Statement of Non-Discrimination
The University of Wisconsin-Madison is committed to providing equal opportunity and equal access in compliance with all applicable federal and state laws and regulations and University of Wisconsin System and university non-discrimination policies and procedures, including but not limited to Title VI of the Civil Rights Act of 1964, which prohibits discrimination on the basis of race, color, and national origin, Title IX of the Education Amendments of 1972, which prohibits discrimination on the basis of sex, Section 504 of the Rehabilitation Act of 1973 and the Americans with Disabilities Act of 1990, which prohibit discrimination on the basis of disability, and the Age Discrimination Act of 1975, which prohibits discrimination on the basis of age.
Travis Grimm, JD, Lead Civil Rights Investigator in the Office of Compliance is the university designee to handle inquiries regarding this nondiscrimination policy. He can be reached at email@example.com, (608) 265-2320; Relay calls accepted; 361 Bascom Hall, 500 Lincoln Drive, Madison, WI 53706.
Lauren Hasselbacher, JD, Assistant Director of Civil Rights Compliance and Title IX Coordinator in the Office of Compliance is the university designee to handle inquiries regarding sexual harassment and sexual violence. She can be reached at firstname.lastname@example.org, (608) 890-3788; Relay calls accepted; 361 Bascom Hall, 500 Lincoln Drive, Madison, WI 53706.
Ruben Mota, the Americans with Disabilities Act (ADA) Coordinator in the Office of Compliance is the university designee to handle inquiries regarding denied disability accommodation requests for employees and students. He can be reached at email@example.com, (608) 265-4508; Relay calls accepted; 25 East Ingraham Hall, 1155 Observatory Drive, Madison, WI 53706.
Individuals may also file complaints directly with the Office for Civil Rights, within the United States Department of Education.
The following are the specific bases upon which discrimination is prohibited for students and applicants for admission to the university; university employees and applicants for employment at the university; and those wishing to take part in university programs and activities, including visitors to campus.
For a discrimination allegation to prevail, the Complainant must establish a nexus between (1) membership in a protected class and (2) the alleged discriminatory conduct. An individual’s mere membership in one or more protected classes coupled with an event that is displeasing to that person, does not establish that discrimination occurred on a protected basis. There must be a discernible connection between protected class membership and the complained‑of discriminatory conduct.
Also covered is any other non-discrimination category that may be subsequently added, even if not included in the above list, as a result of federal or State of Wisconsin court, legislative, or regulatory action, or action taken by UWS or the university.
Discrimination, discriminatory harassment, and retaliation are defined by the University of Wisconsin System Regent Policy Document 14-6 “Discrimination, Harassment, and Retaliation” (RPD 14-6).
Students, employees, and visitors/participants in UW-Madison programs are prohibited from using UW-Madison technology (computers, email systems, voice mail systems, and webpages) in a manner that would violate RPD 14-6.