Defining Discrimination and Harassment
- What is discrimination?
Discrimination is defined as treating members of a protected category less favorably because of their actual or perceived membership in that category or as having a policy or practice that adversely impacts the members of one protected category more than others.
- What is harassment?
Harassment is unwelcome nonverbal, physical, verbal, or online conduct where such conduct is based on actual or perceived membership in a protected category and subjects an individual to inferior terms, conditions, or privileges that unreasonably interfere with an individual’s work or academic performance or creates an intimidating, hostile, or offensive environment and would have such an effect on a reasonable person.
- What is sexual harassment?
Sexual harassment is defined in several ways. Generally, sexual harassment falls under two categories:- Hostile environment is unwelcome conduct based on sex, that a reasonable person would find to be severe, pervasive, and/or objectively offensive, and that has purpose or effect of unreasonably interfering with a person’s education, employment, or access to an Institute’s program or activity. Sexual harassment includes sexual assault, domestic violence, dating violence, and stalking. Acts of sexual harassment may be committed by any person upon any other person, regardless of the sex, sexual orientation, and/or gender identity of those involved.
- Quid pro quo occurs when a person in a position of power makes education or employment benefits conditional on an individual’s participation in unwelcome sexual conduct.
What are protected categories?
Protected categories at Pratt include race, religion, hearing status, color, sex, pregnancy and related conditions, political affiliation, religion, creed, ethnicity, national origin (including ancestry), citizenship status, physical or mental disability, body size, age, marital status, family relationship, sexual orientation, gender, gender identity or expression, veteran or military status (including special disabled veteran, Vietnam-era veteran, or recently separated veteran), predisposing genetic characteristics, domestic violence victim status, or any other protected category under applicable local, state or federal law.
What happens after a report is made?
The Institutional Equity and Title IX Office will contact the harmed individual to offer resources, explain their rights, and discuss supportive measures. A harmed individual is strongly encouraged to meet (virtually or in person) with the Institutional Equity and Title IX Office to understand their options. Meeting with the office doesn’t automatically start a formal process or commit someone to any course of action-it’s an opportunity to learn about options.
Preventing Discrimination and Harassment
Pratt is committed to preventing all forms of discrimination and harassment. We strive to maintain a safe and welcoming community where all community members can access and fully participate in their educational and employment pursuits.
Resolution Options:
Pratt Institute takes all allegations of discrimination and harassment seriously and has established formal resolution procedures to thoroughly and impartially review such allegations. Resolution procedures can include obtaining support, participating in an informal or restorative process (a facilitated dialogue aimed at repair and understanding, when appropriate), or proceeding through a formal disciplinary process, which typically involves an investigation and formal decision-making process. Pratt Institute’s resolution procedures are not legal proceedings and occur separately from criminal or court processes.
Campus Policies
Pratt’s prohibition for discrimination and harassment is detailed in the Title IX, Nondiscrimination, and Anti-Harassment Policy. This policy is found on the Institutional Equity and Title IX website. This policy details prohibited conduct, identifies resources, and outlines how Pratt responds to discrimination and harassment.
Who Can I Talk To?
Community members can contact the Institutional Equity and Title IX Office with any questions about discrimination and harassment.
Need to Report Concerns?
Private/Nonconfidential Reporting: Individuals may report directly to the Institutional Equity and Title IX Office. Reports can also be made to an Institute employee. Most Institute employees are required to report any knowledge of discrimination and harassment to the Institutional Equity and Title IX Office.
Anonymous reports may be submitted; however, reporting anonymously may limit the Institute’s ability to respond. All nonconfidential reports at the Institute are handled discreetly and are only shared with those who have a need to know.
Confidential Reporting: Reports to confidential sources are not shared with Institute officials, except in situations where there is an imminent risk of harm. Confidential sources at Pratt include mental health counselors, healthcare providers, and clergy.
Have an Emergency or Safety Concern?
Contact Campus Safety:
- Brooklyn: 718.636.3540 or 718.636.3541 (24/7)
- Manhattan: 212.647.7776
Confidential Resources
- Pratt Institute Counseling Center (Student Counseling Services): 718.687.5356
- Pratt Institute Health Services (Student Healthcare Services): 718.399.4542
- Employee Assistance Program (EAP) (Employee Services): Web ID: GEN311 | 800.311.4327 (TDD: 800.697.0353)
- New York State Office of Victim Services: 800.311.4327
- New York State Division of Human Rights Workplace Sexual Harassment Hotline: 800.HARASS.3 (800.427.2773)
Nonconfidential Resources
- Institutional Equity and Title IX: 718.687.5171 | titleix@pratt.edu
- Campus Safety:
- Brooklyn: 718.636.3540 or 718.636.3541 (24/7)
- Manhattan: 212.647.7776
- Student Support and Advocacy: 718.399.4546 | studentadvocate@pratt.edu
- Learning/Access Center: 718.802.3123 | lac@pratt.edu
- Office of Diversity, Equity and Inclusion: dei@pratt.edu
- Human Resources: 718.687.5438
Supportive Measures
Supportive measures are private nondisciplinary/nonpunitive individualized services provided by the Institute free of charge to individuals impacted by discrimination and harassment. Participation in a resolution process is not required to obtain supportive measures. Supportive measures can include, but are not limited to, access to campus and community resources, academic/housing/workplace modifications, and safety accommodations.
Protection from Retaliation
It is common to be concerned about adverse outcomes when reporting prohibited conduct or participating in a process to resolve prohibited conduct. However, it is a violation of Pratt policy to engage in retaliatory acts against any student or employee who reports discrimination or harassment or any individual who assists or participates in the resolution of discrimination or harassment. Pratt will take proactive steps to protect anyone who reports discrimination or harassment or assists in its resolution from retaliation.
What You Can Do to Help Prevent Discrimination and Harassment
- Examine your own biases and consider where they may have originated.
- Be an active bystander-call out racist or other demeaning “jokes” or statements.
- Welcome diversity of thought-it’s ok to disagree, just remember to be respectful when you do.
- Foster an inclusive and respectful environment in your department, club, team, and classroom.
- Stay current-participate in training and be willing to learn and grow.
- Maintain welcoming and accessible spaces.
- Report discrimination and harassment concerns.
Mike Arno
Director, Institutional Equity and Title IX, Title IX Coordinator
718.687.5171 | titleix@pratt.edu