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Fiscal Year 2023-2024
July 1, 2023 - June 30, 2024
This report contains information that may be upsetting to some readers. Confidential resources identified in this report are available to provide support.
This report contains information that may be upsetting to some readers. Confidential resources identified in this report are available to provide support.
Introduction
The work of the Office for Institutional Equity (OIE) continues to reflect trends and dynamics at the University and in the broader environment. Our mission is to create, advance and support a respectful and supportive environment where all community members thrive.
OIE achieves its mission through:
- Developing and delivering innovative education and outreach grounded in evidence-based practices;
- Addressing concerns related to discrimination, harassment and related misconduct;
- Encouraging restoration and reintegration through supportive resolution strategies:
- Supporting inclusive excellence through data analyses; and
- Ensuring accountability throughout the enterprise through policy development and implementation.
OIE serves as an important resource for the University and Health System to cultivate welcoming and inclusive environments, and to attend to policy, state and federal commitments. OIE supports and engages the university and health system communities through collaboration and education. OIE also serves as a critical partner and source of information and advice on the implementation of the Inclusive Excellence Principles.
In addition to the primary OIE resources dedicated to compliance and education, twice per year, OIE hosts a meeting of leaders and partners who are committed to building and maintaining a culture that reflects the spirit of the Duke value of inclusion, the Duke Equity Network (DEN). The biannual DEN meetings feature staff and faculty experts discussing relevant and timely topics. The OIE Liaisons is another critical network created to empower leaders for a deeper understanding of anti-discrimination and harassment policy and procedures, and related skill-development. OIE is dedicated to identifying creative and useful ways to support the community on an ongoing basis.
This third Annual Report shows trends in reports of protected-status-based discrimination, harassment, sexual misconduct, and retaliation including:
- Number of Reports
- Location of Reports
- Origin of Reports
- Respondents
- Reports by Type
- Reports by Class
- Outcomes
- Responsive Actions
- Time to Completion
- Number of Educational Engagements
In addition to the information contained in this Annual Report, please visit our website at oie.duke.edu for more information about our office, policies and procedures, and resources.
Sincerely,
Kimberly D. Hewitt, J.D.
Vice President for Institutional Equity
Reports to OIE
During FY 2023-2024, OIE received 1,171 reports with an average of 97 reports per month. The graph below shows the trend of reports per month compared to the prior fiscal year.
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Reports by Location
The graph illustrates the distribution of reports across different locations. It shows how frequently incidents were reported in various areas of the institution, providing a visual overview of where concerns are most commonly raised. This helps highlight patterns in reporting and identifies the settings in which individuals most often experienced or observed prohibited conduct.
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- According to the data, the Provost/Duke Campus accounted for the largest share of reports at 47 percent, representing nearly half of incidents submitted.
- DUHS/SOM was the next most frequent reporting location with 29 percent.
- Off‑campus incidents made up 22 percent of the total.
- Reports originating from Central Administration were comparatively rare, comprising just 2 percent. This distribution shows that the vast majority of reports were concentrated within campus and health system environments, with far fewer reports coming from central administrative area.
Origins of Reports
OIE receives concerns involving protected status‑based discrimination, harassment, sexual misconduct, retaliation, and related misconduct from individuals across the University, as well as from visitors and other external parties. The graphic below illustrates the distribution of who submitted reports during the 2023–2024 fiscal year.
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The majority of reports were submitted by students and staff, accounting for 42 percent and 39 percent of all submissions, respectively. Another 10 percent came from individuals who reported anonymously or whose affiliation could not be identified. Smaller portions of reports were submitted by faculty (4 percent) and individuals not affiliated with the institution (3 percent), while patients, visitors, or applicants, and former employees or students each contributed about 1 percent.
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This comparison shows notable shifts in the origins of reports as submitted during FY 22-23 and FY 23-24. Student reports increased from 34 percent to 42 percent, while staff reports declined from 47 percent to 39 percent. Anonymous or unknown submissions rose from 3 percent to 10 percent, and faculty reporting stayed steady at 4 percent. Smaller changes occurred among other groups, including decreases in reports from patients and former employees or students, while visitor and applicant reporting remained unchanged.
Respondents
OIE addresses all complaints made against members of the Duke community. When a complaint is made against someone not part of the community, OIE provides resources and support to the reporting party and engages with outside entities when appropriate. The graphic below describes the percentages of reports submitted against the accused population.
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The accused population data show that staff accounted for the largest share of individuals reported, making up 33 percent of cases. Students represented 26 percent, followed by faculty at 12 percent. Additionally, 22 percent of reports involved individuals whose affiliation was unknown or categorized as “other.” Smaller portions of accusations were directed toward departments (3 percent), individuals not affiliated with the institution (1 percent), Duke University or policy-related issues (1 percent), and patients (1 percent).
Reports by Type
OIE receives a wide range of concerns, including discrimination, harassment, sexual misconduct, retaliation, and other related issues such as potential violations of the consensual relationship policy and incidents involving hate or bias. Some submissions fall outside these categories and are directed to the appropriate offices for follow‑up. The graphic below outlines the types of reports received, including those involving sexual misconduct, discrimination, harassment, consensual relationships, hate or bias, and retaliation. Reports categorized as “unknown” refer to cases that were filed but not moved forward because the individual chose not to proceed, did not respond, or submitted the report anonymously.
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In some cases one incident is reported based upon multiple types.
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The comparison shows the types of reports received in FY 2022–23 compared to FY 2023–24. Several categories, including harassment, retaliation, and non-compliance issues, decreased, while others, such as unknown/other and hate/bias, increased.
Reports by Protected Class
Duke’s Policy on Prohibited Discrimination, Harassment, and Related Misconduct prohibits discrimination and harassment on the basis of protected status, which includes age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex (including pregnancy), sexual orientation, and veteran status.
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Reports involving protected classes most frequently cited race (25 percent), followed by national origin (18 percent) and religion (16 percent). Twelve percent of reports did not identify a specific protected class or were categorized as unknown. Other commonly reported categories included gender (8 percent) and sex (7 percent). Smaller portions involved disability or color (4 percent each), age (2 percent), and gender identity, sexual orientation, or gender expression (each at 1 percent).
Report Closing Reasons
OIE conducted 36 formal investigations during the fiscal year. Sixty-four percent of the investigations (23 cases) resulted in a policy violation and 36 percent (13 cases) did not. An additional 28 cases were resolved through alternative resolution rather than a full investigation.
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The most common reason for case closure was that the concern did not fall under OIE's policy, that total amounted to 327 cases. Many reports were redirected to other campus partners (218 cases), and in 211 cases the complainant withdrew or did not respond. Another group of reports were submitted for documentation purposes or to seek guidance without further action (128 cases). Additional closures included referrals to the Office of Student Conduct and Community Standards (102 cases), informal resolutions (63 cases), limited follow‑up due to anonymity (53 cases), and a small number of referrals to other offices (5 cases).
These outcomes account for 1,171 total reports.
Violation of Policy Outcomes
In FY 23–24, 41% of cases in which a policy violation was determined resulted in termination/ineligible for rehire, followed by resignation/ineligible for rehire (27%). Fewer cases resulted in suspension (18%), sanctions (9%), or letters of reprimand (5%).
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Time to Completion of Assessment
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The data show that assessments were completed more quickly in FY 23–24 compared with the prior year.
Time to Completion of Formal Investigations
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The time to complete formal investigations remained fairly consistent between the two years, with the majority of cases concluded within 90 days.
Educational Engagements
OIE offers recurring and tailored educational engagements that are accessible to the entire Duke community. During the 2024–2025 reporting period, OIE facilitated 79 CARES educational engagements. Of these, 51 involved Duke University affiliates and 28 involved Duke Health, indicating higher engagement across University units. Most requests were submitted by staff (64), with additional participation from faculty (19) and students (5).
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This summary presents key insights drawn from CARES platform data, including an analysis of the top three engagement outcomes, to highlight recurring needs and guide strategic planning.
The most common engagement outcome involved education and training-based interventions, reflecting strong demand for learning-centered approaches to addressing workplace and community concerns.
1. Education & Training Engagements (most frequent outcome)
Requested educational trainings include:
- Generational Differences
- Protected categories (such as race & other dimensions of identity)
- Bias
- Ableism
- Title IX
- Inclusive communication
- Workplace culture
2. Consultation & Advisory Support (ART- Related)
These engagements focused on:
- Understanding how to intervene in problematic behavior through
- Determining appropriate next steps
- Navigating policy, compliance, or institutional processes
- Advisory conversations prior to formal escalation
3. Facilitated Conversations & Targeted Interventions (ART- Related)
- One-on-one or small-group facilitated conversations
- Intervention planning
- Referrals or coordination with Compliance or related offices
- Several cases resulted in facilitated conversations or targeted interventions designed to address interpersonal dynamics and prevent escalation.
OIE Team & Resources
Office for Institutional Equity
919-684-8222 | oie.duke.edu
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Available Resources
Duke urges everyone to utilize both on-campus and off-campus resources, regardless of when or where the incident took place. These resources can offer guidance on reporting options and provide information about the support available.
Confidential Resources
The following Duke resources can provide confidential counseling, information, and support. These confidential resources are not required to share information with OIE about a report of Prohibited Conduct without the individual’s express written permission, unless there is a continuing threat of serious harm to the Complainant or to others or there is a legal obligation to reveal such information (e.g., suspected abuse or neglect of a minor). Confidential resources can also help an individual make a Report to Duke.
Off-Campus Confidential Resources
The following off-campus resources can also provide counseling, information, and support in a confidential setting to students, faculty and staff:
- Duke University Hospital Emergency Room | 919-684-2413
- InterAct Family Safety and Empowerment Center of Wake County
- 919-828-7740 (Domestic Violence) | (Sexual Assault); 844-203-8896 (Spanish)
- Orange County Rape Crisis Center | https://ocrcc.org/ | 919-968-464
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Non-Confidential Resources
Individuals are encouraged to report all Prohibited Conduct, including Title IX Sexual Harassment, to OIE. Making a non-confidential report of Prohibited Conduct means that OIE will contact the Complainant to offer resources and support. OIE will also identify the appropriate action to respond to the report as outlined in the Policy. Only a report to the Title IX Coordinator (or an Official with Authority), however, will trigger Duke’s obligation to respond to an allegation of Title IX Sexual Harassment. In the case of a report of Title IX Sexual Harassment, the Title IX Coordinator or designee will contact the Complainant.
For general questions, contact OIE at oie-help@duke.edu or 919-684-8222.
Any individual can make a report under this Policy to these individuals or any Official with Authority. In addition, many Duke faculty and staff, designated as Responsible Employees, are required to share information with OIE. A report may be made in person, in writing, by telephone, by e-mail, or anonymously. Complaints can also be made through the Duke University Speak Up Hotline | 800-826-8109 or the Duke Health Integrity Hotline 800-826-8109. Any report involving a minor will be shared with law enforcement agencies and child protective services. Upon receipt of a report of possible Prohibited Conduct, OIE will contact the Complainant to discuss reasonable Supportive Measures to provide for the safety of the parties and the campus community and options for addressing the report.
Law Enforcement
Duke encourages all individuals to report Prohibited Conduct that may involve criminal conduct to the Duke University Police Department or, for incidents taking place off-campus, to the appropriate local law enforcement agency. This could include sexual violence, relationship violence, stalking, dating or domestic violence, and conduct that could be a hate crime. In cases of sexual misconduct involving a minor, members of the Duke community are required to report the situation to Duke University Police Department. Duke Police can be contacted at 919-684-2444 (non-emergencies), or by calling 911 in emergency situations or local law enforcement for incidents that occur off-campus.
Duke Police will respond to emergencies and non-emergencies to provide assistance by intervening in cases of criminal conduct, providing transportation to the Emergency Department, taking reports of criminal conduct, and/or investigating and participating in legal or disciplinary action. They are responsible for notifying the community in a case of continuing danger, issuing a trespass order that requires an individual to stay away from campus or a particular area of campus when needed, and providing referrals and information including how to obtain a restraining order. Criminal conduct that occurs off campus may fall under the jurisdiction of the Durham Police Department or other law enforcement agency. Students may contact the Durham Police directly (911) off campus or 919-560-4427 / 919-560-4609 or Duke Police can help facilitate reporting. Blind reporting—filing a report without one’s name attached to it—is an available option with both Duke Police and Durham Police. Regardless of whether a Complainant pursues a criminal complaint, Duke will take appropriate responsive action to ensure that the educational environment at Duke is free of harassment and to prevent the recurrence of a hostile environment, and, as appropriate, to remedy the effects of the harassment.
Medical Concerns/Evidence Preservation
Duke also encourages individuals to seek assistance from a medical provider or crisis response service immediately after an incident that may require medical attention or preservation of evidence. This provides the opportunity to address physical well-being or health concerns, preserve any available evidence, and begin a timely investigative and remedial response. Emotional care, counseling, and crisis response are also available on and off campus; e.g., at Student Health Services | 919-681-9355, or at Duke University Hospital Emergency Room | 919-684-2413.
Responsible Employees
Responsible Employees are individuals who must immediately share all known information about all forms of possible Prohibited Conduct, not limited to sexual misconduct, directly with OIE. Responsible Employees include, but are not limited to, all faculty, employees with teaching or supervisory authority, and graduate students with teaching or supervisory authority (including Teaching Assistants acting in their role). Members of the Board of Trustees, the President, Vice Presidents, Deans, Directors, Department Chairs, Academic Administrators, all Athletic Department Staff (including Coaches), HR Representatives/Managers, Principal Investigators, Lab Managers, Nurse Managers, and Student Affairs professionals (including Resident Assistants acting within their role) are also Responsible Employees. Confidential Resources are not Responsible Employees.
Responsible Employees are expected to be discreet but are required by Duke to promptly consult with OIE, sharing known details of the incident, by telephone, email or the OIE online reporting form. This responsibility applies even if they have directed those involved to report to OIE and even if they believe those involved have, in fact, reported the incident to OIE.
A Responsible Employee’s receipt of information will not automatically trigger an obligation to respond to an allegation of any Prohibited Conduct including Title IX Sexual Harassment. Only a report to the Title IX Coordinator or an Official with Authority will trigger Duke’s obligation to respond to an allegation of Title IX Sexual Harassment. Upon receipt of a report of possible Prohibited Conduct, OIE will consult with the Complainant to offer Supportive Measures, as addressed below, to provide for the safety of the parties and the campus community. Information that is only gathered pursuant to an IRB-approved -research project does not have to be reported to OIE subject to advance approval from OIE.
Individuals who are not required to report Prohibited Conduct to OIE as described above are nonetheless strongly encouraged by Duke to promptly consult with OIE. All other members of the Duke community (including students) are also encouraged to report such incidents.If you have any question about whether you are a Responsible Employee or questions regarding your Responsible Employee duties, please promptly contact OIE for clarification.