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Campus Climate Concerns

At Miami, we are committed to advancing the institutional values of diversity, inclusion, and respect. If you believe you're the victim of a campus climate-related incident, you are encouraged to report it and take advantage of available resources. Our priority is to offer existing resources to support impacted individuals.


Scenario #1

Zach is a sophomore taking BIO155. Alicia is Zach’s lab partner. Zach is having trouble understanding concepts in class, and he lashes out at Alicia one day for moving too quickly. Angry and upset, Alicia calls Zach an offensive word referring to his sexuality.

  • Response - In Zach’s case, the Office of Equity and Equal Opportunity investigates and does not find the incident rises to the level of discrimination or harassment. The case is referred to the Dean of Students, who meets with Zach to provide support and identify educational opportunities for campus.

Scenario #2

Dana is a sophomore living in the residence hall. On her way to class one day, she notices a racial slur on the whiteboard outside her room.

  • Response - Because the identity of the responsible party is unknown for the dry-erase board slur, the Dean of Students follows up with Dana to discuss options and resources. The residence hall community provides educational programming, and the incident is documented and resolved.

Scenario #3

Jasper played on a Club Sports team for the past year and a half. After a short leave of absence due to a mental health-related matter, Jasper is back and ready to compete. But the club president questions Jasper’s “stability” and requires that he try out for the team again.

  • Response - The Office of Equity and Equal Opportunity investigates and finds the incident rises to the level of discrimination. The case is referred to the Office of Community Standards and the formal disciplinary process begins.

Importance of Reporting

In the aftermath of reporting an incident of bias, our priority is to offer existing resources to support impacted individuals. At Miami University, we are committed to advancing the institutional values of diversity, inclusion, and respect.

Invitations to engage in a conversation and dialogue are voluntary and in the spirit of education and reflection. Reporting a campus climate concern is not a disciplinary process.

Reporting an act of bias helps us address incidents that erode Miamian’s trust and sense of belonging, ensures members of our community receive support and are connected to necessary resources, and provides a record of incidents, allowing us to track issues and identify patterns or trends. 

Additional Resources

Glossary of Terminology

The following terms are meant to provide clarification on how actions may be categorized or labeled. These terms describe behaviors, not people. It is important to note that this glossary is not exhaustive and as our understanding of language continues to evolve, so may our understanding and usage of these terms. This list may find this information to expand self-awareness and identify opportunities for further education and exploration.

  • Ableism: prejudiced thoughts and discriminatory actions based on differences in physical, mental and/or emotional ability; usually that of able‐bodied/minded persons against people with illness or disabilities
  • Anti‐Semitism: the fear or hatred of Jews, Judaism, and related symbols
  • Bias: prejudice in favor of or against one thing, person, or group compared with another, usually in a way considered to be unfair.
  • Biphobia: the fear or hatred of persons perceived to be bisexual
  • Classism: prejudiced thoughts and discriminatory actions based on differences in socioeconomic status, income, and class; usually by upper classes against lower classes
  • Discrimination: actions based on conscious or unconscious prejudice that favor one group over others in the provision of goods, services, or opportunities
  • Hate Crime: hate crime legislation often defines a hate crime as a crime motivated by the actual or perceived race, color, religion, national origin, ethnicity, gender, disability, or sexual orientation of any person
  • Heterosexism: viewing the world only in heterosexual terms, thus denigrating other sexual orientations
  • Homophobia: the fear or hatred of homosexuality (and other non-heterosexual identities) and persons perceived to be gay or lesbian
  • Implicit Bias: occurs when someone consciously rejects stereotypes and supports anti-discrimination efforts but also holds negative associations in his/her mind unconsciously
  • In‐group Bias: the tendency for groups to “favor” themselves by rewarding group members economically, socially, psychologically, and emotionally in order to uplift one group over another
  • Islamophobia: the fear or hatred of Muslims, Islam, and related symbols
  • Marginalized: excluded, ignored, or relegated to the outer edge of a group/society/community
  • Microaggression: everyday insults, indignities, and demeaning messages sent to historically marginalized groups by well-intentioned members of the majority group who are unaware of the hidden messages being sent
  • Oppression: results from the use of institutional power and privilege where one person or group benefits at the expense of another; oppression is the use of power and the effects of domination
  • Prejudice: a preconceived judgment about a person or group of people, usually indicating negative bias
  • Racism: prejudiced thoughts and discriminatory actions based on differences in race/ethnicity, usually by white/European descent groups against people of color
  • Sexism: prejudiced thoughts and discriminatory actions based on differences in sex/gender, usually by men against women
  • Silencing: the conscious or unconscious processes by which the voice or participation of particular social identities is excluded or inhibited
  • Stereotypes: blanket beliefs, unconscious associations, and expectations about members of certain groups that present an oversimplified opinion, prejudiced attitude, or uncritical judgment. Stereotypes go beyond necessary and useful categorizations and generalizations in that they are typically negative, are based on little information, and are highly generalized
  • System of Oppression: conscious and unconscious, nonrandom, and organized harassment, discrimination, exploitation, discrimination, prejudice, and other forms of unequal treatment that impact different groups
  • Transphobia: the fear or hatred of persons perceived to be transgender 
  • Xenophobia: dislike of or prejudice against people from other countries.


Adapted from the University of Dayton, which was modeled after Washing University in St. Louis guide that was compiled from existing resources provided by the National Conference for Community and Justice, Oregon State University, Arizona State University, Intergroup Relations Center, Gender Roles: A Sociological Perspective, 5/e by Linda Lindsey. Pearson/Prentice-Hall, 2011, The National Center for Transgender Equality,, and, Gender Equity Resource Center, BGSU, University of Michigan, Indiana University, Teaching for Diversity and Social Justice (Ed by Maurianne Adams, Lee Anne Bell, Pat Griffin), and Washington University in St. Louis; with updated definitions from the UD D&I Task Group. 


  • Reports of bias incidents involving students are received by the Assistant Dean of Students.
  • In the event that faculty/staff are involved, the Office of Institutional Diversity & Inclusion will connect the student with the Office of the Dean of Students for support and reach out to the Faculty/Staff involved.
  • If a report is a crime or includes a possible policy violation, the matter will be referred to Title IX, Office of Equity and Equal Opportunity, Office of Community Standards, or MUPD.
  • If a report is not a crime and does not include a possible policy violation, but includes a student, the case is referred to the Office of the Dean of Students (ODOS).
  • If the reporting party has provided contact information and has requested contact, ODOS will email or call them to set up a meeting to discuss the report and/or to gather additional information.
  • ODOS will also email or call harmed parties to set up a meeting to discuss options and available support services.
  • ODOS will document and track incidents of bias to inform educational programs and report findings annually.

Miami takes all reports of bias seriously. The information collected provides critical insight to inform educational efforts for Miami University.


Campus Resources

Students affected by bias can seek guidance and emotional support through members of the Office of the Dean of Students.

The Office of the Dean of Students responds to bias reports involving students and provides support to impacted parties in obtaining resources and navigating options and next steps. To contact DOS, please call 513-529-1877 or email

Community Resources

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Contact Us

Dean of Students

110 Warfield Hall, 451 E. Spring St.
Oxford, OH 45056
Hours: Monday-Friday, 8 a.m. to 5 p.m.
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