Homepage
Message Regarding New Title IX Regulations
Dear Colleague,
Duke is committed to maintaining an environment in which all students, staff and faculty can thrive and that is free from discrimination, harassment and retaliation. Last April the U.S. Department of Education released revised TitleIX regulations that include a series of significant changes. Title IX is a federal law that prohibits sex discrimination in Duke programs and activities. The regulations, which went into effect on August 1, 2024, importantly contain new requirements for how university staff and faculty must respond to certain allegations of discrimination and harassment, as well as to student disclosures of pregnancy.
Duke’s existing policy requires staff and faculty who are considered “responsible employees” to share incidents of possible discrimination and harassment with the Office for Institutional Equity (OIE). The new regulations have expanded the members of our community who will have some kind of required response to certain types of discrimination and harassment.
Please see the following link to a short video that explains your obligations when a student or employee discloses an incident of discrimination or harassment, or a student discloses pregnancy.
Key points in the video:
- All employees who are designated as Responsible Employees (e.g., faculty, senior administrators, advisors, graduate student TAs) must report incidents of possible discrimination and harassment (including sexual misconduct) to OIE. Reporting to OIE allows our staff and campus partners to offer support and options to address the situation.
- All other employees (not designated as Responsible Employees) must provide OIE’s contact information to a person who discloses an incident of possible discrimination and harassment.
- Any employee to whom a student discloses their pregnancy (or related condition) must provide the student with OIE’s contact information.
We ask that you take a few minutes to view this video and encourage your colleagues and friends to do the same. You should also consider sharing the video during any department, school, unit, clinic or division meeting.
If you are interested in additional training please see the following to make a request to OIE.
Kimberly Hewitt,
Vice President for Institutional Equity
Chief Diversity Officer
Duke University Institutional Statement of Commitment to Diversity and Inclusion
Duke aspires to create a community built on collaboration, innovation, creativity, and belonging. Our collective success depends on the robust exchange of ideas—an exchange that is best when the rich diversity of our perspectives, backgrounds, and experiences flourishes. To achieve this exchange, it is essential that all members of the community feel secure and welcome, that the contributions of all individuals are respected, and that all voices are heard. All members of our community have a responsibility to uphold these values. —Duke Office of the Provost
2022-2023 OIE Annual Report
This second OIE Annual Report provides information about Duke’s response to reports of protected status-based discrimination, harassment, sexual misconduct, and retaliation, including the volume and type of reports, how matters are addressed, the consequences that are imposed, and the time to completion.
We are here to help!
We provide education, training, consultation, federally mandated Equal Employment Opportunity and internal data analytics, and more!
Educational Opportunities & Workshops
The Office for Institutional Equity strives to cultivate a welcoming and inclusive environment where staff, students, and faculty thrive and community is valued at Duke. We offer recurring workshops, tailored sessions for units or individuals with specific educational needs, and curated educational resources and materials.
Complaints & Concerns
Duke is dedicated to creating a work and learning environment that is free from harassment and discrimination. If you have a concern about either of these issues, the Office for Institutional Equity is here to help. We can answer your questions, connect you to resources, or help you file a complaint. Duke policies prohibit retaliation against anyone for coming forward with a concern or for submitting a complaint.
Sexual Misconduct & Title IX
Duke is proactive in its efforts to address and reduce instances of sexual misconduct, including sexual violence, in order to create and maintain a welcoming learning and working environment. It’s our responsibility to ensure compliance with federal law by demonstrating that our programs are operated in a manner consistent with Title VII and Title IX regulations and provisions, as well as the Violence Against Women Act.
Employment Equity and Data Evaluation
The Office for Institutional Equity is responsible for preparing Duke's Affirmative Action Plans (AAPs) and Equal Employment Opportunity reports (EEOs), as well as implementing Duke’s policies on Equal Opportunity and Affirmative Action related to pay discrimination and prejudicial promotion practices. The team also performs assessments, analyzes federally internal EEO data, and provides consultation, education, and training.