Pratt Institute does not discriminate and prohibits discrimination against any individual based on any category protected under applicable federal, state, or local laws.
Protected Categories include, but are not limited to:
- Age
- Ancestry
- Caregiver status
- Citizenship
- Color
- Creed
- Disability (physical or mental)
- Domestic violence victim status
- Ethnicity
- Gender, gender identity or expression
- Genetic information or predisposing genetic characteristics
- Marital status or familial status
- Military status, including past, current, or prospective service in the uniformed services
- National origin
- Political Affiliation
- Race (including traits historically associated with race, such as hair texture and protective hairstyles)
- Religion
- Sex (including pregnancy, childbirth, or related medical conditions)
- Sex stereotypes
- Sex characteristics
- Sexual orientation
Please refer to the Title IX, Nondiscrimination, and Anti-Harassment Policy for the most up to date list of protected categories.
All community members impacted by sexual misconduct, discrimination, and harassment are provided the following rights – known as the Bill of Rights
- Make a report (or decline to report) to local law enforcement and/or state police;
- Have disclosures of Sexual Assault, Domestic Violence, Dating Violence, and Stalking and all other forms of Prohibited Conduct treated seriously;
- Make a decision about whether or not to disclose a crime or violation and participate in the complaint resolution process and/or criminal justice process free from pressure by the institution;
- Participate in a process that is fair, impartial, and provides adequate notice and a meaningful opportunity to be heard;
- Be treated with dignity and to receive from the Institute courteous, fair, and respectful health care and counseling services, where available;
- Be free from any suggestion that the Complainant is at fault when these crimes and violations are committed, or should have acted in a different manner to avoid such crimes or violations;
- Describe the incident to as few representatives of the Institute as practicable and not be required to unnecessarily repeat a description of the incident;
- Be protected from retaliation by the Institute, any student, the Respondent, and/or their friends, family and acquaintances within the jurisdiction of the Institute;
- Access to at least one level of appeal of a determination;
- Be accompanied by an Advisor of choice who may assist and advice a Complainant or a Respondent during any meetings and hearings under the policy and procedures; and
- Exercise civil rights and practice of religion without interference by the investigative, criminal justice, or complaint resolution process of the Institute.
You can report a broad range of concerns, including:
- Sexual Harassment (sexual assault, dating violence, domestic violence, and stalking)
- Discrimination or harassment based on protected characteristics (such as race, color, national origin, religion, disability, age, sexual orientation, gender identity or expression, and other legally protected statuses)
- Disability-related discrimination or equity concerns
- Retaliation related to a report made with our office or participation in our process
- Any other equity-related concern impacting your experience at Pratt
If you are unsure whether your concern falls within our scope, we encourage you to report it.
- You should report it anyway.
- Our office will review the concern, help determine whether it falls under our policies, and guide you or others toward appropriate next steps or resources.
After a report is submitted:
- Our office reviews the information to assess jurisdiction under Institute policies
- Outreach is typically made to the harmed party
- The harmed party is offered supportive measures and information about resources and resolution options
- A report may proceed to a resolution process.
In most cases, the harmed party decides whether a complaint is referred to a resolution process, unless there are immediate safety concerns or other factors requiring institutional action. Regardless of the action taken, the harmed party is kept informed.
Most Pratt employees are designated as mandatory reporters and must share reports or knowledge of sexual misconduct, discrimination, or harassment with the Office of Institutional Equity.
Regardless of how a report is made to the Office of Institutional Equity, the harmed party is not required to meet with the Office of Institutional Equity or participate in any resolution process.
Certain employees, such as mental health counselors, health care workers, and clergy are not required to report disclosures of sexual misconduct, discrimination, or harassment when they receive the disclosure under their covered role.
No. You are not required to report to Prohibited Conduct (defined in the Title IX, Nondiscrimination, and Anti-Harassment Policy) if you are the target. Even if you have a duty to report.
Any employee that is the target of sexual misconduct, discrimination, or harassment is not required to report the conduct to the Office of Institutional Equity, however they are encouraged to do so.
No. Reporting is designed to help, not harm.
Reporting can:
- Connect individuals with support and resources
- Help the Institute address and prevent harm
- Provide options to harmed parties without requiring them to pursue a formal process
In most cases, the harmed party remains in control of how they engage with our office and the process.
If the concern does not fall under the Title IX, Nondiscrimination, and Anti-Harassment policy:
- We will inform the reporter or harmed party
- We will connect the harmed party with the appropriate office or resource at Pratt
- Supportive measures may still be available
Some violations of Pratt’s policies may also be a violation of local or state law. A victim of misconduct has the right to report an incident to law enforcement, Campus Safety, and/or the Institute. The victim also has the right not to report an incident. A harmed party wishing to report to law enforcement may obtain assistance from Pratt when making the report. Pratt will not file a report of misconduct to law enforcement on behalf of the harmed party.
Pratt’s resolution process is an administrative process designed to determine if a respondent (accused party) has violated a Pratt Institute policy and, if applicable, determine the appropriate disciplinary action(s). A criminal investigation/process by law enforcement seeks to determine whether an individual violated criminal law. Pratt’s internal resolution process and criminal investigations are independent processes and may occur simultaneously.
Supportive measures are reasonable services that are individualized, non-disciplinary, and designed to restore or preserve access to Pratt’s programs and activities. Supportive measures may include:
- Academic accommodations (extensions, attendance flexibility, course adjustments)
- Workplace adjustments (schedule changes, modified duties)
- No-contact directives
- Housing or campus access adjustments
- Safety planning
- Referrals to counseling, health services, or external resources
- And many more
Please contact the Office of Institutional Equity for more information or to request supportive measures.
Yes. You do not need to file a formal complaint or participate in a resolution process to receive support.
Yes. Supportive measures are designed to support anyone involved in the process.
You may receive:
- Supportive measures
- Information about the process and your rights
- Referrals to additional resources
Pratt’s process is designed to be fair, impartial, and equitable.
Yes. Both harmed parties and respondents (those accused) may bring an advisor of choice to any meeting or proceeding.
Advisors provide support and guidance. Their role in speaking during meetings may vary depending on the process.
Students registered with the Learning/Access Center (L/AC) may also bring their L/AC advisor in addition to an advisor.
Unionized employees may also have a union representative, serve as their advisor, or accompany them in addition to an advisor.
Yes. Pratt offers an informal resolution process when appropriate.
This may include:
- Mediation or facilitated dialogue
- Restorative conversations
- Mutually agreed-upon resolutions
Participation in any informal or alternative resolution is voluntary and requires agreement from all parties.
Informal or other alternative resolutions are not appropriate for all cases.
As a witness:
- You will be given relevant information needed to participate in an investigation or hearing
- You may be asked to share what you know
- Participation is typically voluntary
Witnesses are generally not informed of the outcome of an investigation or hearing.
Timelines vary depending on the nature and complexity of the case.
- Investigations typically take approximately 45–60 days
- Additional time may be required for hearings, informal resolutions, or appeals
Institutional Equity will communicate updates and timelines throughout the process.
Formal complaints involving Title IX sexual harassment that proceed under the federal Title IX regulations require a live hearing.
The Office of Institutional Equity handles information with care and shares it only as necessary.
- Information is shared on a need-to-know basis
- Pratt complies with applicable privacy laws, including FERPA
Important considerations:
- Parties are expected to keep matters private, though they are not strictly prohibited from discussing their experiences
- Evidence shared during a process may not be redistributed
- Improper disclosure of case-related information may result in disciplinary action
No. Pratt will not contact a student’s parent(s) or guardian(s) without a student’s permission, unless required by law.
It depends.
- Information is shared only when necessary
- In employee-related matters, Institutional Equity may coordinate with Human Resources
- Supervisors are informed only when needed to implement supportive measures or address concerns
- If you are the complainant, you will be informed of the outcome of a informal resolution process
- If you are a third-party reporter, you will generally not receive outcome details due to privacy protections
- Complainants and respondents receive updates about their case, including outcomes
- Reporters may be contacted for additional information.
- Witnesses or other participants (i.e. third parties) may only be contacted when their participation is requested
- Third parties, such as supervisors, are provided updates or outcomes, only on a need-to-know basis
- If you are a third party, you may not always receive consistent updates from the office, however, lack of follow-up does not mean the reported information was not taken seriously, or that no action was taken by our office.