Whenever you witness or are the victim of discriminatory conduct, the first step in resolving the matter is filing a formal complaint with George Mason’s Office of Access, Compliance, and Community (OACC).
Filing a Formal Complaint
If a member of the George Mason community believes they are the target of discrimination, or has information about discrimination in the University community, they may promptly submit the facts of the incident and the names of those involved to the Office of Access, Compliance, and Community by filing a report. Submitting a report puts OACC on notice but it is not the same as filing a formal complaint.
OACC takes any allegation of discrimination, harassment, and/or retaliation seriously and is committed to protecting the integrity of the investigation process, including confidentiality and the due process rights of all individuals. Note that all those involved (the respondent, the complainant, and the witnesses) have privacy interests. Therefore, outside the scope of the investigation, all parties are cautioned not to publicize or divulge the nature of the proceedings, or the identity of those involved.
Allegations and acts of discrimination have far-reaching impacts on the lives, careers, and overall work and educational experience of everyone involved. Submitting or providing false or misleading information to the Office of Access, Compliance, and Community in connection with a complaint of discrimination with the goal of personal gain or the intentional harm of another is prohibited.
Evidence that the Investigator will consider includes, but is not limited to, statements or actions made by the Respondent(s) that may indicate motivation or intent that is based on actual or perceived membership in or association with groups that share a protected category (i.e., race, sex, or national origin), other circumstances and behaviors surrounding the statements or actions, and whether there is a legitimate, non- discriminatory (and non-pretextual) reason for the alleged conduct. For example:
In a case alleging discrimination or harassment on the basis of sexual identity, MasonEO will consider whether the alleged conduct includes the usage of sex-based stereotypes to assess whether conduct presented with discriminatory intent.
In a case alleging discrimination or harassment on the basis of race, MasonEO will consider the alleged usage of racial slurs or racial epithets to assess whether conduct presented with discriminatory intent.
In a case alleging anti-Semitic conduct, MasonEO will consider whether the alleged conduct falls within the International Holocaust Remembrance Alliance (“IHRA”) definition or examples of anti-Semitism. Conduct that falls within the IHRA definition or examples of anti-Semitism will be used as evidence of possible discriminatory intent, in alignment with U.S. Executive Order 13899 and the Virginia Code.
In a case alleging/alleged discrimination and/or harassment on the basis of shared ancestry, MasonEO will consider the alleged usage of statements or actions that are based on stereotypes or hatred of a particular shared ancestry group to assess whether conduct presented with discriminatory intent.