Reports submitted online are sent directly to the Office of Institutional Equity. Once the report is submitted, and depending on the detail of the information provided, our staff will reach out to the complainant to discuss rights and options. That individual decides whether to file a formal complaint. If a complaint is pursued, the institution will take reasonable steps to investigate the matter, stop the harassment, prevent its recurrence, and remedy its effects.
All employees are required to report discrimination to the Office of Institutional Equity. In some cases, the university may pursue an investigation regardless of whether the individual makes a formal complaint.
In conjunction with other campus resources, the Office of Institutional Equity strives to provide all impacted parties with the support they need, including information about options for medical care, counseling, and advocacy. The university takes steps to ensure that students, employees, and visitors are safe and not subject to further harassment or retaliation.
- Rights and Options
- Accommodations, Assistance, and Interim/Supportive Measures
- Guide to Understanding the Title IX Process
- FAQs for the Equity Process
- FAQs for the Title IX Process
Will my information be kept private?
Privacy of the parties is a top priority to the university. However, sometimes limited information must be disclosed to fully investigate a report. The university will weigh the impacted party’s request for confidentiality in determining whether or how to proceed with an investigation. In some instances, to protect the safety of the Mizzou community, an investigation may still go forward even if the impacted party declines to participate in the investigation.
If the reported discrimination constitutes a reportable offense under the Clery Act, we are required to report basic non-identifying aggregate information to the MU Police Department. In some circumstances, to address an imminent threat, the university may have to provide a timely warning in a manner likely to reach all members of the campus community in order to safeguard students and campus employees.
Learn more about confidentiality and privacy.
What about retaliation?
Retaliation is any adverse action taken against a person because of that person’s participation in protected activity. The phrase “participation in a protected activity” includes participation or refusal to participate in the processes set forth in CRRs 600.030, 600.040, and 600.050. Any person who engages in such retaliation shall be subject to disciplinary action, up to and including expulsion or termination, in accordance with applicable procedures. Any person who believes they have been subjected to retaliation is encouraged to notify the Equity Officer/Title IX Coordinator. The University will promptly respond to all claims of retaliation in accordance with this policy.
Examples of prohibited retaliation include, but are not limited to, giving a lesser grade than the student’s academic work warrants because the student filed a report or Complaint of discrimination or harassment; giving lower than justified performance appraisals because a person was a witness in an investigation of alleged discrimination or harassment; and threatening to spread false information about a person for filing a report or Complaint of discrimination or harassment.
Policies: CRR 600.010(F), CRR 600.020(G), and HR-520
Will I be punished if alcohol or drugs were involved?
In order to foster reporting and participation, the university may provide amnesty to complainants and witnesses for minor student conduct violations ancillary to the incident.
Policies: CRR 600.030(D), CRR 600.040(D), and CRR 600.050(E)