Bias Reporting

The University is dedicated to fostering a welcoming and inclusive campus community where everyone feels safe, respected, and valued. Prejudice-based aggression and hate have no place at St. John’s. To guard against these social maladies and protect the physical and emotional well-being of our students, faculty, administrators, and staff, the University encourages every member of the community to report bias.


Report Bias Here

What are acts of bias?

The University’s Policy 704 defines acts of bias.  They are words or actions that are motivated by bias against a person or group’s race, color, ethnicity, national origin, gender, sex, gender identity, gender expression, sexual orientation, disability, religion, age, veteran status, or any other legally protected characteristic. 

These are some examples:

  • Name calling
  • Epithets
  • Slurs
  • Degrading language
  • Vandalism
  • Offensive social media posts
  • Graffiti
  • Hate symbols and images
  • Threats
  • Harassment

How do I report bias?

For non-emergency situations, any member of the University community can use the online reporting form available at  This form may be completed anonymously, but be sure to include as much information as possible so that the University can respond.

Bias reports can also be made to the Office of Human Resources, Equal Opportunity & Compliance, which is located in University Center, Suite C, and can be reached at (718) 990-1865 (press 4).

In the event of an emergency, including but not limited to situations involving violence or threats of violence, please call 911 or Public Safety.

What happens when I report bias?

The Office of Human Resources, Equal Opportunity & Compliance department will reach out to the complainant (the person who filed the report) to discuss the incident and options for moving forward.  This includes ensuring that the complainant is safe and has access to support resources, determining whether or not to pursue an investigation, and exploring possible ways to resolve the complaint. 

Any investigation stemming from a complaint serves a fact-finding purpose to determine whether or not the University’s non-discrimination policy, Policy 704, has been violated.  Investigations may involve interviewing witnesses, collecting evidence, and meeting with the respondent (the person against whom a complaint is filed). 

Throughout the investigative process, complainants, witnesses, and respondents are treated fairly and respectfully, and all have equal access to safety and support resources.  Conversations with complainants, witnesses, and respondents are kept private, and the University’s policy prohibits retaliation against anyone involved in a University investigation.

What are the possible consequences of being found in violation of the non-discrimination policy?

If an investigation concludes that a respondent has violated University policy, the corrective action steps that are taken will depend on whether the respondent is a student, faculty member, or staff member/administrator.

  • For students, the matter is referred to the Office of Student Conduct for sanctioning.  A list of University sanctions can be found here.
  • For faculty, the applicable procedures in the Collective Bargaining Agreement are followed.
  • For staff members and administrators, the Office of Human Resources consults with the respondent’s direct supervisor to determine appropriate corrective action.

Even if an investigation did not substantiate a policy violation, if it was determined that inappropriate conduct occurred, such conduct will be addressed.

How will I know the outcome of the investigation?

Federal law limits the information the University can share and with whom.  However, complainants and respondents are always notified, in writing, whether an investigation substantiated or did not substantiate a violation of University policy. 

What resources and support are available?

RESPECT is the University’s bias response team and is an important resource for anyone impacted by bias.  It comprises students, faculty, administrators, and staff who can support you through or outside of the investigative process.  RESPECT can provide guidance, help you advocate for yourself, act as mediators, and connect you with additional support resources, some of which are available here.