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The Title IX policy specifically addresses sexual harassment and other forms of sex-based discrimination that occurred within the University's educational programs, or activities receiving federal financial assistance, within the United States, and which occurred after August 14, 2020.

The broader Policy on Discrimination, Harassment, and Sexual Misconduct covers a wider range of discriminatory and harassing behaviors, including those based on race, ethnicity, religion, and other protected characteristics.

If you're not sure which form to fill out, don't worry. Form responses get sent to the correct office based on the information provided.

Cases submitted to OCR that do not meet the standard for a formal investigation or that implicate other University policies are forwarded, as appropriate, to other offices such as the Office of Community Standards, the Office of the Provost, , or Student Affairs.

Individuals impacted by discrimination, harassment, or sexual misconduct, irrespective of which policy it might fall under, should contact the Office of Civil Rights and Title IX Compliance to receive support, resources, and information:

(847) 467-6165
OCR@northwestern.edu
1800 Sherman Avenue, Suite 4500
Evanston, IL 60201

At any point, you may drop out of the process. This applies to both policies.

You do not have to participate in our process and there is no punishment for not participating. You may end the process or choose a different pathway; the University typically can honor that request. Once a complaint is withdrawn, Complainants cannot pursue an investigation into the same issue again.

The University may proceed as complainant in a formal investigation if individuals choose not to.

The Policy on Title IX Sexual Harassment prohibits sex discrimination in all university programs and activities receiving federal financial assistance, including, but not limited to, admissions, recruiting, financial aid, academic programs, student services, counseling and guidance, discipline, class assignment, grading, recreation, athletics, housing, and employment, and only applies to incidents which occurred after August 14, 2020.

This policy applies to Title IX Sexual Harassment that occurs in the University's Education Programs or Activities and that is committed by any student, faculty member, staff member, or third-party affiliate who has a formal (including contractual) relationship with the University community.

This policy does not apply to Sexual Harassment by visitors or guests, or to misconduct occurring outside the U.S., even in University programs like study abroad.

Anyone may submit a report; however, the Office of Civil Rights and Title IX Compliance will communicate directly with the individual directly affected or targeted by the alleged conduct in determining resolution options and offering support.

If OCR determines the reported conduct may violate the Policy on Discrimination, Harassment, and Sexual Misconduct, procedure under that policy will be initiated.

If OCR determines it cannot constitute a violation of either the Policy on Title IX Sexual Harassment or the Policy on Discrimination, Harassment, and Sexual Misconduct, the complaint will be dismissed.

Complainants are encouraged to speak with an OCR staff member before filing a Formal Complaint.

The Policy on Discrimination, Harassment, and Sexual Misconduct is the University's policy that prohibits discrimination and harassment on the basis of race, color, religion, creed, national origin (including shared ancestry), ethnicity, caste, sex, pregnancy, sexual orientation, gender identity, gender expression, parental status, marital status, age, disability, citizenship status, veteran status, genetic information, reproductive health decision-making, height, weight, or any other classification protected by law (referred to as "protected characteristics") in the educational programs or activities Northwestern operates is prohibited under federal, state, and local laws, is contrary to Northwestern's values and disrupts the living, learning, and working environment for students, faculty, staff, and other community members.

This policy covers discrimination, harassment, and sexual misconduct that is not otherwise covered by the University's Policy on Title IX Sexual Harassment, which specifically addresses sexual harassment and other forms of sex-based discrimination in educational programs or activities receiving federal financial assistance, and which occurred after August 14, 2020.

The Policy on Discrimination, Harassment, and Sexual Misconduct applies to:

• any individual who has gained admission to the University (Students);
• University employees, defined under this policy as all full-time and part-time faculty, University staff, student employees, wage employees (including temporary employees), professional research staff, and post-doctoral fellows (collectively Employees); and
• third parties, including University vendors, contractors, visitors, guests, volunteers, interns, and third parties.

The Policy on Discrimination, Harassment, and Sexual Misconduct prohibits the following conduct:

• Discrimination: Discrimination is adverse treatment of an individual based on one or more actual or perceived protected bases or characteristics listed in this policy. Discrimination is a violation of this policy when it results in adverse action or negatively impacts the terms and conditions of an individual's employment or education or denies or limits participation in programs, services, or activities, except as permitted or required by law.
• Harassment: Prohibited harassment is unwelcome verbal, physical, written, or visual conduct or conduct using technology based on an actual or perceived protected characteristic that when based on the totality of circumstances is subjectively and objectively offensive and so severe or pervasive that it limits or denies a person's ability to participate in or benefit from the education program or activity or has the purpose or effect of creating an academic or working environment that a reasonable person would consider to be intimidating, hostile, or offensive.
• Sexual Misconduct, including sexual assault, sexual exploitation, dating/domestic violence, stalking, and sexual harassment.

The protected characteristics under the Policy on Discrimination, Harassment, and Sexual Misconduct are race, color, religion, creed, national origin, ethnicity, caste, sex, pregnancy, sexual orientation, gender identity, gender expression, parental status, marital status, age, disability, citizenship status, veteran status, genetic information, reproductive health decision making, height, weight, or any other classification protected by law.

°µÍøTV's Policy on Discrimination, Harassment, and Sexual Misconduct prohibits discrimination and harassment based on protected categories, including race, national origin, religion, and ethnicity, which includes discrimination and harassment based on antisemitism and Islamophobia. This Policy encompasses Northwestern's compliance with Title VI of the Civil Rights Act of 1964 (Title VI), and Northwestern considers the U.S. Department of Education's guidance in complying with Title VI. Consistent with Executive Order 13899 and the January 29, 2025 Additional Measures to Combat Anti-Semitism Executive Order, Northwestern uses the definition of antisemitism endorsed by the International Holocaust Remembrance Alliance (IHRA), which states "Antisemitism is a certain perception of Jews, which may be expressed as hatred toward Jews. Rhetorical and physical manifestations of antisemitism are directed toward Jewish or non-Jewish individuals and/or their property, toward Jewish community institutions and religious facilities" and considers the examples that accompany the IHRA definition to the extent that any examples might be useful as evidence of discriminatory intent.

Yes. The Policy on Discrimination, Harassment, and Sexual Misconduct includes national origin and ethnicity as protected characteristics.

In determining whether conduct is sufficiently severe or pervasive so as to meet the University's definition of harassment, the Office of Civil Rights and Title IX Compliance examines the context, nature, scope, frequency, duration, and location of the incidents, as well as the relationships of the persons involved. A person's subjective belief that behavior is intimidating, hostile or offensive does not make that behavior prohibited harassment under this Policy. The behavior must create a hostile environment and/or substantially interfere with access to a University program or activity from an objective perspective.

As noted above, under the Policy on Discrimination, Harassment, and Sexual Misconduct, conduct constitutes harassment when, based on the totality of circumstances, the conduct is based on an actual or perceived protected characteristic and is subjectively and objectively offensive and so severe or pervasive that it limits or denies a person's ability to participate in or benefit from the education program or activity or has the purpose or effect of creating an academic or working environment that a reasonable person would consider to be intimidating, hostile, or offensive. When making a determination as to whether the alleged conduct violates this University policy, the Office of Civil Rights and Title IX Compliance examines the context, nature, scope, frequency, duration, and location of the incidents, as well as the relationships of the persons involved.

The following are instructive examples of conduct that may violate the Policy on Discrimination, Harassment, and Sexual Misconduct definition of harassment, if they otherwise meet the criteria specified above:

• Verbal abuse or use of racist, anti-Semitic, or anti-Arab slurs or hostile behavior, which could include insulting, teasing, mocking, degrading, or ridiculing another person or group regardless of whether the person is actually a member of the group;
• Defacing an individual's property with hateful symbols, such as a swastika or noose;
• Inappropriate physical contact, comments, questions, advances, jokes, epithets, or demands based on one or more actual or perceived protected characteristics;
• Physical assault, intimidation, or stalking on the basis of one or more actual or perceived protected characteristics; or
• Displays or electronic transmission of derogatory, demeaning, or hostile materials related to one or more actual or perceived protected characteristics

The following are instructive examples of conduct that may violate the Policy on Discrimination, Harassment, and Sexual Misconduct definition of discrimination, if they otherwise meet the criteria specified above:

• Not allowing a student to join or participate in a student organization based upon their religious belief or because they wear symbols or styles of dress associated with their religion;
• Refusing to allow a student or employee to participate in a program, class, or meeting based upon their national origin;
• Not offering a job to a person based on their age;
• Not recommending a person for promotion based on their gender identity.

Unlawful discrimination, harassment, sexual misconduct, and retaliation against members of the Northwestern community are not protected expression or the proper exercise of academic freedom. The University will consider academic freedom in the investigation of reports of discrimination, harassment, sexual misconduct, or retaliation that involve an individual's statements or speech. The Office of Civil Rights and Title IX Compliance will review every report of harassing conduct to evaluate whether such reported conduct creates or created a hostile environment. Even protected speech or expression may in some cases create a hostile environment in the University community. In such cases, the University may be constrained in its ability to impose disciplinary measures but will in appropriate cases respond in a manner calculated to restore access to the University's programs and activities to affected individuals and, where not inconsistent with its commitment to academic freedom and free expression, eliminate the harassment.

No. The free interchange of ideas is vital to the University's primary function of discovering and disseminating ideas through research, teaching, and learning. Uncomfortable and challenging conversations—including the expression of unpopular or disagreeable views—are a normal part of University life. When Northwestern interprets and applies the Policy on Discrimination, Harassment, and Sexual Misconduct, it does so with an awareness of the University's commitment to academic freedom and open inquiry, which means that the University encourages reasoned dissent and the free exchange of ideas, beliefs, and opinions, including on controversies such as the Arab-Israeli and Israeli-Palestinian conflicts.

Ordinarily, it will not violate the University policy for members of the community to make controversial statements in the course of academic work or in scholarship; express disagreement with another person's political views; or criticize a government's policy or the political leaders of a country. However, where such statements are made on the basis of others race, national origin, religion, or ethnic characteristics, and otherwise meet the definitions of prohibited harassment, such statements may be prohibited.

The University's Student Code of Conduct prohibits intimidation, which is defined as subjecting another person or group to abusive, demeaning, harassing, humiliating, intimidating, threatening, or violent behavior that substantially affects the ability of the person or group to learn, work, or live in the University environment. Intimidation may occur in person, via written or electronic means, or through a third party.

For purposes of this policy, the defined behavior must meet both a subjective standard (i.e., does this person or group believe they were subject to Intimidation?) and an objective standard (i.e., would a reasonable person in the same or similar circumstances believe they were subject to Intimidation?). A single severe incident or a pattern of persistent behavior may constitute Intimidation.

The Office of Community Standards is responsible for reviewing and responding to reports of intimidation. For more information on this policy, please review the code of conduct or contact the Office of Community Standards.

For employees, including faculty and staff, the Guidance on Civility and Mutual Respect may apply. Employees who may have experienced conduct in contradiction to this guidance, should contact the Office of Human Resources or the Office of the Provost. 

Harassment under the Policy in Discrimination, Harassment, and Sexual Misconduct requires the alleged conduct to be based upon an actual or perceived protected characteristic, such as religion or national origin. The Student Code of Conduct definition of intimidation does not require the alleged conduct to be based upon any protected characteristic. Both the Intimidation definition and the Harassment definition may apply to the conduct. The Office of Civil Rights and Title IX Compliance and Office of Community Standards will coordinate the response if both policies apply.

For more information on this policy, please review the code of conduct or contact the Office of Community Standards.

Anyone may submit a report; however, the Office of Civil Rights and Title IX Compliance will communicate directly with the individual directly affected or targeted by the alleged conduct in determining resolution options and offering support.

The Policy on Discrimination, Harassment, and Sexual Misconduct describes the available resolution processes, including alternative resolution and formal resolution. The Resource Guide on the Policy on Discrimination, Harassment, and Sexual Misconduct provides further explanation of resolution options and available support.