Policies & Definitions

Yale University’s Equal Opportunity Statement

The University is committed to basing judgments concerning the admission, education, and employment of individuals upon their qualifications and abilities and affirmatively seeks to attract to its faculty, staff, and student body qualified persons of diverse backgrounds.  In accordance with this policy and as delineated by federal and Connecticut law, Yale does not discriminate in admissions, educational programs, or employment against any individual on account of that individual’s sex, sexual orientation, gender identity or expression, race, color, national or ethnic origin, religion, age, disability, status as a special disabled veteran, veteran of the Vietnam era or other covered veteran.

University policy is committed to affirmative action under law in employment of women, minority group members, individuals with disabilities, special disabled veterans, veterans of the Vietnam era, and other covered veterans.

Inquiries concerning this policy may be referred to Valarie Stanley, Director, Office of Institutional Equity and Accessibility:

  • equity@yale.edu; 203-432-0849; or 100 Wall Street, William L. Harkness Hall, 3rd Floor.

Title IX of the Education Amendments of 1972 protects people from sex Discrimination in educational programs and activities at institutions that receive federal financial assistance.  Questions regarding sexual Harassment, sexual misconduct and Title IX may be referred to the University’s Title IX Coordinator, Stephanie Spangler:

Inquiries may also be made to the U.S. Department of Education, Office for Civil Rights, 8th Floor, 5 Post Office Square, Boston MA 02109-3921; telephone 617-289-0111, fax 617-289-0150, TDD 800-877-8339, or ocr.boston@ed.gov.

Definition of Discrimination

Discrimination means treating an individual adversely in University admissions or in the conduct of educational programs or employment based on sex, sexual orientation, gender identity or expression, race, color, national or ethnic origin, religion, age, disability, status as a special disabled veteran, veteran of the Vietnam era or other covered veteran, or membership in any other protected classes as set forth in Connecticut and federal law (“protected characteristics”).

Definition of Harassment

Harassment means subjecting an individual to objectively offensive, unwelcome conduct based on any of the protected characteristics, when such conduct (i) is severe, persistent, or pervasive and (ii) has the purpose or effect of unreasonably interfering with the individual’s work, academic performance or participation in university activities or creates an intimidating or hostile environment.  Harassment may be found in a single severe episode, as well as in persistent behavior.  Harassment is evaluated using a “reasonable person” standard.

For more information specific to sexual and/or gender-based harassment and other forms of sexual misconduct, refer to the Yale Sexual Misconduct Policies and Related Definitions.

Definition of Retaliation

Retaliation means any adverse action taken against a person who has reported a concern, filed a complaint, and/or participated in an investigation pursuant to this policy.  Retaliation includes conduct that would discourage a reasonable person from engaging in activity protected under this policy.  Retaliation may be present even where there is a finding of “no responsibility” on the underlying allegations of Discrimination or Harassment.  Retaliation does not mean good faith actions lawfully pursued in response to a report of Discrimination or Harassment.  In determining whether an act constitutes Retaliation, the context of the act will be considered, including the individual’s exercise of free expression in accordance with Yale’s free expression policies.

Yale University’s Sexual Misconduct Policies and Related Definitions

Yale’s Sexual Misconduct Policies and related definitions are available on the Sexual Misconduct Response website. 

Read Yale’s Sexual Misconduct Policies and Related Definitions.