This policy addresses Bentley University's commitment to providing equal opportunity employment for all employees and applicants and to promoting diversity and inclusion in the workplace. Bentley complies with all federal and state equal employment opportunity laws and in all hiring and employment practices, the University does not discriminate against employees and applicants.
Bentley University values and promotes diversity in its workplace. Diversity refers not only to race and gender, but also to an array of human differences, including culture, socio-economic background, experience, background and perspective that exist in the workforce and the wider community. Bentley University believes that promoting diversity plays an essential role in its educational mission, fostering greater innovation and creativity, attracting the widest pool of qualified applicants to its work force, and enhancing our communication and relationships with the community.
Bentley University is committed to enhancing our diversity and demonstrating that commitment to our faculty, staff, students, and community. Bentley University promotes diversity by developing policies, programs, and procedures that foster a work environment in which differences are respected and valued. Valuing diversity is one of Bentley University's greatest strengths.
Bentley University is committed to providing equal employment opportunity for all employees and applicants regardless of race, color, religion, sex, sexual orientation, gender identity and/or expression, marital status, age, national origin, citizenship status, disability, genetic information, military or veteran status. Bentley University maintains and supports affirmative action plans for its workplace in compliance with federal law.
Equal opportunity extends to all aspects of the employment relationship, including hiring, promotions, training, working conditions, compensation, and benefits.
Bentley University's policies and practices reflect the University's commitment to nondiscrimination in all areas of employment.
Bentley University strives to keep its workplace free from all forms of harassment. This paragraph provides examples of conduct that might be considered harassment, however, it is not designed or intended to limit Bentley's authority to discipline or take remedial action for workplace conduct deemed unacceptable, regardless of whether that conduct is found to be discriminatory or harassing. Some examples of conduct that might be considered harassment include ethnic slurs, racist or sexually offensive jokes, pornographic e-mail, unwelcome touching, display of offensive pictures, or any other verbal or physical conduct that has the purpose or effect of creating an intimidating, hostile, or offensive work environment.
Bentley University considers harassment in all forms to be a serious offense and to violate Bentley University's EEO policy.
Sexual harassment is a form of sex discrimination that violates Bentley policy and is unlawful under federal and state statutes. Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and all other verbal or physical conduct of a sexual nature when:
- Submission to such conduct is made, either explicitly or implicitly, a term or condition of an individual's employment or academic status;
- Submission to, or rejection of, such conduct by an individual is used as a basis for employment or academic decisions affecting such individual;
- Such conduct has the purpose or effect of unreasonably interfering with an individual's work or academic performance or creating an intimidating, hostile or offensive environment in which to work or learn.
Sexual harassment may occur regardless of the intention of the person engaging in the conduct. While it is not possible to list all circumstances that may constitute sexual harassment, following are some examples of conduct which, if unwelcome, may constitute sexual harassment:
- Sexual advances-whether they involve physical touching or not;
- Requests for sexual favors in exchange for actual or promised job or academic benefits such as favorable reviews, salary increases, promotions, grades increased benefits or continued employment.
- Sexual jokes;
- Use of sexual epithets, written or oral references to sexual conduct, gossip regarding one's sex life, comments on an individual's body, sexual activity, deficiencies, or prowess;
- Displaying sexual objects, pictures or cartoons
- Leering, brushing against the body, sexual gestures, suggestive or insulting comments;
- Inquiries into one's sexual activities;
- Assault or coerced sexual acts.
Internal Complaints of Discrimination, Harassment and Sexual Harassment
Employees and applicants should immediately contact an immediate supervisor , the Executive Director of Human Resources, or any of the individuals listed below about any violations of Bentley University's policies or any applicable law relating to discrimination and harassment prohibitions. All complaints, whether oral or written, are promptly investigated and corrective action will be taken where appropriate. Cooperation is expected with any and all investigations. Information obtained during investigations is confidential and only disclosed to those who have a need for the information. Please refer to
Bentley's Procedures for Resolution of Harassment and Discrimination for a full description of Bentley's complaint procedures.
Complaints may also be made directly to any of the following officers:
Executive Director of Human Resources
175 Forest Street
Waltham, MA 02452
Dean of Student Affairs
175 Forest Street
Waltham, MA 02452
Rauch 301175 Forest Street
Waltham, MA 02452
State and Federal Remedies
While employees are encouraged to report claims internally, if an employee believes that he or she has been subjected to sexual harassment, the employee may file a formal complaint with either or both of the government agencies listed below within their mandated timeframes. If an employee chooses to file a complaint with one of these agencies, he or she may no longer utilize Bentley's internal grievance process.
Massachusetts Commission Against Discrimination (MCAD)
One Ashburton Place, Room 601
Boston, MA 02108
United States Equal Employment Opportunity Commission (EEOC)
One Congress Street, 10th Floor
Boston, MA 02114
All employees, including supervisors and managers, who engage in discriminatory conduct or harassment are subject to immediate disciplinary action, including possible termination of employment.
Protection from Retaliation
Bentley University ensures that employees and applicants who, in good faith, complain about discrimination, oppose any discriminatory practice, or participate in the investigation of such complaints are protected against retaliation.
Bentley University does not discourage or obstruct employees and applicants from filing complaints with the federal Equal Employment Opportunity Commission or state EEO agency.
No adverse actions are taken against employees or applicants in retaliation for filing discrimination complaints, opposing discriminatory practices, or participating in the investigation of such complaints. Employees also are protected against retaliation for talking about discrimination not on their own initiative but when responding to questions during internal investigations.
Federal and state government nondiscrimination posters and Bentley University's EEO policy are displayed permanently in conspicuous locations. Notices, advertisements, forms, job descriptions, and other specifications relating to employment do not indicate any preference, limitation, or discrimination based on race, color, religion, sex, sexual orientation, gender identity and/or expression, age, marital status, national origin, citizenship status, disability, genetic information, military or veteran status.
Duty of Good Faith
Bentley University prohibits any member of the Bentley community from knowingly or recklessly bringing a false complaint of institutionally sanctionable conduct against another member of the Bentley community. Any such action may lead to disciplinary action, up to and including termination of employment or expulsion.
This policy may be amended at any time
Updated June 02, 2010