Discrimination Policy

Discrimination is defined as the adverse or preferential treatment of another wholly or partially because of a person’s actual or perceived membership in a protected class. Discrimination may include non-discriminatory policies, rules, or practices that have a disproportionate negative impact on members of a protected class.

When brought to the attention of the University, discrimination will be appropriately addressed and remedied, whether through disciplinary action, other responsive interventions, or both. Sanctions for discrimination and discriminatory misconduct may range from warning through expulsion (for students) or termination of employment (for faculty and staff employees).

In addition to the definition of discrimination per se provided above, the following behaviors are also prohibited as forms of discrimination when the misconduct or its resulting harm is based on or related to a person's actual or perceived membership in a protected class:

1.    Discriminatory Harassment

Discriminatory harassment is defined as unwelcome and objectively offensive conduct that abuses, threatens, mocks, intimidates, bullies, diminishes, hazes, or disparages another person or persons, or that inflicts or attempts to inflict bodily harm or severe emotional harm upon another person or persons because of one's actual or perceived membership in a protected class, and that may contribute to a hostile education, work, or living environment. Discriminatory harassment may, but need not, include the use of slurs, epithets, or derogatory terms. Unwelcomeness and objective offensiveness are evaluated based on the totality of the circumstances from the perspective of a reasonable person in the same or similar circumstances as the affected party.

A hostile environment is created when discriminatory harassment is:

  • severe or persistent or pervasive; and
  • objectively offensive, such that it
  • unreasonably interferes with, denies, or limits an individual’s or group’s ability to participate in or benefit from the University’s educational, employment, residential, or social program.

Loyola may remedy any form of discriminatory harassment when substantiated, whether or not the behavior rises to the level of creating a hostile environment. 

2.    Failure to Accommodate for Disability, Pregnancy or Related Conditions, or Religious Belief

Loyola is committed to making reasonable accommodations for qualified individuals with disabilities, pregnancy or related conditions, or religious beliefs, in compliance with applicable University policies and state and federal laws. 

Failure to provide a reasonable accommodation in compliance with applicable University policies and state and federal laws is a form of discrimination and is prohibited at Loyola.

Any individual who believes they have not been accommodated as required by University policies and/or by law may report the matter to the OEC for investigation.

3.    Other Discriminatory Misconduct

Violation of any other University policy may constitute other discriminatory misconduct when the violation is motivated by the affected party’s actual or perceived membership in a protected class.