms, or prescribed attire when uniformly applied for admittance to a public accommodation or a class of employees for a customary or reasonable business-related purpose.
Retaliation refers to action that is taken against an individual because they reported discrimination, filed a complaint of discrimination, or participated in an investigation or proceeding concerning a discrimination or complaint.
Individuals who experience discrimination or harassment and identify as a member of a protected class, are encouraged to bring it to the attention of the OCRSM, or report it directly to their supervisor.
Prompt reporting is encouraged. Persons may report allegations of sexual misconduct at any time, and are encouraged to report promptly in order to maximize the University’s ability to obtain evidence, identify potential witnesses and conduct a thorough, prompt, and impartial investigation.
UMD Office of Civil Rights and Sexual Misconduct (OCRSM)
UMD Resident Student Life – Office of Rights & Responsibilities
UMD Office of Student Conduct
Reporting Obligations of Responsible University Employees
Federal law and UMD Policy requires that the Title IX Officer receive notice of all reports of sexual misconduct. This means that all disclosures of different types of sexual misconduct shared with a "Responsible University Employee," must be reported to the Title IX Office at firstname.lastname@example.org.
A responsible employee includes all University administrators, supervisors, faculty members, law enforcement, coaches, trainers, and resident assistants. It also includes individuals who are perceived as having the authority or duty to take action or to report sexual misconduct to the University. A Responsible University Employee who receives a report of sexual misconduct must promptly notify the Title IX Officer of the report.
The Title IX Officer will work collaboratively with the reporting entity, and operates with discretion to maintain the privacy of all persons involved.
Raise Your Voice
The Raise Your Voice website provides one easy-to-navigate source of information about University resources, services, policies, and other necessary information regarding sexual assault prevention and sexual misconduct. You'll also find links to pertinent resources from other relevant University offices.
CARE to Stop Violence
Your well-being and healing is our priority. CARE keeps information private and confidential. You can tell us as much or as little as you want to; you can even be anonymous.
- UMD Health Center: 301.314.2222
- CARE 24 hour Resource Line/Text: 301.741.3442
If you are interested in speaking individually with a counselor or arranging for a safe and supportive facilitated discussion for your group, please call the Counseling Center.
Behavioral Health Services
There are times when students struggle and we can help if you are seeking support.
Faculty Staff Assistance
Prince George's County
MCASA Sexual Assault Legal Institute (SALI)
Maryland Coalition Against Domestic Violence