91��Ʒ

I. POLICY STATEMENT

The Milwaukee Institute of Art and Design (�91��Ʒ� or �college�) is committed to a teaching, learning, and working environment free from all forms of discrimination and harassment. The college prohibits students, employees, contractors, volunteers, and visitors (collectively, �community members�) from engaging in discrimination and harassment based on any individual�s age, race, creed, color, disability, marital status, sex, national origin, ancestry, sexual orientation, gender identity, gender expression, genetic information, religion, arrest record, conviction record*, military service, veteran status, use or nonuse of lawful products off 91��Ʒ premises during nonworking hours, and any other legally protected characteristic. This prohibition applies to all of 91��Ʒ�s educational programs and activities�including admissions�as well as all employment actions, including but not limited to recruiting, hiring, promotion, demotion, compensation, and benefits.

II. APPLICABILITY

This policy applies to all students, employees, contractors, volunteers, and visitors (collectively, �community members�) conducting business on behalf of the college.

III. DEFINITIONS

1. Discrimination: Treating someone differently because of their membership in a protected class (or a perception that someone is a member of a protected class) in matters of admissions, employment, housing, services, or any other educational programs or activities of 91��Ʒ. Disparate treatment discrimination occurs when there has been an adverse impact on the individual�s work or educational environment, individuals outside of the protected class have received more favorable treatment, and there is no legitimate, non-discriminatory reason for the action. Disparate impact discrimination occurs when a college policy or practice adversely impacts persons in a protected class even though the policy or practice is neutral on its face.
2. Harassment: Verbal or physical conduct (including conduct using technology) directed toward an individual because of their membership in a protected class (or a perception that someone is a member of a protected class) that has the purpose or effect of substantially interfering with the individual�s educational or work performance, or creating an intimidating, hostile or offensive working or academic environment. Quid pro quo harassment occurs where submission to or rejection of prohibited conduct is used, explicitly or implicitly, as the basis for decisions adversely affecting an individual’s education, employment, or participation in a college program or activity.
   A person’s subjective belief that behavior is intimidating, hostile, or offensive does not make that behavior harassment. The behavior must create a hostile environment from both a subjective and objective perspective and must be so severe, persistent, or pervasive that it unreasonably interferes with, limits, or deprives a member of the community of the ability to participate in or to receive benefits, services, or opportunities from 91��Ʒ�s education or employment programs and/or activities. In determining whether a hostile environment exists, the college examines the context, nature, scope, frequency, duration, and location of incidents, as well as the relationships of the persons involved.
   Examples of harassment can include offensive jokes, slurs, name calling, intimidation, ridicule or mockery, or displaying or circulating offensive objects and pictures that are based on a protected class.
3. Complainant: An individual who is reported to be the victim of conduct that could constitute discrimination or harassment in violation of this Policy.
4. Respondent: An individual who has been reported to be the perpetrator of conduct that could constitute discrimination or harassment in violation of this Policy.

IV. COMPLAINTS OF DISCRIMINATION OR HARASSMENT

Complaints alleging discrimination or harassment in violation of this Policy, or questions regarding the Policy and its procedures, should be directed to the following offices and Designated College Officials:

Disability Inquiries
Nichole Uecker
ADA/Section 504 Coordinator
Office 255C
273 E. Erie Street
Milwaukee, WI 53202
Phone: 414.847.3347
Email: nicholeuecker@miad.edu

Employment
Dustin Hoot
Senior Executive Director for Human Resources
Office RL80C
273 E. Erie Street
Milwaukee, WI 53202
Phone 414.847.3233
Email: dustinhoot@miad.edu

Sex Discrimination Inquiries
Mark Fetherston
Title IX Coordinator
Office RL85A
273 E. Erie Street
Milwaukee, WI 53202
Phone 414.847.3215
Email: markfetherston@miad.edu

All Other Discrimination / Harassment Inquiries / Bias Incidents
rhi anderson-martinez
Senior Executive Director for Equity and Inclusion
Office 280A
Milwaukee, WI 53202
Phone 414.847.3202
randersonmartinez@miade.du

91��Ʒ will conduct a prompt, fair, and impartial investigation of all complaints of discrimination and harassment. If an individual is found to have violated this Nondiscrimination Policy, the college will take appropriate action to prevent recurrence of the discrimination and/or harassment and take steps to correct its discriminatory effects on the complainant and others, if appropriate. Individuals found responsible will face disciplinary action, up to and including dismissal or termination.

Complaints involving Title IX Sexual Harassment as defined by the 91��Ʒ Title IX Sex Discrimination and Sex-Based Harassment Policy shall be addressed exclusively through that policy and process. This Policy addresses all other forms of sex-based discrimination, including sex-based harassment that does not rise to the level of Title IX Sexual Harassment as defined in the Sex Discrimination and Sex-Based Harassment Policy.

Complaints of disability discrimination, including disability harassment, will be processed pursuant to the procedures below, which constitute college�s Section 504 grievance procedures.

Complaints of all other forms of discrimination and harassment will also be processed pursuant to the procedures set forth below.

V. THIRD-PARTY REPORTING

Any individual may make a report of discrimination or harassment. The report may be made without disclosing the identities of the parties involved. However, the college�s ability to respond to the third-party report of discrimination or harassment may be limited by the amount of information provided.

VI. EMPLOYEE REPORTING

All employees are strongly encouraged to report discrimination or harassment in violation of this Policy when they receive a report of such conduct or witness such conduct. The report should be made to the appropriate office listed in Section III above and should include all known relevant details of the alleged discrimination or harassment.

Employees with supervisory authority over other employees are required to report discrimination or harassment in violation of this Policy about which they have information, except mental health counselors or other employees with a professional license that requires confidentiality. Failure to report in accordance with this Policy may be grounds for discipline, up to and including termination.

VII. RELATED POLICIES AND PROCEDURES:

Conduct that is of a discriminatory or harassing nature may also implicate other college policies that will used by the college to address the underlying allegation of misconduct.

VIII. POLICY HISTORY

Policy Drafted 02/16/2021; Approved Sr Staff 07/29/2021; Revised Names & Titles 01/26/2024 � dbh; Revised Background Check wording � 01/14/2025 � dbh; Revised Titles/Locations � 10/30/2025 – dbh

* 91��Ʒ conducts background checks and may inquire whether an applicant has any pending charges or convictions. Only pending charges or convictions that are substantially related to the position being considered will be taken into account during the student admissions or employment decision-making process. Conviction records that are not substantially related to the position or to campus safety will not be considered in admission or hiring decisions.