Resources to help support a more equitable, diverse, and inclusive work environment
The University of Washington serves as a vibrant hub where individuals from diverse backgrounds come together to work, learn, and grow. Recognizing the inherent complexity of our institution, comprised of faculty, staff, students, trainees, and patients, we acknowledge that despite our collective efforts, instances of bias and discrimination may occur. Considering this reality, the purpose of this webpage is to serve as a reference guide to help with accountability and leadership while empowering members of our community to report experiences of bias and discrimination with confidence and clarity. Designed as a dynamic and evolving resource, it outlines pathways for navigating incidents at various levels of our institution, from the broader UW system to the intricate networks within the School of Medicine, the Department of Psychiatry and Behavioral Sciences, and the many individual programs within our department. By making this information available, we aspire to cultivate a culture of trust, accountability, and continuous improvement as we work together to create a diverse, equitable, and inclusive environment for all.
Use the search function below to explore the resources available to department faculty, staff, students, supervisors, patients, and trainees to help support a more equitable, diverse, and inclusive environment. This may include reporting incidents, seeking information, or requests for resolution. If there are other resources not listed here, any missing information, or incorrect links, please notify the EDI committee at staffedicommittee@uw.edu.
Anonymous: most resources and some reporting tools may be accessed without disclosing identifying information such as name, role, or location. However, depending on the information shared, a request or report may become identifiable. In addition, reports which are submitted anonymously may be limited in terms of what can be done in response.
Confidential: for resources and reporting tools which require the disclosure of identifying information such as name, role, or location, privacy is protected as much as possible. For example, the University strives to limit information about complaints to those with a business need to know. However, public records law and some legal processes may require the University to disclose certain University records. Allegations of serious misconduct (such as theft or discrimination, including sexual harassment) must be reported to the appropriate authority.
Information-sharing: report an EDI issue or concern anonymously or confidentially for the purpose of raising awareness about what our community is experiencing and advocating for change. Based on the information provided, this may help identify areas needing more investment, training, policy, practice, and process changes.
Information-seeking: receive general information or specific consultation to support you or someone else to address an EDI issue or concern. This may include communicating with a representative to discuss your concern, possible next steps, and referrals to other resources that may be available to you.
Resolution: could involve investigation, mediation, or corrective/disciplinary action. Most resources and reporting tools listed here do not perform formal investigations. Responses will vary based on the nature of the incident and can include additional communications with pertinent offices on campus. Disciplinary actions are often confidential and therefore not disclosed back to the reporter. In most cases, the reporting party decides if they want to have a formal investigation initiated. However, there are certain instances (e.g., sexual misconduct, hate crimes) where offices may be compelled by law to report.
Retaliation protection: University of Washington policy prohibits retaliation against people who bring a complaint or participate in the complaint process. An employee who engages in retaliatory conduct is subject to appropriate corrective action, including dismissal.
