Employee Non-discrimination and Non-harassment Policy

Employee Non-discrimination and Non-harassment Policy


Lindenwood University values a diverse University community and is committed to equal opportunity and non-discrimination, non-harassment and non-retaliation in all of its programs and activities. Consistent with this commitment and corresponding legal obligations, Lindenwood does not discrimination nor permit discrimination by any member of the University community, and prohibits unlawful discrimination, harassment, and retaliation including on the basis of race, color, national origin, age, sex, sexual orientation, gender identity, gender expression, pregnancy, religion, disability, veteran status, genetic information and other status protected under applicable law (collectively, “protected categories”) in University admissions, employment, access, activities, treatment, educational programs, services and all other areas where it is prohibited by law. This policy also sets forth the processes by which reports of alleged violations of this policy are addressed.


This policy applies to all University programs and activities.


Lindenwood complies with federal, state, and local laws that prohibit discrimination on the basis of protected categories (defined above). Lindenwood is committed to creating an inclusive environment free from unlawful discrimination, harassment, and retaliation. Therefore, any form of discrimination, harassment, or retaliation based upon a person’s protected status is unacceptable, a violation of this policy, and will not be tolerated.

Harassment, whether verbal, physical, or visual, that is based on any protected category is a form of discrimination. Harassment as used in this policy includes unwelcomed, unsolicited, and/or offensive conduct that is severe or pervasive and tends to injure, degrade, disgrace, or show hostility toward a person based on a protected category. For purposes of applying this policy, “sexual” harassment includes conduct that is of a sexual nature or related to a person’s gender and may include persons of the same sex. Such prohibited conduct can also create an intimidating, hostile, or offensive working or learning environment.

Title IX of the Education Amendments of 1972 (“Title IX”) covers sexual harassment that meets specific definitions according to the Title IX regulations. The University also prohibits other sexual misconduct, not falling under specific Title IX regulatory definitions. Such conduct may include quid pro quo harassment, hostile environment harassment, sexual assault, domestic violence, dating violence, or stalking that occurs outside of the University’s programs or activities or outside the United States; or unwelcome conduct that does not rise to the level of hostile environment sexual harassment under Title IX, but is otherwise prohibited by the University. More information about Title IX and what constitutes prohibited conduct under the University’s Title IX policy can be found in the University’s Title IX policy. Individuals are encouraged to review and be familiar with the Title IX policy and to direct any inquiries to the Title IX Coordinator.

All Lindenwood employees have a responsibility to help maintain a University environment that is free from unlawful discrimination, harassment, and retaliation. To that end, employees are expected to report as soon as possible to the individuals identified below if they believe they have experienced potential discrimination, harassment and/or retaliation prohibited by this policy or if they witness or become aware of potential discrimination, harassment, and/or retaliation prohibited by this policy. Reports should be made to:

  • Dr. Deb Ayres, Vice President for Human Resources, dayres@lindenwood.edu; 636-949-4405, Stumberg Hall 9, 209 S Kingshighway St, Saint Charles, MO 63301


  • Paula Stewart, Title IX Coordinator, pstewart@lindenwood.edu, 636-255-2265, Evans Commons 3030, 209 S Kingshighway St, Saint Charles, MO 63301

The University will receive reports and timely formulate a corresponding appropriate responsive plan based on the nature of the report, which often times includes a thorough and investigation and in instances of confirmed misconduct, steps reasonably calculated and aimed to stop the prohibited conduct, remedy its effects, and prevent its recurrence. Reports will be kept confidential to the extent practicable.

Reports of potential violations of this policy may reported directly to the University’s general counsel’s office and can also be made anonymously to Lighthouse Services, the University’s independent and confidential reporting service. Lighthouse will review each report and coordinate with appropriate personnel of the University. Lighthouse can be reached using the following methods:

Individuals may also file a complaint with the U.S. Department of Education’s Office for Civil Rights website or by calling 1-800-421-3481.

If, after an investigation, the University confirms that an employee engaged in conduct prohibited by this policy, disciplinary action will be taken, up to and including termination of employment. All employees are expected to cooperate and participate in investigations undertaken by the University.

If, after investigation, the University determines that an employee has provided false information when making a report or during the course of investigation, disciplinary action, up to and including termination of employment, will be taken against such employee.

The University also prohibits any retaliatory action against any employee who makes a good faith report or who participates in the investigatory process. Reports of potential retaliation should be directly to the individuals identified above.