Pratt is committed to fostering a welcoming, safe, nondiscriminatory, and harassment-free educational, living, and working environment for its community.
The Office of Institutional Equity and Title IX is committed to facilitating an equitable response and resolution to all reported incidents of discrimination and harassment based on protected categories, and sexual misconduct (including dating/domestic violence, sexual assault and stalking).
Our staff members maintain the highest of ethical standards by conducting prompt and thorough follow-up for all allegations and ensuring privacy throughout our process. We educate the campus community by providing training and programming on policy awareness, reporting, and prevention.
Title VI of the Civil Rights Act of 1964, is a federal law that protects all students from discrimination based on race, color, or national origin in any program or activity receiving Federal financial assistance from the United States Education Department. Title VI’s protection from race, color, or national origin discrimination extends to students who experience discrimination, including harassment, based on their actual or perceived: (i) shared ancestry or ethnic characteristics; or (ii) citizenship or residency in a country with a dominant religion or distinct religious identity.
Title IX is a federal law prohibiting sex discrimination, including sexual orientation and gender identity, in in any program or activity receiving Federal financial assistance from the United States Education Department. Title IX also prohibits sex-based harassment (quid pro quo harassment and hostile environment harassment), sexual assault, dating/domestic violence, stalking, discrimination based on the status of pregnancy or related conditions and parenting, and retaliation.
Institutional Equity Investigator & Case Mgmt Specialist
Pratt’s Title VI and Title IX Coordinator is: Michael Arno: Director of Institutional Equity and Title IX 718-687-5171Marno58@pratt.edu / titleix@pratt.edu
The Coordinator ensures Pratt’s compliance with both Title VI and Title IX. The Coordinator also administers the Title IX, Nondiscrimination, and Anti-Harassment Policy, which ensures Pratt’s programs do not discriminate on the basis of any protected category.
The Coordinator, in addition with other Institutional Equity staff, leads Pratt’s prevention efforts and response to inequity, discrimination, harassment, and sexual misconduct concerns. This includes response to sexual assault, dating violence, domestic violence, and stalking.
All Institutional Equity staff, including the Coordinator are neutral parties that manage the administration of Pratt’s Title VI, Title IX, and nondiscrimination resolution processes.
Resolution processes are designed to eliminate, prevent, and redress known instances of inequity, harassment, and sexual misconduct in fair and unbiased matter in accordance with Pratt’s policies and state and federal laws.
The Coordinator and Institutional Equity staff coordinate support for individuals impacted by inequity, discrimination, harassment, and sexual misconduct.
Report a Violation
Reports can be made by completing one of the following forms:
All Pratt employees, with the exception of certain confidential resources, are required to report any disclosures of discrimination, harassment, and sexual misconduct to the Title IX Coordinator. To REPORT CONFIDENTIALLY, please contact a confidential resource listed below.
What are my rights? What are my options? – Find many answers in our FAQ
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)
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 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:
Referrals to counseling, health services, or external resources
And many more
Please contact the Office of Institutional 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:
Informal resolution
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 formal / informall 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 that no action was taken or information was not taken seriously.
Anyone who experiences discrimination, harassment, or sexual misconduct while abroad must deal with the stress of this unwanted event in a place and culture that is unfamiliar. Being away from the support and comfort of home can exacerbate feelings of hurt, confusion, anger, and loss of control.
U.S. Embassies and/or Pratt staff traveling with you can tell you about local police, legal procedures, and resources available to assist you in the country you are visiting. Remember, cultural and social attitudes towards discrimination, harassment, and sexual misconduct may vary greatly in different countries. If you decide to report the incident to the police, consider asking someone to go with you—many survivors find it helps not to be alone. A survivor/victim has the choice to report or not report the incident. If you are seeking legal action abroad, most countries require that you report the crime before leaving the country if you want it to be investigated.
Resources marked * can provide information about immediate local medical attention and obtaining a SANE exam. SANE exams are a means for evidence collection.
Law Enforcement
New York Police Department (NYPD)
Brooklyn Campus: Precinct #88: 718-636-6511 or 911
Manhattan Campus: Precinct #6: 212-741-4811 or 911
New York State Police Campus Sexual Assault Victims Unit: 844-845-7269
Pratt will provide certain supports and modifications to applicants, students, and employees experiencing pregnancy or related conditions, or who are parenting, in order to ensure equal access to the Institute. These may include academic or employment modifications, access to lactation spaces, or requesting leaves of absences.
Students and student applicants needing accommodations or modifications may make requests directly to the Learning/Access Center (LAC).
Employees and employment applicants needing accommodations or modifications may make requests directly to the Office of Human Resources.
What is a Pregnancy Related Condition?
Pregnancy or related conditions include pregnancy, childbirth, termination of pregnancy, lactation; medical conditions related to pregnancy, childbirth, termination of pregnancy, or lactation; and recovery from pregnancy, childbirth, termination of pregnancy, lactation, or related medical conditions.
Reporting Discrimination and Harassment
If you or someone at Pratt is experiencing discrimination or harassment because of a pregnancy/related condition status or parenting status, you are encouraged to report the concern to the Office of Institutional Equity and Title IX. Our office can provide support and resources for anyone impacted by discrimination or harassment.
Institutional Equity Resolution Team members are selected Pratt faculty and staff volunteers who assist in the response and prevention of Title VI and Title IX related matters, sexual misconduct, discrimination, and harassment on our campus. Team members fulfill a fundamental role by helping to resolve respective complaints of the Title IX, Nondiscrimination, and Anti-Harassment Policy.
Institutional Equity Resolution Team members and Institutional Equity staff receive robust annual training and are cross trained to work in multiple roles in the resolution process. Relevant training materials can be found within the Institutional Equity Personnel Training section below.
The Office of Institutional Equity seeks to have a diverse team of faculty and staff to aid in the resolution of Title IX, Title VI, and other nondiscrimination matters. Volunteer roles are open to faculty and professional staff members.
Pratt Institute’s Institutional Equity personnel includes the Office of Institutional Equity staff, Institutional Equity Resolution Team members, Investigators, Adjudicators, and others who facilitate any formal or informal resolution. Institutional Equity personnel receive robust training and are cross trained to work in multiple roles in the resolution process. Training topics include, but are not limited to definitions of Prohibited Conduct; the scope of Pratt Institute’s education program or activity; how to conduct an investigation and resolution process including hearings, appeals, and informal resolution processes (as applicable); how to evaluate evidence and determine relevance; and how to serve impartially, including by avoiding prejudgment of the facts at issue, conflicts of interest, and bias.
Current Title IX regulations, issued in August 2020, required Pratt Institute to publicly provide information specific to certain training topics, however Pratt believes it is important to continue to publish relevant training provided to Institutional Equity Personnel, in addition to the content required under Title IX. A list of training received by Institutional Equity Personnel beginning August 14, 2020 can be viewed below. Lists will be periodically updated and training materials will be kept for seven years.
Association of Title IX Administrators: “ATIXA”
Grand River Solutions: “GRS”
SUNY Student Conduct Institute: “SCI”
National Association of College and University Attorneys: “NACUA”
Date(s)
Title of Training/ Presentation
Presenter(s)
Training Materials
Attendee
2020
SUNY Student Conduct Institute: Annual Compliance Training
Pratt is deeply committed to equal opportunity and a tolerant, supportive learning environment. In compliance with New York Education Law Section 129-B, Enough is Enough, Pratt conducts a Sexual Assault Campus Climate Survey every two years. Pratt is dedicated to communicating survey results with members of our campus, our greater community, and the public.
