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2011-2012

• The Stop Bias campaign is launched in February of 2012 under the leadership of the Diversity Steering Committee.
• This campaign encourages �ۿ۴�ý community members to become informed, involved, and empowered to stop acts of discrimination and bias on campus.
• Information is shared widely with the campus via workshops, presentations, and posters.
• The online bias reporting tool is introduced as a vehicle where members of the community, especially students, can report acts of bias and intolerance with the assurance that all reports will be acted upon.

2013-2014

• A second campaign is launched with the message “Stand Up to Bias,” shifting the focus of efforts to bystander intervention in acts of bias.
• Training opportunities are made available for members of the campus community to become more actively involved in efforts to stop bias, including:
  • Book discussion groups paired with campus presentations from the books’ authors.
  • Intergroup Dialogue program featuring a series of face-to-face meetings between members of at least two different social identity groups to provide focused, intentional opportunity for open and honest conversation about race, religion, ethnicity, social class, sexual orientation, and/or gender.
  • Bystander intervention workshops facilitated by �ۿ۴�ý’s Violence Action Prevention Center and the Center for Student Diversity and Inclusion.

2014-2015 and 2015-2016

• �ۿ۴�ý hires its first Chief Diversity Officer (CDO) in fall 2014, who coordinates institutional response to bias reports, leads campus communication on incidents of concern, and releases the first public reports of data and findings from the system.

2016-2017

• In the temporary absence of a CDO, the Bias Reporting System is returned to the shared supervision of a Bias Response Team composed of several staff members.

2017-2018

• The university releases its first , which incorporates a “Climate” goal calling the University to assess, raise awareness of, and begin working to eliminate and prevent experiences of exclusion, discrimination, and/or harassment, and to enhance the well-being and success of all members of the community.

2018-2019

• In response to the charge of the Climate goal in the strategic plan, the Diversity, Equity, and Inclusion Committee commissions a review of the Bias Reporting System and benchmarking against best practices at other institutions, leading to improvements to the reporting system and response process.
• Training on how to recognize and interrupt implicit bias is instituted on campus for all staff members. More than 80% of all �ۿ۴�ý staff participate in this training.

2019-2020

• �ۿ۴�ý hires its inaugural Vice President for Diversity, Equity, and Inclusion (VP DEI) in fall 2019, who takes on the leadership of the Bias Response process and response team.
• the VP DEI originates the RISE (Reinforcing Inclusion through Skill-Building and Education) Series to offer ongoing education opportunities for �ۿ۴�ý students, faculty members, and staff on issues of discrimination and bias.����

2020-2021

• The COVID-19 pandemic drastically reduces on-campus interactions. As a result, very few bias reports are filed during this year.��
• A consultant audit is completed on the system for reporting, documenting, and responding to bias.����

2021-2022

• The Bias Reporting Form moves from the Wufoo platform to Maxient, in order to provide better security for report information as well as providing more robust reporting and response capabilities.��

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