At George Mason, the rich diversity of our students, faculty, and staff is essential to our institutional strength. Bias incidents can hinder our capacity to work, teach, and learn from and alongside one another.
In partnership with the Center for Leadership and Intercultural Engagement, the Bias Incident reporting process is a timely, healing-centered, and education-focused effort intended to aid the education and self-advocacy of the George Mason community, track trends, and promote activities that may mitigate or prevent similar occurrences in the future. Individuals connected to bias response are comprised of a network of university employees able to provide support, resources, and education to individuals who have been subjected to or impacted by an act of bias.
The Bias Incident reporting process itself does not investigate, mediate, arbitrate, adjudicate, discipline, or replace other George Mason procedures or services, and has no adjudicatory or disciplinary authority. Its purpose is to supplement and work with campus units connecting those who have been targeted by or witness to an act of bias with appropriate support and resources. The bias reporting response process may also engage in voluntary educational discussions with members of the George Mason community about reported incidents.
The programs and services offered by George Mason University are open to all who seek them. George Mason does not discriminate on the basis of race, color, religion, ethnic 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. After a thorough review of its policies and practices, the university confirms that it meets all federal mandates as articulated in federal law, as well as recent executive orders and federal agency directives.