Reporting Unlawful Discrimination 

George Mason’s Non-Discrimination Policy provides for an educational and work environment free from any unlawful discrimination on the basis of race, color, religion, national origin, sex, disability, military status (including veteran status), sexual orientation, gender identity, gender expression, age, marital status, pregnancy status or genetic information. 

For the complete grievance procedure and appeal process, please read the Policy 1201 Grievance Procedure document (PDF). This procedure applies to all George Mason faculty, staff, students, University contractors, vendors, and visitors. 

Unwelcome conduct directed against a person based on one or more of that person’s protected characteristics that is so severe or pervasive and objectively offensive that it interferes with, limits, or denies the ability of an individual to participate in or benefit from University educational or employment programs, services, opportunities, or activities. Unwelcome conduct can include oral, written, graphic, physical, or other conduct by an employee, a student, or a third party; as well as conduct that is physically threatening, harmful, or humiliating. Mere subjective offensiveness is not enough to constitute hostile environment discrimination. 

Hostile Environment discrimination based on sex is not covered by this policy or definition and is covered (and investigated) under University Policy 1202. Likewise, quid pro quo sexual harassment is covered (and investigated) under University Policy 1202. 
 

An adverse action(s) that treats an individual differently than similarly situated other individuals based on a protected characteristic(s). For purposes of a disparate treatment claim, an adverse action is an action that adversely affects the terms, conditions, or benefits of the Complainant’s education, employment, or other aspects of their experience at the University. 

Any Adverse Action taken against an individual because they engaged in Protected Activity.

Complaining about or reporting discrimination based on a protected characteristic (formally or informally) to any University employee or to any external government entity responsible for enforcing anti-discrimination laws, requesting a reasonable accommodation, participating in or cooperating with the investigation of a complaint of discrimination or a related disciplinary process, or opposing in a reasonable manner an action reasonably believed to constitute a violation of this policy. Being accused of discrimination is not protected activity. 
 

For retaliation purposes, an adverse action is any action taken against a person that is harmful to the point that it could dissuade a reasonable person from making or supporting a complaint of discrimination. 
 

The various identities protected by University Policy 1201, including state and federal laws and regulations, including race, color, religion, ethnic or national origin (including shared ancestry and/or ethnic characteristics), sex, disability, military status (including veteran status), sexual orientation, gender identity, gender expression, age, marital status, pregnancy status, genetic information, or any other characteristic protected by law. The Office of Access, Compliance, and Community will consider the IHRA definition of anti-Semitism and examples (as set forth in U.S. Executive Order 13899 and Chapter 471 of the 2023 Virginia Acts of Assembly) to the extent that they might be useful as evidence of discriminatory intent, without diminishing or infringing any right protected under the Constitution and laws of the United States and the Commonwealth of Virginia.