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Bard College Catalogue 2023-24
Office of Title IX and Nondiscrimination (OTN)Bard College is committed to providing a learning and working environment that is free of bias, prejudice, discrimination, and harassment—an environment in which all feel welcome and are treated fairly and with respect. Bard does not discriminate in admission, employment, or administration of its programs and activities on the basis of sex, gender, race, color, or any other characteristic protected by federal, state, or local law. Bard will not tolerate any kind of unlawful discrimination, harassment, or gender-based misconduct.
The Office of Title IX and Nondiscrimination works to prevent, respond to, and remedy incidents of gender-based misconduct, bias, discrimination, and harassment throughout Bard and its affiliated programs. Any person who believes they have been subjected to gender-based misconduct, discrimination, or harassment is encouraged to seek assistance and support. All complaints of gender-based misconduct involving students, faculty, staff, or any other member of the Bard community (regardless of whether the incident occurred on or off campus) will be reviewed and appropriate steps will be taken. The College ensures that fair and impartial processes are in place to address all complaints of discrimination and harassment. The College prohibits retaliation against anyone participating in an investigation of alleged discrimination, harassment, or gender-based misconduct.
If you wish to make a report of discrimination or harassment (including gender-based misconduct) or connect with resources, please visit the Title IX and Nondiscrimination website, under Support and Reporting, at bard.edu/nondiscrimination/reporting. You can also contact Title IX and Civil Rights Coordinator Lauren Gretina at [email protected] or [email protected]; by phone at 845-758-7542; or in person at 107 Sottery Hall. The Title IX and Civil Rights Coordinator can provide information regarding the College’s investigation process, policies, resources, accommodations, institutional rights, no contact orders, making reports to law enforcement, and protective orders through the court system.
Bard College strongly recommends reading its Gender-Based Misconduct Policy, Consensual Relations Policy, and Policy against Discrimination and Harassment, which are available online, which is available online at bard.edu/nondiscrimination/policies or by request via email to [email protected].
CONSENSUAL RELATIONS POLICY
Bard College prohibits sexual, dating, or romantic relationships (“intimate relationships”) when one individual has actual or perceived power or authority over another individual. Entering into these types of relationships may compromise freely given consent and undermine the trust and integrity that are essential to Bard’s learning and working environment. Relationships where one individual has actual or perceived power or authority over the other individual can give rise to unconscious or perceived bias and favoritism, thereby undermining the College’s inclusive environment and intellectual climate.
Accordingly, faculty, administrators, and other employees who educate, supervise, employ, coach, or who make educational or employment decisions and/or recommendations should understand the fundamentally unbalanced nature of the relationship and not enter into these intimate relationships. The responsibility and obligation to follow this policy falls upon the person in a position of authority and not the student or subordinate.
The following intimate relationships are prohibited at Bard:
- Faculty member/instructional staff and student;
- Adviser and student;
- Administrator/nonstudent staff and student;
- Coach and student athlete; and
- Dean/supervisor/manager and employee over whom they have supervisory control.
This is not an exhaustive list, and other relationships where a power differential exists may also violate this policy. “Student” shall mean an individual who is enrolled and/or participating in any of Bard College’s educational programs. In the context of employment at Bard, “supervisory authority” is defined as having the ability to materially impact another individual's employment. This includes, but is not limited to: hiring, promoting, managing, disciplining, scheduling, evaluating, and compensation.
Consensual intimate relationships between graduate students and faculty members not in the same degree-granting program should be disclosed to the director of human resources, but are not necessarily prohibited. In certain instances, exemptions may be granted for intimate relationships between staff and students when it can be demonstrated that the relationship would not interfere with or compromise Bard’s learning and working environment; these relationships must be disclosed to the director of human resources.
If an intimate relationship already exists—or if a relationship not previously prohibited becomes prohibited due to a change in circumstances—the person in power or authority should recuse themselves from the supervisory or academic responsibility. The relevant supervisor or dean may, in consultation with the director of human resources or the vice president for student affairs, set reasonable conditions to avoid any actual or perceived conflict of interest, abuse of authority, exploitation, bias, and/or preferential treatment. This policy does not prohibit preexisting relationships or joint appointments where both people are working within the same academic program. In these cases, as stated in the Faculty Handbook, the College prohibits an individual from participating in activities or decisions (including, but not limited to, evaluations) that may reward or penalize another faculty member with whom they had or have a romantic or sexual relationship.
Individuals who violate this policy will be referred to the appropriate office or department at Bard. When allegations of gender-based misconduct exist, they will be addressed by Bard’s Gender-Based Misconduct Policy. The College may take additional steps as deemed necessary.