Campus Conduct

Policy and Procedures for Addressing Discrimination and Harassment
Campus Commitment
Discrimination & Harassment
Sexual Harassment and Discrimination Based on Gender
Hostile Environment
Retaliation
Discrimination Based on Sexual Orientation (including Gender Identity)
Race, Color, National Origin and Ancestry Discrimination
Disability Discrimination
Age Discrimination
Religious Discrimination
Discrimination based on Veteran Status
What to do
Conflict of Interest
More information

Campus Commitment

Fostering an Inclusive Environment

The University of Illinois has a long and proud legacy of commitment to the principles of equality and equal opportunity for all students, faculty, staff and visitors. The University is deeply committed to providing its faculty, staff, students and visitors with a working and learning environment that is diverse, inclusive, and respectful. To this end, the University does not tolerate any form of discrimination or harassment prohibited by University policy or state and federal civil rights laws.

The University is committed to the fundamental principles of academic freedom, equality of opportunity, and human dignity.

The University's Nondiscrimination Statement

The commitment of the University of Illinois to the most fundamental principles of academic freedom, equality of opportunity, and human dignity requires that decisions involving students and employees be based on merit and be free from invidious discrimination in all its forms. The University of Illinois will not engage in discrimination or harassment against any person because of the following protected categories: race, color, religion, sex, national origin, ancestry, age, order of protection status, genetic information, marital status, disability, sexual orientation including gender identity, unfavorable discharge from the military or status as a protected veteran and will comply with all federal, state and applicable local nondiscrimination, equal opportunity and affirmative action laws, orders and regulations.

In furtherance of the University’s commitment to the principles of equality and equal opportunity for all students, faculty, staff and visitors, this policy and the associated procedures are established to provide a means to address complaints of discrimination or harassment based on the protected categories. The University will comply with all federal and state nondiscrimination, equal opportunity and affirmative action laws, orders and regulations.

The University is committed to providing prompt and effective resolution of incidents of discrimination or harassment. The University encourages informal resolutions of discrimination complaints as close to the source as possible. If disciplinary action is warranted, discipline will be imposed in accordance with applicable university statutes and relevant university rules and regulations. Reprisals against any person for participating in this process will not be tolerated. Additionally, the University can unilaterally initiate any and all steps under this policy and procedures when it learns, either directly or indirectly, that discrimination, sexual harassment or retaliation is alleged to be taking place.

University complaint and grievance procedures provide employees and students with the means for the resolution of complaints that allege a violation of this Statement. Inquiries or complaints may be addressed to the Director and Assistant Chancellor, Office of Diversity, Equity, and Access, 601 E. John Street, Swanlund Administration Building, (217) 333-0885, fax (217) 244-9136, TTY (217) 244-9850 or the Associate Provost and Director, Academic Human Resources, Henry Administration Building, (217) 333-6747, fax (217) 244-5584. For other University of Illinois information, contact University Directory Assistance at 333-1000.

Learn More

Discrimination of any kind can have a profoundly negative effect both on the person toward whom the discriminatory behavior is directed and on the University of Illinois community as a whole. Making yourself aware of, and sensitive to, issues of discrimination and harassment is essential to creating and maintaining an environment that benefits everyone.

The University has a duty to provide a learning and working environment that is free from discrimination and harassment. Students, faculty and staff learn about the different aspects of human life through interactions on campus. We encourage a campus environment that is inclusive to all members of society without regard to race, religion, gender, gender identity, disability, age, or veteran's status. The overall goal of our campus is to serve as an influential lesson for, students, faculty, staff and visitors, in order to show how a diverse and all inclusive society can be both functional and successful.

The University of Illinois Office of Diversity, Equity, and Access and Academic Human Resources work collaboratively with other various University offices to provide and participate in learning opportunities related to discrimination, harassment, inclusiveness, respect and diversity. Individuals and groups within the University community who are interested in such programming may contact the Office of Diversity, Equity, and Access, Academic Human Resources or other University offices listed in Section XII.

Discrimination & Harassment

Click here for the Policy and Procedures for Addressing Discrimination and Harassment at University of Illinois Urbana-Champaign.

I. Sexual Harassment and Discrimination Based on Gender

Sexual harassment is defined by law and includes requests for sexual favors, sexual advances or other sexual conduct when (1) submission is either explicitly or implicitly a condition affecting academic or employment decisions; (2) the behavior is sufficiently severe or pervasive as to create an intimidating, hostile or repugnant environment; or (3) the behavior persists despite objection by the person to whom the conduct is directed. The University considers such behavior, whether physical or verbal, to be a breach of its standards of conduct. It will seek to prevent such incidents and will investigate and take corrective actions for violations of University policy.

The University prohibits sexually harassing behavior on its campus and by any person while engaged in University business, whether on or off campus.

Generally speaking, there are two types of sexual harassment, "quid pro quo" and hostile environment.

Quid Pro Quo

Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes "quid pro quo" sexual harassment when (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's status as a student or employee or (2) submission to or rejection of such conduct by an individual is used as the basis for educational or employment decisions affecting such individual.

Quid pro quo harassment may occur when a student or employee is led to believe that he or she must submit to unwelcome sexual conduct in order to participate in a University program or activity. This type of sexual harassment also occurs whenever a faculty member, graduate assistant, or anyone in a position to affect a student's academic life, causes a student to believe that the person will make an educational decision based on whether or not the student submits to unwelcome sexual conduct. Likewise, this type of sexual harassment occurs when a supervisor or another person in a position to affect a person's employment causes the employee to believe that they, the supervisor or other person in position of authority, will make an employment decision based on whether or not the employee submits to unwelcome sexual conduct.

Hostile Environment (Sexual Harassment)

A hostile environment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature. A hostile environment with respect to sexual harassment occurs when such conduct has the purpose or effect of unreasonably interfering with an individual's work or academic performance or creating an intimidating, hostile, or offensive working or learning environment. In addition, a hostile environment occurs when unwelcome sexually harassing conduct is so severe, persistent or pervasive that it affects a person's ability to participate in or benefit from a University program or activity, or creates an intimidating, threatening or abusive environment.

University programs and activities may include, but are not limited to, employment, admissions, recruitment, financial aid, academic programs, student treatment and services, counseling and guidance, discipline, classroom assignment, grading, recreation and athletics.

A person engaging in harassing behavior does not have to be in a particular position vis-à-vis the person being harassed for the conduct to create a hostile environment. For example, a harasser can be a peer, a person who has power over the person being harassed (e.g., a supervisor or faculty member), a person who does not have power over the person being harassed (e.g., a supervisee or a student in a classroom who is harassing a faculty member), or a visitor to campus (e.g., a contractor).

The following descriptions, while not all-inclusive, will help you understand behaviors that, if unwelcome, may constitute sexual harassment.

Unwanted sexual statements - sexual or "dirty" jokes, comments on physical attributes, spreading rumors about or rating others as to sexual activity or performance, talking about one's sexual activity in front of others, and displaying or distributing sexually explicit drawings, pictures and/or written material. Unwanted sexual statements can be made in person, in writing, electronically (email, instant messaging, blogs, web pages, etc.) and otherwise.

Unwanted personal attention - letters, telephone calls, visits, pressure for sexual favors, pressure for unnecessary personal interaction, and pressure for dates where a sexual/romantic intent appears evident but remains unwanted.

Unwanted physical or sexual advances - touching, hugging, kissing, fondling, touching oneself sexually for others to view, sexual assault, intercourse, or other sexual activity.

To determine whether a hostile environment exists, it must be determined if the harassment is severe, pervasive or persistent. In doing this, the University examines the context, nature, scope, frequency, duration, and location of incidents, as well as the identity, number, and relationships of the persons involved.

To determine the severity of an alleged hostile environment, the nature of the incidents must be considered. The specific details of an incident may reflect whether the conduct was verbal or physical and the extent of the hostility. In some cases, a single incident may be so severe as to create a hostile environment. Such incidents may include injury to persons or property or conduct threatening injury to persons or property. In addition, the effect of an incident in the private and personal environment may differ from the effect of the same incident in a public setting.

Another factor in determining if a hostile environment exists is whether, on balance, the harassing conduct is sufficiently severe, pervasive or persistent as to alter the conditions of the environment and create an abusive environment, when judged both objectively (meaning that a "reasonable person" would find the environment hostile) and subjectively (meaning the affected individual felt the environment was hostile).

Notice

The University has a responsibility to respond when it learns, either directly or indirectly, that sexual harassment is alleged to be taking place. The appropriate response to sexual harassment must be tailored to redress fully the specific issues. In addition, the responsive action must be reasonably determined to prevent recurrence and ensure that individuals are not restricted in their participation in or receipt of benefits of any University program or activity.

Gender

In addition to sexual harassment, discrimination and harassment are also prohibited on the basis of a person's gender. For example, students or employees may be subjected to discrimination because of their gender, but that discrimination may not be of a sexual nature. Gender discrimination can occur when a person is excluded from participation in, or denied the benefits of, any University program or activity. Such discrimination is a violation of University policy and federal and state law, and is prohibited.

Marital Status

University students and employees are protected from discrimination on the basis of their marital status, and will not be excluded from participation in, denied the benefits of, or subjected to discrimination under any University program or activity. Examples of discrimination based on marital status may include, but are not limited to:

denying raises, benefits, promotions, leadership opportunities or performance evaluations on the basis of a person's marital status.
preventing any person from using University facilities or services because of that person's marital status.
denying a person access to an educational program based on that person's marital status.

Pregnancy

The University's policy prohibiting sex discrimination also prohibits discrimination on the basis of pregnancy and childbirth.

Examples of discrimination based on gender or pregnancy may include, but are not limited to:

denying raises, benefits, promotions, leadership opportunities or performance evaluations on the basis of a person's gender or pregnancy.
preventing any person from using University facilities or services because of that person's gender or pregnancy.
making determinations regarding a person's salary based on gender or pregnancy.
denying a person access to an educational program based on that person's gender or pregnancy.
instigating or allowing an environment that is unwelcoming or hostile based on a person's gender or pregnancy.

II. Hostile Environment

A hostile environment is defined as an environment on campus that, through harassing conduct (e.g., physical, verbal, graphic or written) based on a person's protected status (e.g., sexual orientation, age, etc.), becomes sufficiently severe, pervasive or persistent so as to interfere with or limit the ability of an individual to participate in or benefit from a University program or activity. University services, programs and activities may include, but are not limited to, employment, admissions, recruitment, financial aid, academic programs, student treatment and services, counseling and guidance, discipline, classroom assignment, grading, recreation and athletics. Unreasonably interference with an individual's work or academic performance, by creating an objectively intimidating, hostile, or offensive work or learning environment, is strictly prohibited under university policy. Whether the harassing conduct is considered severe, persistent or pervasive depends upon the context in which the behavior occurred.

The University prohibits such harassing behavior on its campus, and by any person while engaged in University business, whether on or off campus. A person engaging in harassing behavior does not have to be in a particular position vis-à-vis the person being harassed for the conduct to create a hostile environment. For example, a harasser can be a peer, a person who has power over the person being harassed (e.g., a supervisor or faculty member), a person who does not have power over the person being harassed (e.g., a supervisee or a student in a classroom who is harassing a faculty member), or a visitor to campus (e.g., a contractor).

There are many types of behaviors that can be harassing. Some examples are using derogatory terms, insults, telling derogatory jokes, taunting and intimidating actions.

To determine whether a hostile environment exists, it must be determined if the harassment is severe, pervasive or persistent. In doing this, the University examines the context, nature, scope, frequency, duration and location of incidents, as well as the identity, number, and relationships of the persons involved.

To determine the severity of an alleged hostile environment, the nature of the incidents must be considered. The specific details of an incident may reflect whether the conduct was verbal or physical and in turn, how extensively hostile the event was. In some cases, a single incident may be so severe as to create a hostile environment. Such incidents may include injury to persons or property or conduct threatening injury to persons or property.

When the University confirms that a hostile environment exists, it will take responsive action to redress fully the specific issues, prevent recurrence, and ensure that individuals are not restricted in their participation in or receipt of benefits of University programs and activities.

III. Retaliation

The University is committed to ensuring that its learning and working environments are free from all forms of discrimination and harassment. The University strictly prohibits and will not tolerate reprisals or retaliation against persons due to their assertion of their protected civil rights, including the filing of internal complaints of discrimination, filing complaints with Federal or State civil rights enforcement agencies, or participation in an investigation of such a complaint (e.g., serving as a witness).

IV. Discrimination Based on Sexual Orientation (including Gender Identity)

The University of Illinois prohibits discrimination on the basis of sexual orientation and will not tolerate discrimination because a person is lesbian, gay or bisexual. Sexual orientation means the actual or perceived heterosexuality, homosexuality, bisexuality, or gender-related identity, whether or not traditionally associated with the person's designated sex at birth. It is against University policy to treat a person differently from others because of the person's sexual orientation, or to exclude a person from participation in, or deny a person the benefits of, a University program or activity because that person is lesbian, gay or bisexual.

Gender Identity

The University has concluded that discrimination based upon gender identity is included in and covered by the prohibition against sex discrimination in the University's equal opportunity and nondiscrimination policies. This means that a person is protected from discrimination and harassment when that person's gender identity contravenes or is perceived to contravene stereotypical gender norms.

With regard to gender identity, those most intensely challenged by traditional gender-role expectations are transsexual persons, many of whom experience such profound discomfort with their birth sex that they may transition to the other sex by undergoing sex-reassignment surgery. By contrast, some less strongly affected persons may live part- or full-time in a gender not their birth gender without desiring sex reassignment. Others may cross-dress on occasion while still identifying with their birth gender. In other words, the term "gender identity" embraces a broad range of individual identities and behaviors.

Examples of discrimination based on sexual orientation or gender identity may include, but are not limited to:

denying raises, benefits, promotions, leadership opportunities or performance evaluations on the basis of a person's actual or perceived sexual orientation or gender identity.
preventing any person from using University facilities or services because of that person's actual or perceived sexual orientation or gender identity.
denying a person access to an educational program based on that person's actual or perceived sexual orientation or gender identity.
engaging in or sanctioning continuing discriminatory conduct unrelated to the academic discussion in a course or class, thus creating a hostile environment for individuals who are present.

V. Race, Color, National Origin and Ancestry Discrimination

As outlined in the University's nondiscrimination statement, no University student, faculty or staff shall, on the basis of their race, color, national origin or ancestry, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any University service, program or activity. Conduct that has such an effect and that consists of different treatment of students or employees on the basis of race, color, national origin or ancestry violates University policy. Examples of discrimination based on race, color, national origin and ancestry may include, but are not limited to:

denying raises, benefits, promotions, leadership opportunities or performance evaluations on the basis of a person's race, color, national origin or ancestry.
preventing any person from using University facilities or services because of that person's race, color, national origin or ancestry.
denying a person access to an educational program based on that person's race, color, national origin or ancestry.
instigating or allowing an environment that is unwelcoming or hostile based on a person's race, color, national origin or ancestry.

Notice

The University has a responsibility to respond when it learns, either directly or indirectly, that racial harassment is alleged to be taking place. The appropriate response to racial harassment must be tailored to redress fully the specific issues. In addition, the responsive action must be reasonably determined toprevent recurrence and ensure that individuals are not restricted in their participation in or receipt of benefits of any University program or activity.

VI. Disability discrimination

Disability discrimination can occur whenever a qualified individual with a disability is denied the same equal opportunities as other University students, faculty and staff because of their disability status.

Under applicable disability laws, an individual with a disability is a person who:

has a physical or mental impairment that substantially limits one or more major life activities;
has a record of such impairment; or
is regarded as having such impairment.

Temporary, non-chronic impairments that do not last for a long time and that have little or no long-term impact usually are not disabilities. The determination of whether the impairment is a disability is made on a case-by-case basis.

What is a "major life activity" under the law? To be considered a person with a disability, the impairment must substantially limit one or more major life activities. Examples of major life activities include walking, speaking, breathing, performing manual tasks, seeing, hearing, learning and caring for oneself.

What does qualified mean?To be protected, a person must not only be an individual with a disability, but must be qualified.

University Students

For students, a qualified individual with a disability is a person who, with or without reasonable modifications to rules, policies or practices; the removal of architectural, communication or transportation barriers; or the provision of auxiliary aids or services, meets the essential eligibility requirements for the receipt of services or participation in programs or activities provided by the University.

University Employees

For University employees, a qualified individual with a disability is a person who satisfies the requisite skill, experience, education and other job-related requirements of the employment position and who, with or without a reasonable accommodation, can perform the essential functions of the position. What is a reasonable accommodation?

University Students

A reasonable accommodation is a reasonable modification in policies, practices, or procedures, when the modifications are necessary to avoid discrimination on the basis of disability, unless the modifications would fundamentally alter the nature of a University service, program or activity. Examples of reasonable accommodations may include, but are not limited to:

note-taking services
text conversion to alternative accessible formats
audio and video tapes
qualified interpreter services
adjusting time limits on tests
making facilities and/or programs readily accessible to and useable by individuals with disabilities

University employees

A reasonable accommodation is a modification or adjustment to a job, employment practice, or the work environment that makes it possible for a qualified individual with a disability to enjoy an equal employment opportunity. The University will provide a reasonable accommodation to the known disability of a qualified applicant or employee with a disability unless the accommodation would impose an undue hardship. Examples of reasonable accommodations may include, but are not limited to:

job restructuring
modified work schedules
obtaining or modifying equipment or devices
modifying examinations, training materials or policies
providing qualified readers and interpreters
reassignment to a vacant position
making facilities readily accessible to and usable by individuals with disabilities

When and how does the University provide reasonable accommodations?

The University is obligated to make a reasonable accommodation only to the known disability of an otherwise qualified employee or student. In general, it is the responsibility of the employee or student to make her/his disability status and subsequent need for an accommodation known to the appropriate University official. Students may request accommodations through the Disability Resource Education Service and employees should contact their supervisor or the Assistant Director in the Office of Diversity, Equity, and Access. Contact information for these offices is provided in Section XI. Once on notice of the need for accommodations, it is the responsibility of the University official and the individual with a disability to engage in dialogue to identify possible accommodations and assess the reasonableness and effectiveness of each potential accommodation. Determinations regarding accommodations on campus will be made on a case-by-case basis.

Determining a reasonable accommodation is very fact-specific. In general, the accommodation must be tailored to address the nature of the disability and the needs of the individual within the context of the requirements of the job or the program of study. If there are two or more possible accommodations, and one costs more or is more burdensome than the other, the University will give primary consideration to the preference of the individual with a disability; however, the University may choose the less expensive or burdensome accommodation as long as it is effective.

Examples of discrimination based on disability may include, but are not limited to:

denying raises, benefits, promotions, leadership opportunities or performance evaluations on the basis of a person's disability or perceived disability status.
preventing any person from using University facilities or services because of that person's disability or perceived disability status.
denying a person access to an educational program based on that
person's disability or perceived disability status.
instigating or allowing an environment that is unwelcoming or hostile
based on a disability or perceived disability status.
failing to provide a reasonable accommodation.

VII. Age Discrimination

No University student or employee shall, on the basis of age, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any University program or activity.

Examples of discrimination based on age may include, but are not limited to:

denying raises, benefits, promotions, leadership opportunities or performance evaluations on the basis of a person's age.
preventing a person from using University facilities or services because of that person's age.
denying a person access to an educational program based on that person's age.
instigating or allowing an environment that is unwelcoming or hostile based on a person's age.

VIII. Religious Discrimination

No University student, staff or faculty member shall, on the basis of religion, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any University program or activity. Persons who do not have sincerely held religious beliefs are also protected from religious discrimination. Examples of discrimination based on religion may include, but are not limited to:

denying raises, benefits, promotions, leadership opportunities or performance evaluations on the basis of a person's religion.
preventing a person from using University facilities or services because of that person's religion.
denying a person access to an educational program based on that person's religion.
instigating or allowing an environment that is unwelcoming or hostile based on a person's religion.

Harassment based on religious principles can take many forms; however, there are two general categories of religious harassment:

coercion of participation or non-participation in religious activities, and
hostile environment.

Coercion of Religious Participation or Non-Participation

No one with the authority to affect a student's or employee's status at the University may, explicitly or implicitly, insist that the student or employee participate in religious activities or hold particular religious views.

Religious Accommodation

The University may provide a reasonable accommodation based on a person's sincerely held religious belief. In making this determination, the University reviews a variety of factors, including whether the accommodation would create an undue hardship. The accommodation request imposes responsibilities and obligations on both the individual requesting the accommodation and the University. For example, the person requesting the accommodation is obligated to make the University aware of his or her need for a religious accommodation.

Once a request is made, the University will explore reasonable accommodations to address the person's religious belief or practice, unless, again, the request creates an undue hardship. The person requesting the accommodation is obligated to cooperate with the University's attempts to accommodate the request. When more than one accommodation is possible, the University may select any of the accommodations, provided the accommodation will effectively eliminate the religious conflict.

IX. Discrimination based on Veteran Status

As with other protected classes, veterans, including veterans with disabilities and Vietnam Era Veterans, are protected from discrimination and harassment.

Examples of discrimination based on veteran status include, but are not limited to:

denying raises, benefits, promotions, leadership opportunities or performance evaluations on the basis of a person's veteran status.
preventing a person from using University facilities or services because of that person's veteran status.
denying a person access to an educational program based on that person's veteran status.
instigating or allowing an environment that is unwelcoming or hostile based on a person's veteran status.

IX. Discrimination based on Veteran Status

As with other protected classes, veterans, including veterans with disabilities and Vietnam Era Veterans, are protected from discrimination and harassment.

Examples of discrimination based on veteran status include, but are not limited to:

denying raises, benefits, promotions, leadership opportunities or performance evaluations on the basis of a person's veteran status.
preventing a person from using University facilities or services because of that person's veteran status.
denying a person access to an educational program based on that person's veteran status.
instigating or allowing an environment that is unwelcoming or hostile based on a person's veteran status.

X. What should you do if you feel that you have been subjected to discrimination or harassment?

The University encourages all parties to resolve their concerns on an informal basis if possible. Problem-solving processes on campus are offered by various University offices, such as the Office of Diversity, Equity, and Access, Academic Human Resources, Personnel Services Office, the Office of the Dean of Students, Conflict Resolution Office. In addition, Unit Affirmative Action Representatives can assist employees who believe they have been subjected to discrimination and/or harassment. Visitors to campus may contact any of the offices listed above to express concern regarding their visit to campus.

It is often difficult to confront a person who is engaging in discrimination or harassment. Such interaction is particularly difficult when the person engaging in discrimination or harassment holds actual or perceived power over the person at whom it is directed. There are occasions, however, when an individual feels able to speak to the person engaging in discrimination or harassment to tell that person that the behavior is offensive and the behavior needs to stop. This can be done in person or by telephone, email or letter, and may resolve the matter without further intervention. The offices identified immediately above and in Section XI are able to provide assistance at any time.

If informal attempts at resolution are not successful, or if a person does not want to explore an informal means by which to address his or her concerns, the University is committed to providing prompt and effective resolution to incidents of alleged discrimination or harassment. Persons who wish to pursue a complaint may do so by utilizing the applicable procedure.

If the complaint is against a student, the complaint may be lodged with the Office of Student Conflict Resolution.

If the complaint is against a faculty, academic professional, or staff member, the appropriate procedure for lodging discrimination and harassment complaints is outlined in Policy 17, Grievances, and in the Policy and Procedures for Addressing Discrimination and Harassment at University of Illinois Urbana-Champaign.

Conflict of Interest

Conflicts of Interest in Supervisory Relationships

An individual may not initiate or participate in institutional decisions involving a direct benefit or penalty to someone with whom that individual has had a sexual relationship.

Relationships such as those between supervisors and their subordinate employees are inherently asymmetric. Current or past sexual relationships can adversely affect decisions, distort judgments, and undermine morale. Any university employee who participates in academic supervisory or administrative decisions concerning another employee with whom he or she has or has had a sexual relationship has a conflict of interest in these situations.

Accordingly, no individual shall initiate or participate in institutional decisions involving a direct benefit or penalty (employment, retention, promotion salary, leave of absence, etc.) to a person with whom that individual has or has had a sexual relationship. He or she must take specific actions to remove himself or herself from all decisions and actions that may influence the career or status of the other employee.

Failure to abide by this policy constitutes misconduct, subject to discipline under applicable university procedures.

Date Issued: August 10, 1999
Approved by: Chancellor
Section IX/A – 23

XI. More Information

If you have any questions regarding your specific concerns, please visit our Web site at http://www.diversity.illinois.edu/.

The Web site is designed for informational purposes only and should not be used to lodge a complaint with the University. If you would like to lodge a formal complaint please refer to Policy 17, Grievances, as listed above, If you have questions, email diversity@illinois.edu.

Academic Human Resources
Voice: (217) 265-5945
http://www.ahr.uiuc.edu/