Bias Incident Committee

Protection from Harassment Policy

Bryant University is committed to maintaining a respectful environment where all community members feel valued, have equal access to opportunities, and are empowered to contribute meaningfully. The university upholds the principles of free speech and academic freedom while maintaining policies that comply with federal and state protections against discrimination, harassment, and retaliation.

We urge all community members to familiarize themselves with the Protection from Harassment Policy and to report promptly any incidents that violate the standards that we as a community seek to uphold.

Committee Overview and Process

• The committee meets weekly to review reports of bias incidents.
• Upon receiving a report, a committee member will reach out to the reporting and/or impacted individual(s) to offer support, explain the process, and discuss available options for next steps.
• The committee may meet with individuals identified in the report to gather additional information and/or collaborate with DPS to obtain further details.
• The committee will assess the information provided to determine whether a bias incident has occurred.
• The committee does not have the authority to recommend or apply disciplinary sanctions.
• The committee can recommend educational sanctions when requested by the Vice President for Student Affairs or the Vice President for Human Resources.
• The committee may develop, support, or collaborate on educational initiatives for the campus community.

Supportive Measures

The committee provides supportive measures upon request to all individuals involved in the bias incident process. These measures are non-disciplinary, non-punitive, and designed to restore or preserve equal access to the university’s programs and activities.

Supportive measures may include, but are not limited to:

• Academic and Workplace Support (e.g., accommodations, schedule adjustments)
• Safety Measures (e.g., increased security, no-contact orders)
• Emotional and Psychological Support (e.g., counseling, crisis intervention)
• Educational Support and Informal Resolution Options (e.g., facilitated dialogue, restorative conversations)

Bias Incident Definition

• Includes unwelcome conduct based on an individual’s actual or perceived protected category under federal and Rhode Island laws, including race, color, national origin, sex (including pregnancy, sexual orientation, and gender identity), disability, religion, age (40 or older), genetic information, citizenship status, marital status, veteran status, gender identity and expression, and ancestry.
• Refers to any behavior, action, or expression based on bias that excludes, harasses, or harms an individual or group, even if it does not violate criminal law.
• Includes any conduct that creates or contributes to a hostile or unwelcoming environment, limiting or denying an individual’s ability to participate in or benefit from the university’s educational programs, activities, or employment.
• May involve conduct that is severe, pervasive, or objectively offensive.
• May take the form of verbal, written, online, or physical conduct, including damage to property.
• Can occur whether the act is intentional or unintentional.
• The committee recognizes that some bias incidents may be unintentional and will prioritize an educational, non-disciplinary approach to resolution when appropriate.
• Bias incidents committed by students are considered violations of the student code of conduct.
• Bias incidents committed by employees may violate the university’s Protection from Harassment Policy and will be addressed by Human Resources

Examples of Prohibited Conduct

Prohibited conduct includes behaviors that create a hostile environment or interfere with an individual’s access to education or the workplace, such as, but not limited to:

• Harmful Speech and Harassment: Offensive remarks, slurs, threats, or verbal abuse.
• Physical and Property Damage: Vandalism, destruction of property, or intimidation.
• Discriminatory Actions: Ridiculing language, hate symbols, or exclusionary materials.
• Online and Social Media Misconduct: Demeaning posts or incitement of harm.

Impact of Bias Incidents

Bias incidents can have significant effects on individuals and the broader campus community, including:

• Emotional and Psychological Harm – Increased stress, anxiety, depression, or a diminished sense of safety and belonging.
• Academic and Professional Impact – Disruptions to learning, concentration, and performance in academic or workplace settings.
• Social and Community Effects – Strained relationships, isolation, or division within the campus community.
• Physical Well-Being – Heightened stress responses, fatigue, or other health-related consequences.
• Institutional Climate – Erosion of trust, reduced engagement, and a less inclusive campus environment.
• Barriers to Equal Access – Hindrances to fully participating in university programs, activities, and opportunities.

Reporting

To report: 

1. Call the 24-hour Bias Incident Hotline at (401) 232-6920.
2. Complete the Bias Incident Report Form.
3. Visit the Department of Public Safety or contact a member of the Committee.