Discrimination Happens HERE

By Zoë Case (’22), Rachel Salamone (’23), Veronica Kirgios (’22), Katherine Franz (’21)

Editor’s Note: This resource list was curated for a “Data Feminism,” a course which engaged “intersectional feminist theory and activism to identify models for challenging existing power differentials in data science, with the aim of using data science methods and tools to work towards justice.” The objective for the final project was to use data feminism approaches and theories to collect data on a subject of choice. This group chose to collect stories of microaggressions that occurred on Notre Dame’s campus and create posters to bring awareness to how common instances of injustice are in our community. They collected responses through an anonymous Google form and through personal interviews. They then met with various departments and faculty at the University to learn how to advocate for students. This resource document is intended to be a next step for people who have experienced discrimination of any kind. Justice can be served, and incidents do not have to be forgotten. 

Notre Dame Campus Resources, last updated Fall 2020:

Faculty resources to talk to:
(It is recommended that students seek out faculty or staff to talk through their experiences and/or receive support in filing a report. Please also note that even with the Trump administration’s changes to Title IX, Notre Dame has elected to keep all faculty as mandatory reporters in instances of blatant discrimination, harassment, etc. except for counselors at the UCC, healthcare providers at UHS, and vowed religious people serving specifically in their role as clergy members.)

ND Recommended Support Options:

(chart of various Notre Dame resources and their confidentiality / mandatory report status)

Multicultural Student Programs and Services Recommended Resources:

(list of organizations related to diversity and inclusion)

Reporting Online:


  • Report incident online to the University via form (allegations have less weight than equity.nd.edu allegations)
  • Even if you think your incident is minor, the Office of Institutional Equity still tracks these stories and looks for repeated incidents (comments from a particular professor, an issue within a certain club, etc.) and may open an investigation in the long term


Report By Phone:

  • Office of Institutional Equity: 574-631-0444

Non-discrimination Policy:



Click here to see Notre Dame’s Policy on Discriminatory Harassment, Sexual Harassment, and Other Sex-Based Misconduct (Main points summarized below).

  • Part 1 (Introduction): States that Notre Dame’s goal to promote respectful behavior and interactions, no tolerance for harassment, and prompt action (including investigation) when a report is filed
  • Part 2 (Policy Statement): Restates that Notre Dame does not tolerate sexual or discriminatory harassment and will take disciplinary action, up to and including termination/dismissal.
  • Part 3 (Scope): States that the policy applies to all faculty, staff, and students.
  • Part 4 (Responsible Party): Contains the address and contact information to the Assistant Vice President of Office and Institutional Equity & Title IX Coordinator
    • Most likely would be in contact first with Amber Monroe, Title IX Services Manager (574-631-0444 or amonroe1@nd.edu
  • Part 5 (Definitions): Includes policy/procedure definitions like complainant, consent, formal complaint, incapacitation, and respondent.
  • Part 6 (Discriminatory Harassment): Defines and lists examples of types of discriminatory harassment on the basis of race, color, national origin, ethnicity, religion, genetic information, age, disability, or veteran status.
  • Part 7 (Sexual Harassment): Defines and lists examples of types of sezual harassment on the basis of sex.
  • Part 8 (Other Sex-Based Misconduct): Lists an incomplete list of other offenses.
    • One of these includes “Unwelcome conduct that is either based on an individual’s or group’s sex, sexual orientation, or gender identity, or that is sexual in nature, and that interferes with performance, limits participation in University activities, or creates an intimidating, hostile, or offensive University environment when viewed from the perspective of the individual and a reasonable person in the same situation”
    • Although Notre Dame’s non-discrimination policy itself does not currently include sexual orientation or gender identity, members of the Notre Dame community can and should still be protected under this section
  • Part 9 (Reporting and Response Procedures for Violations of this Policy): See section below


Click here to see Notre Dame’s Procedures for Resolving Concerns of Discriminatory Harassment, Sexual Harassment, and Other Sex-Based Misconduct (Main points summarized below).

  • Part 1 (Introduction): Reviews community standards referenced in previous section on policy.
  • Part 2 (Procedures that Apply Generally): Information on reporting to law enforcement, group accountability, confidential resources and information on privacy, availability of counseling, medical and pastoral resources, direct communication with the alleged offender that don’t involve sexual harassment, supportive measures, retaliation, administrative leave, requests for anonymity, and initial assessment.
  • Part 3 (Alternative Resolution): Defines circumstances where alternative resolution may be appropriate, definitions of alternative resolution, alternative resolution agreements, referral back to other procedures, and timing.  Alternative resolution must be consensual for both parties and the University.
  • Part 4 (Sexual Harassment): Details formal complaint requirements, dismissal of formal complaints, notice of investigation, formal proceedings for sexual harassment (including the need for advisors, investigation, reports, and hearings), sanctions, and appeals.
  • Part 5 (Procedures for Discriminatory Harassment and Other Sex-Based Misconduct): Outlines the student proccedures including initial assessment and potential outcomes (including alternative resolution, notes the new need for both parties to have an “advisor” if justice requires more administrative action/alternative resolution is not enough.  An advisor will be appointed to a student if they do not have one.  An investigation is opened and an investigator meets with the complainant, respondent, and witnesses (if any) and prepares an investigative report and a hearing occurs in which the advisors of each party also cross-examine both the complainant and the respondent.  If a respondent accepts responsibility, the Assistant Vice President for the Office of Institutional Equity and Title IX Coordinator may recognize this and forego the Administratie Board Proceeding Process.  If not, they will convene a meeting and discuss with a two-person Equity panel that they select.  After the Equity Panel meets with the Assistant VP of OIE and Title IX Coordinator and discusses the investigative report, there is a written determination whether a violation occurred.  The VP of OIE and Title IX Coordinator decides upon sanctions for the respondent if found to be in violation of the policy and may consult with the Office of Community Standards to do so.  Within 10 days of the resolution, a respondent may submit an appeal, which is run by an Appeal Coordinator; this section notes what the respondent must establish as grounds for review as well (procedural defect or discovery of substantive new information).
    The second part of this section details the procedure if a faculty or staff member is accused of discriminatory harassment.  The procedures are essentially the same, but there is an added layer of interim measures that may be imposed to protect the process/parties, such as No Contact Orders and adjustments to work schedules, and they will be administered by OCS.  Another difference is that when the respondent is a faculty member, they can request that the VP and Senior Associate Provost for Faculty Affairs review the outcome and appeal.

This multimedia group project (this resource, policy, and procedure collection and corresponding HERE posters) was originally researched and produced for Professor Katherine Walden’s American Studies/Data Science course, ‘Data Feminism.’

Though we may be accessing this site from around the world, we acknowledge our affiliation with the University of Notre Dame and thus our presence on the traditional homelands of Native peoples (even if virtually) including the Haudenosauneega, Miami, Peoria, and particularly the Pokégnek Bodéwadmik, who have been using this land for education for thousands of years, and continue to do so.

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