Support and Protective Measures

Written notification to student and employee victims

Upon receipt of a report of domestic violence, dating violence, sexual assault, or stalking (regardless if the offense occurred on- or off- campus), Indiana University will provide written notification to the student and/or employee victim about their rights and options. This includes information about existing resources and services such as counseling, health, mental health, victim advocacy, legal assistance, visa and immigration assistance, student financial aid, and other available resources and services on campus and in the community. Written notification will also be provided about the victim’s options for the involvement of appropriate local law enforcement, including the option to notify law enforcement authorities, be assisted by campus authorities in notifying such law enforcement authorities if the individual chooses, and the option to decline notifying such authorities. Written notification will also be provided to the person about the applicable complaint resolution processes, as well as their rights and options. This written notification is located in Appendix C of this report.

Two IU students dressed in red and white IU attire walk side by side towards the IU Bloomington Sample Gates festively decorated with wreaths.

Support, remedial and protective measures

Students and employees who report experiencing sexual misconduct, including dating violence, domestic violence, sexual assault or stalking, will also be provided written notification for rights, options and requesting assistance in changing academic, living, transportation, and working situations, as well as information about other available protective measures. This written notification is located in Appendix C of this report. If appropriate and reasonably available, the university will provide requested accommodations, regardless of whether the person chooses to report the crime to university police or local law enforcement. The university will maintain as confidential any accommodations or protective measures provided, to the extent maintaining such confidentiality would not impair the ability of the institution to provide accommodations or protective measures. Examples of options for a potential academic change may be to transfer to a different section of a class, withdraw and take a class at another time if there is no option for moving to a different section, etc. Potential changes to living situations may include moving to a different room or residence hall. Possible changes to work situations may include changing working hours or working location. Possible changes in transportation may include having the student or employee park in a different location, assisting the student or employee with a safety escort, etc. The university may also impose a No Contact Order during and following any complaint resolution process for Sexual Misconduct. To request a change in academic, living, transportation, working situation or other protective measures, contact one of the offices for your campus listed below. Indiana University has partnered with TimelyCare to provide free virtual mental health support to IU students through the TimelyCare platform. This resource can be located at https://www.iu.edu/mental-health/find-resources/timely-care.html or by calling 833-484-6359.

See Sexual Misconduct Brochure in Appendix C

Supporting pregnant students and employees

An IU Fort Wayne student smiles while looking at a monitor as a technician performs an ultrasound.

Indiana University is committed to supporting students and employees through pregnancy, childbirth, postpartum recovery, and pregnancy-related medical conditions. Through tailored resources, accommodations, and a culture of understanding, IU strives to ensure that students and employees have the accommodations and resources they need to succeed and continue to meet their educational and career goals while experiencing pregnancy or other related conditions.

Accessible Educational Services supports undergraduate and graduate students seeking academic accommodations related to pregnancy and other related medical conditions. Once a student meets with AES to register for accommodations, the student will be provided with a memorandum stating their accommodations and any other relevant information, such as how they plan to complete a course after they deliver their child. The student is responsible for providing instructors with a copy of this memorandum. Students who have concerns about accommodations should speak with the  Office of Civil Rights Compliance to discuss the situation.

For employees seeking workplace accommodations related to pregnancy and other conditions,  IU Human Resources  is the office of support. Employees should request accommodations through the  Confidential Accommodation Request: Pregnancy  form or by contacting the appropriate campus Accommodation Specialist. Employees who have concerns about accommodations should speak with the  Office of Civil Rights Compliance  to discuss the situation.

An IU Indianapolis student studies on campus at an outdoor patio table in a wheelchair with a view of a brick campus building in the background.

Help for students with qualifying medical conditions

Accessible Educational Services (AES) is dedicated to ensuring that students with qualifying medical conditions, under the Americans with Disabilities Act (ADA), have the tools, support services, and resources that allow equal access and reasonable accessibility measures (accommodations) to be successful at Indiana University. AED contact information can be found in the below tables for each campus.

Notice of non-discrimination

Indiana University pledges itself to continue its commitment to the achievement of equal opportunity within the University and throughout American society as a whole. In this regard, IU will recruit, hire, promote, educate, and provide services to persons based upon their individual qualifications. IU prohibits discrimination on the basis of age, color, disability, ethnicity, sex, gender identity, gender expression, genetic information, marital status, national origin, race, religion, sexual orientation, veteran status, or ancestry. 

As required by Title IX of the Education Amendments of 1972, IU does not discriminate on the basis of sex in its educational programs and activities, including employment and admission. Questions specific to Title IX may be referred to the Office for Civil Rights Compliance or the University Title IX Coordinator.

Pursuant to IC 22-9.3, it is unlawful discrimination for Indiana University to: 

1. Take a licensing action, meaning to grant or renew a license, to refuse to grant or renew a license, or to reward or penalize a person with respect to a license or the granting of, renewal of, or refusal to grant or renew a license if the licensing action is based on a personal characteristic of the person.  

2. To require a person who is applying for a license, or to renew a license, to affirm any of the following:  

That a person with a specific personal characteristic is inherently superior or inferior to a person with a different personal characteristic.  
That a person, by virtue of the person’s personal characteristic, should be blamed for actions committed in the past. 
That a person’s moral character is determined, in whole or in part, by a personal characteristic of the person.

3. Take an education action, meaning to enroll, refuse to enroll, admit, refuse to admit, provide aid, deny aid, reward, or penalize a person with respect to an education or educational opportunity if the education action is based on a personal characteristic of the person. 

4. Take an employment action, meaning to hire, fire, promote, refuse to promote, demote, reward, or penalize a person with respect to employment or an employment opportunity unless the employment action is based on a bona fide occupational qualification. 

5. Take an employment action with respect to a person if the employment action is based on a personal characteristic of a person.  

6. Require as a condition of licensing, or to require as a condition of employment, that a person attend training, including a training session, a seminar, a continuing education program, an orientation, or a program of therapy, that asserts any of the following: 

That a person having a specific personal characteristic is inherently superior or inferior to a person having a different personal characteristic.
That a person by virtue of the person’s personal characteristic, should be blamed for actions committed in the past.  
That a person’s moral character is determined, in whole or in part, by a person’s personal characteristic.

Neither Indiana University nor any of its employees may not, in the course of the university’s or the employee’s prescribed duties:  

1. Implement any of the theories described in 6(a), 6(b), or 6(c) above; or 

2. Compel a student to implement any of the theories described in 6(a), 6(b), or 6(c) above. 

Campus Resources and Contact Information