Reporting Unlawful Discrimination 

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. 

Under University Policy 1201, all Non-Confidential employees have a requirement to report to OACC if they become aware of an incident that might reasonably be construed as constituting Prohibited Discrimination or Retaliation. Non-Confidential employees are defined as any George Mason employee who does not work in Student Support and Advocacy Center (SSAC), Counseling and Psychological Services (CAPS), Student Health Services, or the Office of the Ombudsperson. This obligation exists even if the Complainant (person who experienced the possible prohibited discrimination) does not want to be named in a report or requests that no action be taken. As a reminder, when a report is received by OACC, OACC’s responsibility is to provide resources, supportive measures, and resolution options to the Complainant; the Complainant has the agency to determine if they want to meet with OACC or not).  

Non-Confidential employees wishing to submit a report of Prohibited Discrimination or Retaliation may do so by completing an OACC Incident of Protected Class Discrimination Report Form or by emailing MasonEO@gmu.edu. 

George Mason provides the opportunity for individuals to anonymously self-report possible protected class discrimination under University Policy 1201.

Individuals that are not required to submit a report of possible Prohibited Discrimination (e.g., confidential employees), including someone who desires to self-report, may file an anonymous report of possible Prohibited Discrimination. However, if you intend on filing an anonymous report, please know that the Office of Access, Compliance, and Community is limited in providing resources, support, and options to you.   

George Mason will make reasonable efforts to evaluate the report promptly and act accordingly; however, the University will likely be limited in taking any action on anonymous reports.