Title IX: Gender-Based Harassment and Discrimination Policy
The Gender-Based Harassment and Discrimination Policy outlines all gender- and sex-based misconduct at Bentley University, as defined and supported by the United States Department of Education. This policy provides an overview of important definitions, methods of reporting an incident, and prohibited conduct on campus, as well as two different adjudication processes through which alleged violations will be processed: The Title IX Adjudication Process and the Gender-Based Harassment & Discrimination Adjudication Process. Please note that this policy and the accompanying appendices supplement the 2021-2022 Student Handbook, and all Bentley students are expected to review these documents. Access the policy and appendices below:
Confidential Employee: This is an employee who may talk to a student in confidence, and generally only report to the University that an incident occurred without revealing any personally identifying information. Disclosures to these employees (e.g., physicians, nurses, professional counselors, clergy) will not trigger an investigation into an incident against the student's wishes. If a disclosure is made to a Confidential Employee, that employee will only share non-identifiable information with the Title IX Coordinator or Deputy Coordinators. (i.e. 1 count of Sexual Assault, on-campus, residence hall, month of September). Confidential Employees may be deemed as confidential through their professional licensure (i.e. physicians) or through this policy. Professional Staff within the Center for Wellness and Health Promotion are deemed as Confidential Employees under this policy.
Confidential Employees are available at Bentley University in the following offices:
The Counseling Center
The Health Center
Wellness & Prevention
24-Hr Emergency Information
Call (781) 891-3131 if you're experiencing a medical or emotional emergency.
- Each institution must establish a campus security policy that includes the designation of at least one confidential resource provider, who may have another role at the institution, but may not be a student, a Title IX coordinator, or an employee required by Title IX to report to the Title IX coordinator.
- The confidential resource provider will be able to provide information on:
- Reporting options, and effects of each option.
- Counseling services.
- Medical and health services options.
- Available school-based support measures.
- The disciplinary process.
- The legal process.
- The confidential resource provider will receive training regarding awareness and prevention of sexual misconduct and trauma-informed response.
- Information provided to the confidential resource provider will not be released to a campus official, law enforcement, or any agency without the written consent of the reporting party. The confidential resource provider will not disclose confidential information without the prior written consent of the reporting party, except as required by state or federal law.
- A confidential resource advisor will not act as a counselor or therapist unless licensed under chapter 112.
- A confidential resource advisor will not be disciplined or retaliated against for advocating for a reporting party's needs.
- Notice to a confidential resource of an act of sexual misconduct will not be considered constructive notice to the institution
Gender-Based Harassment and Discrimination Report Form
Anonymous Reporting Option:
Additional Reporting Options
Click below for the Resources and Support webpage:
If you have experienced sexual assault, relationship violence, and/or stalking, it's not your fault. You always deserve to be safe and respected. No matter which resources or actions you choose, there are many people who are committed to help.
Resources and Support:
Annual Security Report
Training & Education
Per the 2020 Federal Regulations issued by the Department of Education, all colleges and universities must train all personnel involved in the Title IX process and publish training materials on their websites. Training must involve review of the new rule’s definition of sexual harassment and the scope of the application of Title IX to college programs and activities, how to conduct a formal or informal process, and how to “serve impartially,” including avoidance of “prejudgment of the facts at issue, conflicts of interest, and bias.”
Title IX Coordinator
Director of Student Conduct
Deputy Title IX Coordinator for Student Support
Associate Director, Residential Center
Deputy Title IX Coordinator for Faulty/Staff
Human Resources Business Partner, Academic Affairs
Deputy Title IX Coordinator for Athletic Support
Associate Director, Athletics