LSU does not discriminate on the basis of race, color, marital status, sexual orientation, gender identity, gender expression, religion, sex, national or ethnic origin, age, disability, genetic information, veteran's status or any status or organization protected by state or federal law, in its programs and activities.
PS 1 – Equal Opportunity Policy
PS 26 – Policy on Disability Service, Duties, and Compliance
Protected identities include race, color, marital status, sexual orientation, gender identity, gender expression, religion, sex, national or ethnic origin, age, disability, genetic information, veteran's status. While other identities may not be protected by law, Civil Rights & Title IX may make a referral to HRM as other policies might be implicated.
Discrimination occurs when one person is treated different, either more or less favorably, because of a protected identity they hold. Discrimination can occur in hiring, firing, promotions, demotions, rates of pay or other forms of compensation, tenure, grades, access to services, or other participation in the programs and activities of the university.
Harassment is unwelcome conduct based on the protected identity of another. Illegal harassment occurs when the behavior becomes so severe or pervasive that it creates a hostile environment or where the behavior becomes a condition of employment or participation in a program or activity. Isolated incidents or behavior that does not reach the severe or pervasive level may not become illegal harassment but are still antithetical to the mission of the university. Such behavior may violate other policies and may be addressed by supervisors, HRM, Academic Affairs, or Student Affairs.
Retaliation occurs when someone is treated differently, punished, harassed, or faces some other adverse action for engaging in protected activity which includes filing a complaint with the Office of Civil Rights & Title IX, participating in an investigation, helping someone file a formal complaint, or opposing unlawful discrimination. Anyone who feels they are being retaliated against is encouraged to contact their case manager to discuss options.
Bias refers to s prejudice against or for something, person, or identity group. A bias incident is conduct, including physical and verbal behaviors, based upon bias that is often predicated on a person’s identity. Some bias incidents may be actionable under equal opportunity policy or other campus policies while other incidents may not. Some behavior may be protected by free speech or academic freedom. In these situations, the office will work to support the target of the behavior but may not be able to investigate or take disciplinary action.
