Office of Institutional Equity

Get Help For You or Someone Else


The University of Colorado Colorado Springs (UCCS) is committed to maintaining an environment free from sexual misconduct, discrimination or harassment based on race, color, national origin, sex, pregnancy, age, marital status, disability, creed, religion, sexual orientation, gender identity, gender expression, veteran status, political affiliation, or political philosophy.

The Office of Institutional Equity (OIE) affirms the UCCS Core Values, and considers Inclusive Diversity as foundational to providing an open, safe and supportive campus environment.

Additional information provided by the CU Office of the President, follows: 

Current university policies protect all students and employees from discrimination and harassment based on identity, including the protected classes of religion, race, color, national origin, and ancestry. This protection extends to students and employees of all religious backgrounds, including but not limited to the Buddhist, Christian, Hindu, Jewish, Muslim and Sikh faiths. Relatedly, anti-Semitism is a certain perception of Jewish people which may be expressed as hatred, as Islamophobia is to Muslim people. Moreover, rhetorical and physical manifestations of anti-Semitism and Islamphobia can be directed toward Jewish, Muslim, and other individuals and/or their property, toward Jewish and Muslim community institutions and religious facilities. Anti-Semitism and Islamphobia can be a form of discrimination or harassment based on the protected classes of religion, race, color, national origin, and/or ancestry. 

Behavior directed at a person, or a group of people, based on their actual or perceived religious, racial, ethnic or ancestral identity may be considered discriminatory when it includes things such as: 

• Slurs or stereotypes 

• Harassment for how someone looks, including skin color, hair style, or other physical features, or style of dress that reflects both ethnic and religious traditions 

• Harassment for how someone speaks, linked to ethnicity or ancestry, including names commonly associated with shared ancestry or ethnic characteristics, speaking a language other than English, or speaking with an accent

Such negative and harmful behavior is contrary to our values as a university and will be addressed. When it is so severe or pervasive that it limits the ability of a student or employee to participate in or benefit from a university learning or work environment, it violates our campus nondiscrimination policies and will be addressed by the responsible campus or system authority. When the behavior is constitutionally protected speech and does not violate our policies but is still harmful to an individual or part of our community, we encourage the community to engage in respectful dialogue to help others learn about the impact of their words. The university will always value and protect both the right to be free from protected class discrimination and harassment and the right to express constitutionally protected ideas. 

Please contact the university Equity Offices (Boulder/System, Denver | Anschutz and UCCS) to report identity-based discrimination or harassment and to be connected to support services. As one university community, I ask each of you to support your classmates and colleagues and to promote our values to ensure inclusive learning and working environments. 

-Valerie Simons Vice President of Compliance and Equity Office of the President


The Office of Institutional Equity Mission

The OIE’s mission is to foster a safe, inclusive, and accessible environment. Utilizing a comprehensive and integrated approach, the OIE addresses all reports of sexual misconduct, protected class discrimination and harassment, and conflicts of interest in cases of amorous relationships. Additionally, the OIE facilitates case resolutions, education, supportive and safety measures, and supports the processes for student and employee accommodations, including for pregnancy and pregnancy-related conditions, lactation, and religion. To achieve this mission, the OIE utilizes fair and unbiased processes and treats all individuals who seek our assistance with respect and dignity.


Laura Emmot

Associate Vice Chancellor of Institutional Equity and Title IX Coordinator 
(719) 255-3725


Policies and Procedures

  • UCCS 300-017, Discrimination and Harassment Campus Policy

    The Protected Class Discrimination and Harassment Policy (UCCS 300-017) prohibits discriminating and/or harassing on the basis of one or more protected classes of race, color, national origin, sex, age, marital status, disability, creed, religion, sexual orientation, gender identity, gender expression, pregnancy, veteran status, political affiliation and/or political philosophy. The policy also prohibits retaliation and other related violations.

  • CU APS 5015, Conflict of Interest in Cases of Amorous Relationships

    CU APS 5015 establishes that an amorous relationship between two individuals constitutes a conflict of interest when one of the individuals has direct evaluative authority over the other, and requires that the direct evaluative authority be eliminated.

  • OIE Resolution Procedures

    OIE has established Resolution Procedures to administer the University of Colorado Sexual Misconduct Policy, the UCCS Discrimination and Harassment Policy, and the CU Conflict of Interest in Cases of Amorous Relationships Policy.

    OIE Resolution Procedures

  • CU APS 5014, Sexual Misconduct Policy

    The Sexual Misconduct, Intimate Partner Violence and Stalking Policy (CU APS 5014) prohibits sexual misconduct prohibited by Title IX, as well as conduct that falls outside of Title IX’s jurisdiction. Specifically, this policy prohibits sexual assault, dating violence, domestic violence, Title IX stalking, stalking, sexual exploitation, Title IX hostile environment, sexual harassment- hostile environment, Title IX quid pro quo sexual harassment, and quid pro quo sexual harassment. The policy also prohibits retaliation and other related violations. 

  • Colorado Equal Pay for Equal Work Act

    The Equal Pay for Equal Work Act effective January 1, 2021, protects employees against pay discrimination based on sex (including gender identity) – alone or in combination with another protected class – for substantially similar work in terms of skill, effort, and responsibility, regardless of job title.

    Anyone who believes they or others have been unlawfully discriminated against based on compensation can report to OIE. Supervisors and other responsible employees are required to report any discrimination they are made aware of.

    For more information about the Equal Pay for Equal Work Act, answers to frequently asked questions, and general inquiries about compensation practices, please refer to the UCCS HR webpage, or the CU System Administration website.

  • Lactation Policy 100-021

    The Lactation Policy assures that individuals on campus who choose to breastfeed and/or express breast milk, have a private room in which to do so. The policy includes information on where and how to access designated lactation rooms, and requirements for safe storage of breastmilk.



Reporting Unwanted Conduct

Reporting Options
If you or someone you know has experienced unwanted conduct
You have several reporting options. You can simultaneously pursue an internal complaint and a criminal complaint.

OIE encourages individuals who experience prohibited conduct to report the matter to the OIE as soon as possible. Individuals who wish to report they are the victim of a crime can also report to the UCCS Police Department.

Employees who are aware of prohibited conduct are required to report to the OIE.

Be an Active Bystander

Tips for Intervention and Support
How to be an Active Bystander the L.I.O.N.S. P.R.I.D.E. Way
Bystander Intervention predicts the likelihood of individuals willing to actively address a situation they deem problematic. An Active Bystander is someone who acknowledges a problematic situation and chooses how to respond.