ÌìÃÀÓ°ÊÓ´«Ã½

This message was sent to all UW employees on July 24, 2025. You are also welcome to view the companion message shared with UW students.

Dear Colleagues,

We write to share several important updates that reflect our University’s ongoing commitment to fostering a respectful, safe and inclusive environment for all members of our community. These changes are in accordance with our responsibilities and obligations under Title VI, the civil rights law that prohibits discrimination on the basis of race, color and national origin as well as responsibilities and obligations under Title VII and Title IX. These updates include both new resources to support our community as well as guidance to help you meet your responsibilities as a UW employee for preventing and addressing discrimination at the UW.

Firstly, we are pleased to announce the launch of the University’s Civil Rights Compliance Office (CRC), as our community’s central resource for preventing and responding to discrimination and harassment based on protected characteristics as well as sexual misconduct. Through the CRC, civil rights case managers are available to assist students, staff and faculty in understanding their options, accessing resources and navigating University processes.

The new Civil Rights Compliance Office will provide care and support for individuals involved in both civil rights and Title IX matters, coordinate the University’s response to reports and meet evolving federal regulatory requirements. This new office brings together the existing work of the Office of the ADA Coordinator, Civil Rights Investigations Office, Hearings Office, and Title IX compliance, case management and training into a single integrated team.

As UW employees, it’s important that you be aware of what kinds of prohibited conduct reports the CRC will respond to as identified in Executive Order No. 81 and related UW policies. Prohibited conduct includes, but is not limited to:Ìý

• Discrimination or harassment based on protected characteristics, including age, citizenship, disability, national origin or shared ancestry, race, religion, sex, sexual orientation, gender identity or expression, pregnancy, veteran status, and more.Ìý
• Sexual misconduct, including sexual harassment, sexual assault, unwanted sexual contact, sexual exploitation, relationship violence and stalking.Ìý
• Any retaliation you may have experienced for reporting discrimination, harassment or sexual misconduct; requesting an accommodation; or participating in a process to resolve a report.

Please contact the CRC if you have experienced potential prohibited conduct or are aware of an incident affecting another community member. After a report is made, civil rights case managers will offer support and actively work with individuals to identify the best way to address their concerns, but making a report will not automatically initiate an investigation.

The best way to reach a case manager is to make a Civil Rights & Title IX Report on the CRC website. You can also email civilrights@uw.edu or call 206-221-7932. Anonymous reporting options are available.

As of July 23, 2025, there are expanded requirements for many UW Employees to share information about potential prohibited conduct with CRC. Executive Order No. 81 identifies University personnel who have reporting obligations in the following situations:Ìý

• Employees (excluding student employees) who learn of potential prohibited conduct involving a student are required to share the information they have with CRC. The name of the impacted student may be withheld upon request.Ìý
• Supervisors — including student employees with supervisory roles — who learn of potential prohibited conduct that occurred in the UW workplace that involved an employee within their line of supervision are required to share the information they have, including names.Ìý
• Human resources professionals who learn of potential prohibited conduct that occurred in the UW workplace are required to share the information they have, including names.

There are limited exceptions to the University’s reporting requirements. In addition, healthcare providers, confidential advocates and University ombuds are designated as confidential employees who are not required to report. If you are unsure whether a situation requires reporting, please contact CRC or visit Employee Reporting Obligations for guidance.

Finally, we ask that UW departments and offices take the following actions to ensure that they are in compliance with state and federal rules:Ìý

• Update materials and websites: Review and revise content that references discrimination, harassment or sexual misconduct to align with EO 81 and link directly to the CRC website.Ìý
• Share the updated Statement of Nondiscrimination: Post or link to the revised statement on admissions pages, hiring sites and other recruitment and onboarding materials.Ìý
• Discuss changes with your team: Set aside time in upcoming team meetings to review these updates and discuss any potential impacts.Ìý
• Prepare to respond to disclosures: Proactively share information about employee reporting obligations with students and colleagues, and review available disclosure response scripts.

We are grateful for all that you do to support the UW community as a place that is welcoming, safe and free from discrimination of all kinds. Your care and commitment help ensure that individuals impacted by discrimination, harassment, and sexual misconduct receive the information, options and resources they need to make informed decisions and feel supported.

If you have questions, please contact the Civil Rights Compliance Office team at civilrights@uw.edu.

Sincerely,