Informal Investigations
What is an Informal Investigation?
An investigation means we will talk not only with you, but also with the person(s) you are accusing and any witnesses or others who may be helpful to an understanding of what has happened and how big a problem it is.
We may also collect documentation that is relevant, e.g., letters, performance evaluations, copies of e-mail. Based on the evidence we gather, we make a determination as to whether a finding of discrimination (or misconduct, etc.) is warranted.
Informal Investigation Response
If, based on the investigation, the MU Equity Office can and should resolve the problem, we will do so. On the other hand, if we believe that the university needs to take some official action, we will make a recommendation to the appropriate administrator.
Generally, our report to senior administration would address three critical facets:
- You. What, if anything, needs to be done by the institution to provide a remedy for you, the complainant? Examples might include moving a student to a different section of a class, providing a leave of absence, or promoting someone wrongfully denied a promotion.
- The accused. What, if anything, do we need to do to make sure that this person changes his/her behavior? In other words, does the institution need to take disciplinary action or would some less formal action be effective? You would not have any material role in determining whether or what disciplinary action is appropriate.
- The institution. What, if anything, do we need to do to try to ensure that this kind of discrimination doesn’t happen again? Do we need to change a policy, require leadership training, physically reorganize a department? In other words, is the system functioning properly, and is there something we can do to make it better?
The recommendations from an informal inquiry are not binding, but university administrators will give our factual determinations a great deal of weight when reviewing the matter.