The University prohibits Discrimination, Harassment, and Bias Incidents.
Bias incidents include conduct or behavior (verbal, nonverbal, or written) that is threatening, harassing, bullying, discriminatory, and is based on a person’s identity or affiliation such as race, color, ethnicity, national origin, religion, gender, gender identity or expression, sex, sexual orientation, disability, age, status as a veteran, or any other characteristics prohibited by law (i.e., creed, marital status, citizenship status, etc.)
The University is committed to the free expression of ideas and recognizes that mere disagreement with an individual concerning an idea, concept or interpretation of an event, circumstance or other factor does not, in and of itself, constitute bias under this Policy or indicate that a Bias Incident has taken place. A person can be passionate about his or her position or idea without exhibiting bias as defined in this policy so long as the individual remains respectful and tolerant of those who hold a different view and/or position.
All bias incidents will be evaluated under this Policy to determine whether they constitute discrimination and/or harassment.
Examples of Bias Incidents: Examples of Bias Incidents may include defacement of posters or signs, intimidating, or harassing comments or messages, vandalism to personal or university property, or similar acts …
The University values freedom of expression and the open exchange of ideas. In particular, the expression of controversial ideas and differing views is a vital part of University discourse and intellectual development. It is not the purpose of this policy to suppress controversial opinions or points of view or promote/support such suppression by Drexel employees or students. However, while this value of openness protects the expression and discussion of controversial ideas, it explicitly does not protect harassment or expressions of bias or hate aimed at individuals or groups.