Anti-Racism

All Policies › Administration & Operations › Anti-Racism

Responsible Office

University President

Policy Owner

Vice President for Strategic Operations & Human Resources

Policy Contact

Vice President for Strategic Operations & Human Resources

Issued

2020-10-15

Last Revised

2026-10-01

On this page: Policy Statement · Reason for Policy · Policy Scope · Procedures · Frequently Asked Questions · Forms · Appendices · Additional Contacts · Definitions · Responsibilities · Related Information · History

Policy Statement

The university proudly celebrates and seeks to expand the cultural and linguistic human flourishing within its midst, promoting this kingdom unity as a resource that broadens and enriches all teaching, research, curricular, and community service activities.

The university upholds the rights of its students and employees to enjoy an education and employment environment that is absolutely free from racism. The university will not tolerate direct and indirect racial discrimination under any circumstances and university employees are obligated to report any real or alleged instances of observed or reported racism.

The university resolves to develop and work to implement strategies that dismantle racism within all aspects of our departments, colleges, university, and society.

The university embraces the challenge of preparing graduates for global kingdom unity. In upholding its tradition of excellence, the university restates its commitment to the pursuit of scholarship, research, and intellectual innovation that is responsive to the local, national, and international communities that the university serves.

Racism is wrong and has no place at the university. As such, the university is committed to:

Being inclusive of staff and students from different races, which include not only their background but also family, culture, and history.
Recognizing and embracing the value and benefits of cultural diversity.
Promoting equal opportunity, equal treatment, anti-discrimination, cultural awareness, cross-cultural competence, and appropriate conduct for staff and students through its policies, information resources, induction/orientation activities, training programs, and support services.
Ensuring that course design, curriculum content, teaching methodologies, and student experiences are racially sensitive and reflect kingdom unity.
Encouraging research and community service activities that raise awareness of and promote kingdom unity and human flourishing.

Identification and Complaints

While racism can be unconscious or unintentional, the university is fully committed to purposefully identifying and confronting incidents of racism. Furthermore, the university vows to discuss and challenge issues of race and color and the impact they have on the university, its systems, and its community.

Employees and students who experience racial discrimination, harassment or vilification are encouraged to report it and seek assistance, in accordance with the university’s policy on Bias, Discrimination, & Harassment.

Violations of this policy will be dealt with in accordance with the university’s policy on Bias, Discrimination, & Harassment.

Sanctions

The consequences for a proven breach will depend on its seriousness. Sanctions range from, but are not limited to, an apology and commitment to not repeat the behavior through to disciplinary action, including dismissal, suspension, or expulsion.

If a complaint involves evidence of criminal conduct, the university will refer the matter to the appropriate law enforcement agency.

Retaliation

The university prohibits any form of retaliation against any individual because of the individual’s good faith participation in reporting or otherwise expressing opposition to, suspected or alleged misconduct, or participating in any process designed to review or investigate suspected or alleged misconduct or noncompliance with applicable policies, rules, and laws. No employee will be adversely affected because they refused to carry out a directive which constitutes fraud or is a violation of local, state, federal or other applicable laws and regulations.

Reason for Policy

As Christians, we are grounded in God’s love for all people and recognize that the sin of racism is incompatible with God’s plan for humanity, it is incompatible with the standards of North Central University, and it is incompatible with the expectations of North Central University for its community.

We recognize that community members are at various points along an anti-racist journey and we also recognize that bias can be unconscious or unintentional.

Racism dehumanizes everyone and the university recognizes that it is not enough to say that racism is not acceptable on campus or by university community members. It is not enough to make statements that denounce racism. The university must take a stand to be anti-racist.

We call on all members of the university community to act mindfully in ways that are intentionally anti-racist. We call on all university community members to honor all humanity and to treat all people with dignity and love, as fellow image-bearers of Christ.

Policy Scope

This policy applies to all staff members, students, people seeking to work or study at the university, volunteers, adjuncts, service providers, contractors, customers/clients and visitors.

Procedures

Reporting Bias, Discrimination, or Harassment

How to Report

Individuals are encouraged to make a report as soon as possible following an alleged incident. There is no statute of limitations for reporting prohibited conduct to the university under this policy; however, the university’s ability to respond may diminish over time, as evidence may erode, memories may fade, and respondents may no longer be affiliated with the university.

Reports of alleged bias, discrimination, or harassment, other than sexual misconduct, must be made via the university’s Bias Incident Form. Reports of sexual misconduct must be made, pursuant to the university’s Sexual Misconduct (Title IX) policy, to the university’s Title IX Coordinator.
- Reports can be made by telephone, email, in person, and/or on the university website.
- Individuals also have the option of making an anonymous report using the University’s website.
  - The university may be limited in its ability to investigate an anonymous report unless sufficient information is furnished to enable the university to conduct a meaningful and fair investigation. The individual making the report is encouraged to provide as much detailed information as possible to allow the university to investigate the report and respond as appropriate.
- For incidents involving an emergency situation where there exists an immediate threat of physical harm to any person or property or medical attention is required, community members should call 911 and Campus Safety & Emergency Preparedness at the following phone number: 612.343.4445. In addition, if you believe a crime has occurred, you may contact Campus Safety & Emergency Preparedness at the above number or the Minneapolis police at:
  - 911 (for emergencies)
  - 311 (for non-emergencies)
  - Minneapolis Police Department
    - 350 South 5th Street, Room 130
    - Minneapolis, MN 55415
  - Submit an online police report

Responding to Complaints of Bias, Discrimination, or Harassment

The Bias Incident Response Team (BIRT) will receive and review all reports of actual or suspected bias, discrimination, or harassment. A member of the BIRT or their designee will conduct an initial review and assessment of a complaint to determine the appropriate course of action and may exercise discretion to determine an appropriate responsive process based on the facts and circumstances. Options for resolution include, but are not limited to:

Informal Resolution: informal discussions and resolution facilitated by the BIRT.
Formal Resolution: investigation and determination by the BIRT, or assignment of a designated individual(s) to investigate the complaint and determine an appropriate response.
Dismissal: Following an initial review and evaluation of the complaint, the BIRT may conclude that no further investigation or action is warranted, because the allegations do not raise a potential violation. If the BIRT determines that the complaint, even if substantiated, would not be a violation of this policy, the BIRT has discretion to dismiss the matter or refer it to other applicable university disciplinary procedures. The parties will be notified of any such determination and of other resources that may be available to the complainant.

All parties will be notified of the determination regarding the appropriate course of action.

Interim Measures

When the university receives a report of alleged prohibited conduct, it will assess the allegations to determine whether interim measures pending resolution of the matter are appropriate.

The BIRT will work with the Vice President for Strategic Operations & Human Resources and appropriate academic administrators to initiate interim actions, accommodations, or protective measures as necessary to protect the parties and the broader university community. Such interim actions, accommodations, and protective measures are available to the complainant, respondent, and others adversely impacted by the complaint resolution process, if requested and reasonably available.
The university determines which measures are appropriate on a case-by-case basis. Such measures are based on the particular facts and circumstances of each case. To request an interim action or protective measure, individuals should contact the BIRT.

Informal Resolution Option

If the complainant, the respondent, and the university all agree to pursue an informal resolution, the BIRT or their designee will attempt to facilitate a resolution that is agreeable to all parties. Informal resolution may involve the imposition of sanctions on a respondent and individual and community remedies. Any informal resolution must adequately address the concerns of the complainant, as well as the rights of the respondent and the overall intent of the university to stop, remedy, and prevent policy violations.

The BIRT or their designee will not be an advocate for either the complainant or the respondent, but rather will aid in the resolution of problems in a non-adversarial manner.
Under the informal process, the university will only conduct such fact-finding as is useful to resolve the conflict and as is necessary to protect the interests of the parties, the university, and the university community.
The university will not compel a complainant or respondent to engage in mediation, to directly confront the other party, or to participate in any particular form of informal resolution.
Participation in informal resolution is voluntary, and the complainant and respondent have the option to discontinue the process at any time and request a formal process.
The university also always has the discretion to discontinue the informal process and move forward with a formal process.
If at any point during the informal resolution process, the complainant or respondent or the university wishes to cease the informal process and to proceed through the formal resolution process, the informal resolution process will stop and the formal resolution process outlined below will be invoked.

After informal Resolution

If the parties to the complaint agree in writing to the terms and conditions of a recommended resolution within any timeline set by the BIRT, the case will be resolved without further process under this policy.
If all parties to the complaint do not timely agree in writing to the terms and conditions of the recommended resolution, the complaint will be referred to the formal resolution process.
If the complaint is referred to the formal resolution process, the time spent attempting to reach an informal resolution generally will not be counted as part of the 60-day time frame discussed in the Formal Resolution Option section below.

Formal Resolution Option

Generally, the process described below will be used for the formal processing of a complaint of prohibited conduct. The university will strive to complete the complaint resolution process within 60 days. However, this time frame may be extended depending on the circumstances of each case.

Investigation

The Bias Incident Response Team will designate one or more investigators to investigate the complaint. The university reserves the discretion to appoint any investigator, including an outside investigator.

The investigator(s) will conduct the investigation in a manner appropriate to the circumstances of the case; investigations may include interviews with the complainant, the respondent, and appropriate witnesses, and gathering any relevant and available evidence.
The complainant and respondent will be given an opportunity to inform the investigator of any witnesses they believe should be interviewed, and other evidence they believe should be reviewed by the investigator(s).
The investigator(s) has discretion to assess the relevancy of the proposed witnesses and/or evidence and determine the scope of the investigation. Character evidence is generally irrelevant and will generally not be considered in an investigation.

Determination and Sanctions

The Bias Incident Response Team will adjudicate the complaint.

Following the investigation, the adjudicators will review the information gathered by the investigator(s).
The adjudicators will apply the preponderance of evidence standard to determine whether it is more likely than not that the respondent violated university policy.
If the adjudicators determine that the respondent is responsible for a policy violation, the adjudicators will then assign appropriate sanctions and remedies.
As part of assigning sanctions/remedies, the adjudicator(s) may request information from the university regarding any previous violations of this policy by the respondent and consider such other policy violations in assigning sanctions.

If an investigation reveals that a campus organization (such as a student club, athletic team, campus academic department, or staff/faculty committee) has committed or promoted behavior that violates this policy, the organization and its members may be sanctioned. All campus organizations/departments are responsible for the actions of its members when they are operating on behalf of the organization/department.

Notification of Findings

The complainant will be notified in writing of the decision and sanctions that directly relate to the complainant.

The university will communicate the decision to the parties in an appropriate notice.

The respondent will be notified in writing of the decision and sanctions.

Frequently Asked Questions

Q: What does NCU mean by racism?

A: Racism means discriminatory attitudes, beliefs, behavior, distinctions, exclusions, restrictions, or preferences based on presumptions about a person’s or group’s race.

Q: Do employees have to report racism?

A: Yes. University employees must report any real or alleged instances of racism they observe or that someone reports to them.

Q: How do I report racism?

A: Submit a Bias Incident Form or follow the Reporting Bias, Discrimination, or Harassment procedure.

Q: What if the racism seems unintentional?

A: The university recognizes that racism can happen without intent, and it still commits to identifying and confronting it.

Q: What happens to someone who violates this policy?

A: Consequences depend on the seriousness of the violation. They range from an apology and a commitment not to repeat the behavior to disciplinary action, including dismissal, suspension, or expulsion. The university refers criminal conduct to law enforcement.

Q: Can someone retaliate against me for reporting?

A: No. The university prohibits retaliation against anyone who reports in good faith or takes part in a review or investigation.

Q: Who does this policy cover?

A: Staff, students, applicants, volunteers, adjuncts, service providers, contractors, customers or clients, and visitors.

Q: Who do I contact with questions?

A: Employees can contact the Office of Human Resources at hr@northcentral.edu. Students can contact the Office of Student Development at 612.343.4450 or studlife@northcentral.edu.

Forms

Bias Incident Form

Appendices

There are no appendices associated with this policy.

Additional Contacts

Subject	Contact	Phone	Email
Primary Contact	Office of Human Resources	612.343.4412	hr@northcentral.edu
Student Conduct	Office of Student Development	612.343.4450	studlife@northcentral.edu
Emergencies		911
Campus Safety	Campus Safety & Emergency Preparedness	612.343.4445	security@northcentral.edu
Campus Safety – Emergencies	Campus Safety & Emergency Preparedness	612.343.4444

Definitions

Kingdom Unity

An environment that is responsive to the needs of all users, acknowledges and respects the cultural and linguistic diversity of all people, and does not discriminate or treat people unfairly because of individual differences.

Culture

Culture refers to the distinctive patterns of values, beliefs, and ways of life of a social group. It is a dynamic concept, which is influenced by environmental, historical, political, geographical, linguistic, spiritual, and social factors.

Direct Discrimination

When a person or group is treated less favorably than another person or group in a similar situation because of their background or personal characteristics. It is unlawful if the discrimination is based on legally protected characteristics such as race, color, descent, national or ethnic origin, or immigrant status.

Ethnicity

Of or pertaining to people who regard themselves and/or are regarded as having common origins and who share or have shared such attributes as culture, history, language, religion or traditions.

Indirect Discrimination

When requirements, policies or practices, which are the same for everyone and appear to be neutral and fair, actually disadvantage people who share a particular attribute. It is unlawful if the discrimination is based on legally protected characteristics such as race, color, descent, national or ethnic origin, or immigrant status.

Good Faith Participation

Reporting, or otherwise expressing opposition to, misconduct based on a reasonable belief that misconduct has occurred. Or, honestly participating in an investigation of misconduct or accessing conflict resolution services.

Race

A person’s nationality, country of birth, color, ancestry, ethnic origin, or people associated with those of a particular race. The word ‘race’ is used here to reflect relevant legislation.

Racial Discrimination

A person or group being treated less favorably, or not given the same opportunities, as others in a similar situation because of their race, color, descent, national or ethnic origin, or immigrant status.

Racism

The term ‘racism’ relates to discriminatory attitudes, beliefs, behavior, distinctions, exclusions, restrictions or preferences that are based on presumptions about a group or person’s race.

Retaliation

Adverse action against an individual because the individual has made a protected disclosure or has participated in an investigation, proceeding or hearing involving a protected disclosure.

Rights

A group of people or a person’s entitlements based on US law or international agreements to which the United States is a signatory. In addition, the term is often used to refer to rights which do not exist in law but which are based on notions of social justice and fair treatment.

Responsibilities

University

Raise awareness and cross-cultural competence through anti-racism policies and programs.

University Managers and Supervisors

Ensure that their work and/or study environments are culturally inclusive and free from racial discrimination and harassment.
Support and encourage staff and students to develop cross-cultural competence through appropriate development opportunities and resources.
Monitor and ensure that appropriate conduct and practices are modeled and observed at all times in their work and/or study environments.
Take appropriate action if they observe or receive a report of racial discrimination, harassment or vilification.
Investigate allegations of racial discrimination, harassment or vilification, and making recommendations to resolve the matter.

All Employees and Students

Uphold and act in accordance with principles promoting kingdom unity and human flourishing, including identifying and bringing attention to acts of racism.

Related Policies & Procedures

Related Legislation

Title VI and Title VII of the Civil Rights Act of 1964
Title IX of the Education Amendments of 1972
Age Discrimination in Employment Act
Americans with Disabilities Act as amended
Minnesota Human Rights Act

History

Amended

2026-10-01 – Non-substantive updates (e.g., titles, contacts, and copy errors); moved procedures onto the policy page; added frequently asked questions.

Reviewed

2025-03-10 – No substantive changes.