University of Dayton Athletics

LGBTQ+ Inclusion Framework

The Equity Compliance Office affirms the University' of Dayton's commitment to promoting the goals of fairness and equity in all aspects of its operations. A primary assertion of both our religious and civil traditions is the inviolable dignity of each person.

Nondiscrimination and Anti-Harassment Policies
"Protected Class- For purposes of this Policy, protected class includes age, race, color, creed, religion, ancestry, national or ethnic origin, sex/gender, sexual orientation, gender identity, gender expression, disability, genetic information, military status, veteran status, familial status or any other protected category under applicable local, state or federal law, ordinance or regulation."

University Policy Statement on Nondiscrimination
The University adheres to all federal and state civil rights laws prohibiting discrimination in private institutions of higher education. The University of Dayton does not discriminate against any employee, applicant for employment, student or applicant for admission on the basis of age, race, color, creed, religion, ancestry, national or ethnic origin, sex/gender, sexual orientation, gender identity, gender expression, disability, genetic information, military status, veteran status, familial status or any other protected category consistent with the requirements of applicable local, state or federal law, ordinance or regulation.  This includes protections for those opposing discrimination or participating in any such reporting process on campus or within the Equal Employment Opportunity Commission, Ohio Civil Rights Commission or other human rights agencies, in the planning and administration of its admissions policies, educational programs, scholarships, loans, and other financial aid, athletic and other school-administered programs, services, and activities, or in employment.

This policy covers nondiscrimination in employment as well as access to educational opportunities.  It is the policy of the University of Dayton, while reserving its lawful rights where appropriate to take actions designed to promote the Catholic, Marianist principles that sustain its mission and identity, to not discriminate or permit discrimination in its educational programs or employment opportunities.  Therefore, any member of the campus community, guest or visitor who acts to deny, deprive or limit the educational, employment, residential access and/or benefits required by applicable law, and/or opportunities of any member of the campus community on the basis of their actual or perceived membership in the protected classes listed above (which denial, deprivation or limitation constitutes "discrimination" under this policy) is in violation of this policy.  This includes failing to provide reasonable accommodations to persons with disabilities, when that accommodation is consistent with state and federal law. 

University Policy on Discriminatory Harassment
Contact: Angie Petrovic 
Senior Associate Athletics Director - Compliance and Business Services/SWA
apetrovic1@udayton.edu

Students, staff, administrators, and faculty are entitled to a working environment and educational environment free of discriminatory harassment.[3]  

Discriminatory harassment is defined as unwelcome conduct that is based on an individual's actual or perceived membership in a protected class.  The University will not tolerate discriminatory harassment against any employee, student, visitor or guest.

Harassing conduct may take various forms, including name-calling, graphic or written statements (including the use of electronic means), or other conduct that may be physically threatening, harmful, or humiliating.  Such harassment does not have to include intent to harm, be directed at a specific target, or involve repeated incidents.  Sex-based harassment can take two forms:  sexual harassment, which is further defined below in section IV. B, and gender-based harassment, which is harassment based on stereotypical notions of what is female/feminine vs. male/masculine or a failure to conform to those gender stereotypes.

Examples of discriminatory harassment include but are not limited to: epithets or slurs; negative stereotyping; denigrating jokes; and display or circulation in the working, learning, or living environment (including electronic transmission) of written or graphic material that is discriminatory in nature. This may include belittling remarks about a person's identity, based on protected status(es) that have the effect of isolating an individual (or group) or adversely impact access to educational programs(s).  Use of email, the Internet, or other forms of digital media to facilitate any of the above referenced behaviors also constitutes discriminatory harassment.

The University reserves the right to take measures to remedy all forms of harassment when reported. Where appropriate, such behavior may be subject to discipline under other University policy(ies). In some situations, behavior that is offensive or harassing but does not rise to the level of creating a hostile environment can be resolved informally and with remedial, responsive, and/or protective actions. These actions could include issuing no contact orders, providing counseling and/or medical services, providing academic support, interim suspensions (for students), living arrangement adjustments, providing a campus escort, making academic or work schedule and assignment accommodations, safety planning, issuing no-trespass orders or other access restrictions, and/or referral to campus and community support resources. 

Note that, even where a violation of this Policy is not found to have occurred, the University may recommend that facilitated dialogue or mediated agreements, counseling or other restorative steps be taken, or, if another University policy has been violated, implement corrective action as appropriate.  Regardless of whether policy violation is found to have occurred or even formally investigated, remedy may continue to include no contact directive, or other means, as appropriate. Procedures for handling reported incidents are fully described in the University's Sexual Harassment Resolution Process and the Equity Compliance Resolution Process.