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. Note: The options will be filtered automatically, no need to hit enter or submit.
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.
This tool is for Department of Medicine employees only. Navigators are trained individuals dedicated to providing safe, confidential support to help guide Department of Medicine staff, faculty, and trainees through bias incidents they may have experienced.
Who it's for
- Faculty
- Staff
- Supervisors
- Trainees
Desired Outcomes
- Info Seeking
- Info Sharing
- Resolution
The Civil Rights Investigation Office investigates complaints made about university employees and students that raise concerns relating to civil rights such as protection from discrimination, harassment, retaliation, and sexual misconduct.
Who it's for
- Faculty
- Staff
- Supervisors
- Trainees
Desired Outcomes
- Info Seeking
- Info Sharing
- Resolution
Washington Employee Assistance Program (WA EAP) provides short-term, solutions-focused counseling services that are easy to access. Your benefits include up to three sessions per concern and covers all your household members. WA EAP can be used multiple times a year if you have a new concern to address.
The WA Employee Assistance Program (WA EAP) can help with free legal advice from a qualified attorney. Online support is also available with legal forms, a library of legal articles, and even a simple will. Call or go online to get the legal answers you need.
The WA Employee Assistance Program (WA EAP) provides specific services to supervisors, managers, and HR administrators to help them in their efforts to support their teams and colleagues. WA EAP can provide organizational consultations, referrals to the WA EAP, critical incident response, and tools to promote personal and professional development.
Desired Outcomes
- Info Seeking
- Info Sharing
- Resolution
The PBSCI Equity, Diversity, and Inclusion (EDI) Council is dedicated to 1) communicating about initiatives and best practices being developed by existing organizations and committees in the department; 2) diversifying the faculty and staff; and 3) promoting ways to improve the climate of the department. The EDI Staff Committee works to create a safe, inclusive, and diverse environment that supports department staff personally and professionally. They champion organizational change and bring an EDI and anti-racism lens to the department’s work.
Who it's for
- Faculty
- Staff
- Supervisors
- Trainees
Professional and Organizational Development has created a set of
Who it's for
- Faculty
- Staff
- Supervisors
- Trainees
The UW Medicine’s Office of Healthcare Equity believes that healthcare is a fundamental human right and everyone should have the same access and opportunities for the best possible outcomes. This belief is very clearly tied to our mission to improve the health of the public. However, it’s important to acknowledge that institutional racism has created inequities in society — even within our own healthcare system — that result in health disparities. We are committed to transforming the way care is provided to eliminate these inequities. Healthcare equity isn’t owned by one department or leader – everyone shares responsibility. We can all take action in our own spheres of influence and in the work we control.
Who it's for
- Faculty
- Patients & Family
- Staff
- Supervisors
- Trainees
Desired Outcomes
- Info Seeking
- Info Sharing
- Resolution
The Office of Minority Affairs & Diversity (OMA&D) has roots in student-led activism and society’s calls for equity and change. OMA&D’s programs aim to create a welcoming university climate for students, faculty, staff while connecting with alumni and other community members to enrich the educational experience for all.
Who it's for
- Faculty
- Patients & Family
- Staff
- Supervisors
- Trainees
In accordance with the Americans with Disabilities Act (ADA), as amended, the Rehabilitation Act of 1973, and relevant local, state, and federal law, the University provides individuals with disabilities equal access to programs, services and/or activities.
Who it's for
- Faculty
- Staff
- Supervisors
- Trainees
Desired Outcomes
- Info Seeking
- Info Sharing
- Resolution
Title IX and other federal and state laws collectively prohibit discrimination based on sex, sexual orientation, gender, gender expression, pregnant or parenting status, and LGBTQ identity. These laws impose legal requirements and protections that serve as a foundation from which UW has created policies, practices, services, and programs that work in concert to advance equity for students, staff, and faculty of all identities.
Who it's for
- Faculty
- Staff
- Supervisors
- Trainees
Desired Outcomes
- Info Seeking
- Info Sharing
- Resolution
The Office of the Ombud serves the UW community by providing high quality, client-focused services for preventing, managing, navigating, and resolving conflict at UW. They act as thought-partners with clients to assist them while navigating issues they are experiencing at UW. Through active participation in the problem-solving process, clients develop the ability to prevent, manage, and resolve future conflicts.
Who it's for
- Faculty
- Staff
- Supervisors
- Trainees
Desired Outcomes
- Info Seeking
- Info Sharing
- Resolution
Patients at UWMC – Montlake and Nortwest campuses and their family members may report concerns about the quality of care, safety, or service to any staff member, member of the medical staff, or clinic/unit manager. Patients or family members may also contact to express concerns or to share a compliment.
Call no matter where you work or study to anonymously discuss safety and well-being concerns for yourself or others. SafeCampus is the UW’s violence-prevention and response program. We support students, staff, faculty and community members in preventing violence.
Who it's for
- Faculty
- Patients & Family
- Staff
- Supervisors
- Trainees
The Safety Net incident reporting tool is for any UW Medicine staff, faculty, or trainee to report any patient, staff, visitor, or facility safety concern. Files reported in Safety Net now include a way to identify if bias contributed to the event. Safety Net
Desired Outcomes
- Info Seeking
- Info Sharing
- Resolution
Title VI and its regulations require that colleges and universities receiving federal financial assistance provide an environment free from discrimination or harassment based on race, color, or national origin. This right extends to discrimination or harassment based on shared ancestry or perceived shared ancestry, ethnic characteristics, or citizenship or residency in a country with a dominant religion or distinct religious identity.
Who it's for
- Faculty
- Staff
- Supervisors
- Trainees
Desired Outcomes
- Info Seeking
- Info Sharing
- Resolution
There are several student, trainee (e.g. Resident and Fellow Physician Union – Northwest), and staff unions that represent the diverse workforce at UW and offer their own incident reporting systems. Please contact your HR team if you are unsure if this applies to you.
Desired Outcomes
- Info Seeking
- Info Sharing
- Resolution
This Bias Incident Reporting Tool is for NON-EMERGENCY incidents within the University system. It was created in partnership with the Office of Minority Affairs and Diversity, the Office of Student Life, and the president’s Race & Equity Initiative.
Who it's for
- Faculty
- Patients & Family
- Staff
- Supervisors
- Trainees
The UW Medicine Bias Reporting Tool is for sharing incidents of bias including racism, sexism, ableism, discrimination of any form, or other behaviors that do not reflect the prioritization of inclusion and equity expected in all areas of our community.
Who it's for
- Faculty
- Patients & Family
- Staff
- Supervisors
- Trainees
impacting the experience of those we serve through an open, collaborative, partner-driven approach to compliance. We strive to protect the rights of patients, promote ethical conduct and advance a trusted culture of compliance. We endeavor to achieve this through proactive education, guidance and monitoring of applicable laws and regulations.
Who it's for
- Faculty
- Patients & Family
- Staff
- Supervisors
- Trainees
Collaborates with our community to create a safe and secure UW campus through education, problem solving, and enforcement.
Who it's for
- Faculty
- Patients & Family
- Staff
- Supervisors
- Trainees
Desired Outcomes
- Info Seeking
- Info Sharing
- Resolution
The UW Medicine Department of Psychiatry and Behavioral Sciences Human Resources (HR) is responsible for a wide range of functions related to faculty, staff, and student employees. These include recruitment, hiring, benefits, compensation, employee relations, and organizational development. They also provide support for issues like disability accommodations, violence prevention, and employee engagement.
Who it's for
- Faculty
- Staff
- Supervisors
- Trainees
Desired Outcomes
- Info Seeking
- Info Sharing
- Resolution
