Diversity, Equity & Inclusion

Bias Incident Reporting

A bias incident involves any discriminatory act against an individual or a group based on their age, religion, disability (physical or mental), race, ethnicity, national origin, sex, gender, gender identity, sexual orientation, marital status, veteran status, socioeconomic status, or any other identity. 

If you encounter or suspect incidents of bias, you are encouraged to report it according to the processes listed below. 

Before making a report, if you would like assistance or more information about these processes, including how to go about making an anonymous report, you may contact members of the UW School of Nursing’s Office of Diversity, Equity and Inclusion. 

  • Butch de Castro, PhD, MSN/MPH, RN, Associate Dean for Diversity, Equity and Inclusion 
  • Cher Espina, Director of Admissions and Student Diversity 
  • Helaina Sorey, Director of Human Resources and Organizational Development 

For students: 

See the UW School of Nursing’s Memo 36 which explains the process if a student has any concerns about a course, course instructor, or course teaching assistant. Students may also wish to review Section 25-71 of the UW Faculty Code which explains the process for handling allegations of a faculty member violating a standard of conduct, including non-discrimination; see below. 

For staff: 

Please report bias or discrimination concerns to your direct supervisor. If you are not comfortable talking with your direct supervisor or are not satisfied with the response that you receive, you are encouraged to speak to your supervisor’s supervisor (or above that supervisor, if necessary). Staff should note that UW Human Resources explains the processes for Complaint Resolution that lists options for help and support in resolving a situation. 

For faculty: 

Please report bias or discrimination concerns to your Department Chair (Dr. Margaret Heitkemper or Dr. Teresa Ward). If you are not comfortable talking with your Department Chair or are not satisfied with the response that you receive, you are encouraged to speak to Associate Dean for Diversity, Equity and Inclusion Butch de Castro or Executive Dean Azita Emami. Faculty should note the UW Faculty Code Section 25-71 Standard of Conduct which explains procedures for handling if a faculty member is alleged to have violated a rule or regulation of the University, its schools, colleges, or departments. Also, UW Human Resources explains the processes for Complaint Resolution that lists options for help and support in resolving a situation. 

University Bias Reporting Tool 

In addition to the reporting processes above, you are encouraged to file a report of encountered or suspected incidents of bias or discrimination to the university level here. This can be anonymous. 

Submission of a Bias Incident Report does not constitute a formal complaint and will not automatically initiate an investigation. Reports will be reviewed by the UW’s Bias Incident Advisory Committee within 2 to 4 business days, and will refer reporters to appropriate campus offices and programs that can effectively respond in accordance with applicable University polices and principles of expression. The Bias Incident Advisory Committee does not conduct investigations. Should you utilize some of the campus resources offered to you through this process, they might use the information you provide to initiate disciplinary action.  Depending on the situation, your report may or may not be reported to an administrative or academic unit (e.g., UW School of Nursing) that the report is related to.  

Non-Discrimination and Non-Retaliation 

The School of Nursing and the University of Washington are committed to protecting the rights and dignity of each individual in the University community. We follow State, County and Federal laws that bar discrimination in places of public accommodation, housing, employment and education. The School of Nursing is committed to providing equality of opportunity and an environment that fosters respect for all members of the University community, as detailed in Executive Order No. 31, the University’s policy on non-discrimination and non-retaliation, and Article 2 of the UW/WFSE-UWPMA Contract. 

In addition, the School of Nursing works to uphold the protections guaranteed under the Anderson-Murray Anti-Discrimination Law to protect lesbian, gay, bisexual and transgender (LGBTQ+) people from discrimination through the Washington Law Against Discrimination (WLAD) (RCW 49.60). 

These policies have the goal of promoting an environment that is free of discrimination, harassment and retaliation. To facilitate that goal, the University and the School retain the authority to discipline or take appropriate corrective action for any conduct that is deemed unacceptable or inappropriate, regardless of whether the conduct rises to the level of unlawful discrimination, harassment or retaliation. 

Sex or Gender Discrimination

Title IX, Title VII, the Violence Against Women Act (VAWA), Washington State law, and University of Washington policy collectively prohibit discrimination based on sex, sexual orientation, gender, gender expression, pregnant or parenting status, and LGBTQ+ (lesbian, gay, bisexual, transgender, queer) identity.

In addition, University policy defines sexual harassment as:

  1. Unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature by a person who has authority over the recipient when:
    • Submission to such conduct is made either an implicit or explicit condition of the individual’s employment, academic status, or ability to use University facilities and services, or
    • Submission to or rejection of the conduct is used as the basis for a decision that affects tangible aspects of the individual’s employment, academic status, or use of University facilities; or
  2. Unwelcome and unsolicited language or conduct that is of a sexual nature and that is sufficiently severe, persistent, or pervasive that it could reasonably be expected to create an intimidating, hostile, or offensive working or learning environment, or has the purpose or effect of unreasonably interfering with an individual’s academic or work performance. This also includes acts of sexual violence, such as sexual assault and sexual exploitation.

The policies prohibiting these behaviors for students are located in the Student Conduct Code, and for employees and other members of the University community, in Executive Order 51 and Executive Order 31.

The University’s Sexual Assault Resources webpage provides those impacted by sexual violence with resources, options, and university policies and processes.

If you have experienced sex or gender discrimination, including sexual assault, relationship or intimate partner violence, stalking, sexual harassment, or other sexual misconduct, please connect with a confidential advocate who will provide information about your options, your rights, and support resources. The UW’s Know Your Rights & Resources guide also provides important information on resources and reporting options so that individuals can decide what feels right for their situation. You have the right to make a formal complaint and request an investigation.

If you are aware of a situation that potentially involves sexual assault, relationship violence, domestic violence, stalking, sexual harassment, related retaliation or other forms of sexual misconduct, please call UW SafeCampus at 206-685-SAFE (7233) to receive information about options and resources. These calls can be made anonymously. You may also reach out to the Title IX Coordinator at titleix@uw.edu or 206-221-7932. UW SafeCampus training information is also available.

In the School of Nursing the Dean, the Associate Dean for Finance & Operations, and the Director of Human Resources are the three designated Title IX Officials Required to Report. Please note that this means neither the Dean, the Associate Dean for Finance and Operations and the Director of Human Resources may maintain your identity as confidential if you choose to disclose a situation or experience of sexual harassment, whether yours or someone else’s, to either of them. This is also true of the University’s Title IX Coordinator.

Investigation and Resolution 

The University encourages the prompt resolution of complaints about the behavior of its employees and students. There are many resources available to assist in this process, including: 

  • Your immediate supervisor or adviser 
  • Your departmental student services adviser, administrator, Graduate Program Coordinator, or chair/director 
  • UW School of Nursing Human Resources; sonhr@uw.edu 
  • Beverly Page, HR Consultant, UW Campus HR Operations & Services – Employee Relations 

To ensure equal access to resources and to protect the rights of all parties, allegations of discrimination and sexual misconduct cannot be resolved solely within a department, school or program. 

University policy prohibits retaliation against individuals who bring complaints or who participate in the complaint process. 

Diversity, Equity & Inclusion Faculty Advocates

Faculty across the UW Seattle, UW Bothell, and UW Tacoma campuses have volunteered to serve as DEI Faculty Advocates.  They can be consulted if you have questions or need assistance with regard to addressing or incorporating a DEI issue or topic in your teaching.

UW Seattle School of Nursing

Associate Dean for Diversity, Equity & Inclusion

Department of Biobehavioral Nursing & Health Informatics

Department of Child, Family, & Population Health Nursing

UW Bothell School of Nursing

UW Tacoma School of Nursing & Healthcare Leadership

Additional Resources

Counseling 

Local 

External resources 

*Adapted, with permission, from the UW College of Engineering