Applies to: Faculty, Staff, Students, Visitors
Responsible Office: Office of the President and Dean
Mitchell Hamline School of Law (the “School”) is committed to providing a working and learning environment that maximizes the potential of each student, faculty member and staff member. As such, the School is committed to creating an environment that advances equal opportunity in which all faculty, adjunct faculty, staff, and students can work and learn in a safe and discrimination-free atmosphere. Bias Incidents interfere with that environment. These incidents include intentional or unintentional expressions made against property, an individual, or a group of individuals based on the perpetrator’s conscious or unconscious bias regarding the victim’s actual or perceived race, color, creed, religion, national origin, sex/gender, gender identity, gender expression, marital status, familial (or parental) status, disability, status with regard to public assistance, sexual orientation, age, family care leave status or veteran status or any other protected class defined by law (“bias incidents”). The Law School encourages reporting of such incidents. All reported incidents will be investigated. Informal processes and resolutions are encouraged with the consent of the parties. Informal resolution may encompass a broad range of conflict resolution strategies, including mediation or restorative justice.
Incidents that require formal investigation will be referred to one of the existing grievance processes including but not limited to non-discrimination, non-harassment, hate crimes, Title IX, or student conduct. The formal investigation would follow the process outlined in the relevant policies and may be subject to disciplinary action under the relevant policy as circumstances warrant.
Retaliation against a person who reports or complains about bias incidents, or who participates in or supports the investigation of a bias incident complaint, is also prohibited and will not be tolerated.
Additional resources regarding non-discrimination and harassment include the School’s Non-Discrimination and Non-Harassment Policy; Hate Crimes Policy; Sex Discrimination and Non-Title IX Sexual Harassment Policy; and Title IX Sexual Harassment Policy (2025).
A. Definition
Bias Incident refers to unintentional or intentional action taken that one could reasonably conclude is motivated, in whole or in part, by the alleged offender’s bias against an actual or perceived aspect of one’s protected class, including actual or perceived race, color, creed, religion, national origin, sex/gender, gender identity, gender expression, marital status, familial (or parental) status, disability, status with regard to public assistance, sexual orientation, age, family care leave status or veteran status or any other protected class defined by law. Bias incidents include expressions of all kinds, which could include, but are not limited to, words, actions, signs, or symbols.
B. Reporting Procedure.
If a student, faculty member or staff member believes that they have been the subject of a bias incident involving another student, faculty member, staff member or any other person whom the student, faculty member or staff member encounters in the course of employment or education, or if a student, faculty member or staff member observes a bias incident, the individual should report the conduct through the use of the Bias Incident Report Form located on the Grievance Reporting Processes page of the website.
You may choose to remain anonymous. Alternatively, you may contact the following school official:
- Students: Contact the Dean of Students (651-695-7668). If there is a complaint against the Dean of Students, it is to be reported to the Vice President of Institutional Management.
- Faculty and Staff: To the Director of Human Resources (651-290-6322) If there is a complaint against the Director of Human Resources it may be reported to the Vice President of Institutional Management.
- Complaints of bias incidents involving the President and Dean should immediately be reported to an Officer of the Board of Trustees.
C. Response to Incidents
The school will respond to every complaint or report of a bias incident. Anonymous reports may limit the scope of the response or resolution. Informal processes and resolutions are encouraged with the consent of the parties. Informal resolution may encompass a broad range of conflict resolution strategies, including mediation or restorative justice.
Incidents that require formal investigation will be referred to one of the existing grievance processes including but not limited to non-discrimination, non-harassment, hate crime policy, Title IX, or student conduct. The formal investigation would follow the process outlined in the relevant policies.
D. No Reprisal
There will be no retaliation against any good faith complainant or reporter of a bias incident under this policy, nor against any person who participates in an investigation. Retaliation against a person who reports or complains about bias incidents, or who participates in or supports the informal resolution process.