First, it’s helpful to define what we mean when we say “Protected Characteristics.”  Someone’s race, color, national origin (including shared ancestry and ethnic characteristics), sex, sexual orientation, gender, gender identity, pregnancy, disability, age, religion, protected veteran status, or other aspect of someone’s identity that is protected from discrimination by federal, state or local law is known as a “Protected Characteristic.”

Discrimination is differential treatment that deprives or limits an individual’s access to educational, employment, or other institutional benefits, opportunities, programs, or activities on the basis of an actual or perceived Protected Characteristic.

Discriminatory Harassment is unwelcome conduct based on a Protected Characteristic that, based on the totality of the circumstances, is both subjectively and objectively offensive and is so severe, persistent, or pervasive that it: (a) creates an environment that a reasonable person would consider hostile, intimidating, offensive or abusive; (b) has the purpose or effect of unreasonably interfering with an individual’s work or academic performance; or (c) otherwise adversely limits an individual’s employment or participation in a University program or activity. Determining whether a hostile environment has been created is a fact-specific inquiry.

Yes. Anonymous complaints are accepted, though limited information may impact our ability to fully investigate. You can file an anonymous complaint to the University Police Department using the LiveSafe app, by contacting the campus conduct hotline at (866) 943-5787 or by using the online Discrimination, Discriminatory Harassment and Retaliation Report Form.

You will be contacted for more information, and your options will be explained to you. Some conflicts can be resolved through facilitated conversations or supportive measures. If you initiate a complaint, an investigator may conduct interviews, gather documentation, and issue a report. A decision maker (who may be an administrator or a hearing panel) will consider the evidence and determine whether there has been a violation of the Non-Harassment and Non- Discrimination Policy.

Sometimes conduct involves speech that, while offensive, is protected in some way (such as unpopular opinions in a classroom discussion) or does not violate University policy.  In such a situation, the University may:

• Support those who have been impact by offering counseling, mediation, or restorative dialogue;
• Provide bystander training or facilitated conversation;
• Reinforce community standards around respectful engagement;
• Offer campus-wide education to address underlying issues; or
• Remind the campus community of the impact of speech, even when it’s  not proscribed.

If the conduct crosses the threshold into potential harassment or discrimination, the University may:

• Open an investigation;
• Initiate a disciplinary action that could lead to sanctions; or
• Provide remedies to support affected students’ educational access.

Furman is committed to fostering a learning environment where both freedom of expression and mutual respect are upheld.

This means we work to protect:

• Your ability to speak, question, and explore ideas, even when those ideas are controversial or unpopular.
• Your right to an educational environment free from discrimination, harassment, and harm based on a Protected Characteristic.

Sometimes, speech that offends or challenges others may still be permitted under university policy, but it can still have a real impact on people’s sense of  belonging.  While new experiences, being confronted with conflicting values and being challenged by unfamiliar or contrary ideas may be uncomfortable, discomfort is different from being unsafe.

While we encourage open dialogue, the University may intervene when speech or behavior:

• Targets individual people or groups in a way that is severe or repeated and undermines someone’s ability to participate in University programs or activities;
• Creates a hostile, intimidating, or exclusionary environment based on a Protected Characteristic; or
• Crosses into threats, harassment, bullying, or discriminatory conduct
• Advocates violence.

The following are distinctions we use:

Expression Encouraged in Academic Spaces

• Political or religious views shared in good faith
• Respectfully challenging dominant narratives in class or public forums
• A student leads a peaceful protest advocating that voting be mandatory

Expression That May Violate Policy

• Racial or ethnic slurs directed at individuals
• Repeated verbal attacks or mockery based on religion, ancestry, or ethnicity
• Online targeting or threats that make a group feel unsafe based on their identity

You are encouraged to speak freely—but also expected to engage responsibly.
You should never be targeted, threatened, or excluded from a program or activity because of who you are.

We value free inquiry—but also affirm that a thriving learning community requires respect, accountability, and care for one another.

If you are unsure whether something is discriminatory, harassing, or protected by our policies, you are encouraged to reach out to the Civil Rights Officer, the Office of Student Life, the Center for Interpersonal Connections or the Dean of Faculty.  We’re here to help clarify —not to punish expression, but to protect access to education and academic freedom, while maintaining a safe environment free of discrimination and harassment.

• Title VI prohibits discrimination based on race, color, or national origin (including shared ancestry and ethnic characteristics) in programs or activities receiving federal financial assistance.
• At Furman University, this means:
  • Equal access to academic programs regardless of race, color, or national origin;
  • Nondiscriminatory admissions, financial aid, recruitment, and other practices; and
  • Protections against Discriminatory Harassment on the basis of race, color, or national origin.

If you believe your Title VI rights have been violated, we encourage you to report the incident immediately.

Title VI and Title VII both prohibit discrimination and harassment based on protected categories, including race, color and national origin (including shared ancestry or ethnic characteristics), which includes discrimination and harassment based on antisemitism and Islamophobia.

This new Nondiscrimination and Non-harassment Policy and reporting structure replaces the previous bias incident report system, creating one unified process designed to support all members of our community, including faculty, staff and students. By centralizing the reporting framework, Furman makes it easy to access support and options for addressing concerns about discriminatory or harassing conduct. Furman continues its commitment to creating a community where people from a variety of backgrounds, identities, and lived experiences feel respected and valued.  If someone experiences conduct that is discriminatory or harassing, they are encouraged to report it to Furman’s Civil Rights Officer, who will explain available options, offer supportive measures and connect individuals with relevant resources that can offer further guidance and care.