StaffOptions For Discrimination and Harassment

I Want Information and Support

Ombuds Services

This office provides on-site and remote services to UNM employees (faculty and staff), graduate students and their colleagues. A skilled ombuds will listen to you, help you identify available options and resources, and support your process of evaluating whether (or not) to take specific actions. The ombuds provides a neutral perspective on your situation, as well as information about useful campus and community resources.***

Counseling, Assistance and Referral Services (CARS)

CARS provides on-site and remote services to assist UNM faculty and staff members with professional and personal concerns. CARS supports employees with a variety of challenges, including conflicts with coworkers, relationship difficulties, anxiety, stress and job burnout, depression, eldercare, alcohol or other drug abuse, managing change, grief and loss issues, and preparing for retirement.

Confidential Advocates

Staff and faculty can access trained, confidential Advocates at the Women's and the LGBTQ Resource Centers, including the North Campus Vassar House. These Advocates offer referrals and some continuing support for faculty and staff of any gender who may have experienced harassment because of their sexuality or gender identity.
  • Advocates trained in trauma-informed care will listen to you and offer relevant and confidential supportive services.
  • Advocates can help visitors identify and navigate formal reporting options, and may be able to accompany you to appointments or meetings to deal with your experience.
  • Because communications with Advocates are confidential and the Resource Centers do not report any identifying information to campus authorities, no further actions are triggered by conferring with a confidential Advocate.

Division for Equity and Inclusion (DEI)

The Division for Equity and Inclusion (DEI) advocates for greater justice, equity, accessibility, diversity, and inclusion (JEADI) at UNM. DEI leaders engage in research, provide workshops, administer the undergraduate diversity & inclusion curriculum requirement, and promote diversity in staff and faculty hiring. DEI created and maintains the Staff and Faculty Wayfinder Website.

  • DEI offers information, support, and referral to community members on all UNM campuses affected by incidents of harassment, bias, and discrimination. DEI leaders may help individuals seeking to report such incidents, pursue formal complaints, or connect with staff and faculty who have had similar experiences.
  • Information about harmful incidents disclosed to DEI leaders will not be disclosed to the staff Supervisor or faculty Chair. However, disclosures of sexual harassment or discrimination will be reported to CEEO, and threats of imminent harm to one’s self or others will be reported to the relevant health and policing officials.
  • The University requires the Vice President for Equity and Inclusion to report harmful incidents to Ethics Point or other appropriate parties.

Accessibility Resource Center (ARC)

ARC supports staff and faculty with disabilities to address problems in the workplace through referrals to relevant campus and community resources.
  • ARC offers guidance to staff and faculty with disabilities, including appropriate referrals for reporting discrimination and seeking confidential support.
  • The Department of Deaf and Hard of Hearing Services (DHHS) offers a variety of accommodations for any member of the campus community.
  • ARC staff are not required to report individual incidents of discrimination based on disability to CEEO, but the office does rely on de-identified reports to raise awareness about disability on campus.

Supervisor

Supervisors may offer guidance and referrals, and may help you resolve a situation informally, but they are also required to report certain incidents to university authorities. As supervisors, they may also have competing responsibilities toward other staff or faculty involved in the conflict.

Supervisors also play an important role in resolving bullying disputes, both informally and formally, via the University’s Respectful Campus policies (Faculty Handbook C09 and University Administrative Policy 2240). If you wish to report bullying by another staff member, contact the offending colleague’s Supervisor. If a faculty member engages in bullying, contact the offending faculty's Chair.

  • The supervisor may be able to refer you to helpful campus and community resources, including appropriate places for reporting misconduct.
  • Your supervisor may recommend remedies to help manage the situation, including voluntary mediation and changes to work schedule or environment.
  • If you experience harm from your own supervisor, you may consult with their supervisor.

I Want To Report

Office of Compliance, Ethics, & Equal Opportunity (CEEO)

The Office of Compliance, Ethics & Equal Opportunity (CEEO) investigates reports of discrimination and harassment. CEEO ensures compliance with all University policies that uphold the rights of protected status (religion, age, gender identity, race, disability, etc.). The office also protects equal rights to programs and activities of the University under Title IX.

  • You may choose to file an anonymous report with CEEO. UNM strives to respect individuals’ privacy and requests for privacy, to the extent permitted by state and federal laws.
  • You may not learn the outcome of a particular complaint, depending on your role in the CEEO process.
  • CEEO staff you speak with will explain how they will handle your report, so that you can decide whether and how you wish to move forward with a complaint. They will discuss informal and formal complaints, available accommodations, supportive measures, and the university’s anti-retaliation policy.
  • CEEO staff will also refer you to available campus and community resources for support and advocacy.
  • CEEO does not advocate for anyone involved a complaint, make policy findings about alleged discrimination or harassment, or sanction those found to have violated University policies.
  • You may be contacted byCEEO for more information about the incident, or to serve as a witness in an ongoing investigation. Your participation in this process is optional and voluntary.
  • When you provide CEEO with information about a possible policy violation, the office may start an investigation without your participation or consent.
  • Even if you do not file a formal complaint, CEEO may invite individuals alleged to have engaged in misconduct to take part in an “informal resolution.” This meeting is designedto prevent recurrence of the behavior in question.
  • CEEO shares information with University officials and participants to a complaint as required by law and/or “the obligation to protect the rights/safety of others.”

EthicsPoint Hotline

EthicsPoint is a third-party hotline and website through which any member of the campus community can report any suspected misconduct at the university. The UNM Compliance Office uses this information to initiate investigations and generate data on policy violations at UNM.​ You may use EthicsPoint to submit either an anonymous or identified report to the University.

  • The University may choose to start an investigation per the relevant policy.
  • If you provide your name, someone from the University may contact you for more information about the incident. They may also ask you to serve as a witness in an ongoing investigation.
  • If you choose to remain anonymous, you will not be contacted unless you file your report with another campus office. However, be aware that your report to the EthicsPoint Hotline may trigger a University investigation of the campus unit where the incident occurred.
  • CEEO will use the information you provide to identify individuals and units that have engaged in repeated misconduct.
  • You may learn about actions the University has taken in response to your anonymous report by logging back in to the EthicsPoint website.

Supervisor

Supervisors may offer guidance and referrals, and may help you resolve a situation informally, but they are also required to report certain incidents to university authorities. As supervisors, they may also have competing responsibilities toward other staff or faculty involved in the conflict.

Supervisors also play an important role in resolving bullying disputes, both informally and formally, via the University’s Respectful Campus policies ( Faculty Handbook C09 and University Administrative Policy 2240). If you wish to report bullying by another staff member, contact the offending colleague’s Supervisor. If a faculty member engages in bullying, contact the offending faculty's Chair.

  • The supervisor may be able to refer you to helpful campus and community resources,  including appropriate places for reporting misconduct.
  • Your supervisor may recommend remedies to help manage the situation, including voluntary mediation and changes to work schedule or environment.
  • If you experience harm from your own supervisor, you may consult with their supervisor.