Bernie Jacobson, a Title IX investigator and equal opportunity investigator, wants staff and faculty know that everyone who reaches the Office of Equal Opportunity, Inclusion and Resolution Services, (EOIRS), will be listened and treated with respect.
Bernie Jacobson
Jacobson states that University members should understand that we take allegations of bias or discrimination seriously and use evidence-based procedures in order to reach the right result.
He stresses that every party involved in a matter should be treated equally. He says that we treat everyone with dignity and respect.
Jacobson’s role has been expanded to include the position of deputy Title IX officer as well as interim director of equal chance. Jacobson investigates the facts surrounding discrimination or bias allegations that have been made in relation to a protected group.
As the interim director for equal opportunity and deputy Title IX officer he also facilitates the offices informal solution process, supervises investigations by other investigators and helps with the evaluation of complaints that come in.
Jacobson answers questions about EOIRS, how people can get support, and the biggest misconceptions about this office.
Q: What are the concerns and issues that faculty and staff might bring to your office?
A:Any faculty member or staff member may report discrimination or harassment relating to any protected category to our office. The protected categories include creed and ethnicity, nationality, sex, gender pregnancy, disability marital status political or social affiliation age, race, color veteran status, military statut, religion, sexual orientation domestic violence status, gender identity or perceived gender.
Anybody who feels that they aren’t being treated fairly due to their individuality can contact us and we will offer support and options.
Our office can provide the best treatment if the treatment is based upon a protected category. If it’s not based on a protected category, then well make referrals to the appropriate person to handle or address the situation.
Q: What are the steps to report a faculty or staff member who has a complaint about another faculty or staff?
A:If someone feels they are not being treated fairly or it is based on a protected group, they can contact our office via email at [email protected], phone at 315.443.4018 or stop by our office at Steele Hall at 005 Steele Hall. Our website. inclusion.syr.eduThis section includes information about our policies, procedures, and reporting options.
Q: What’s the difference between formal and informal resolution processes in your opinion?
A:The process of formal resolution can vary depending on the nature and extent of the allegations. It involves an investigation of the facts of the allegation and a determination of guilt or innocence.
Informal resolution, on the other side, attempts to resolve a situation to all parties’ satisfaction without the need for an investigation. It is usually facilitated by someone from our office. It could involve a sit-down discussion, depending on the nature of the behavior. This is where someone seeks to end the behavior.
Sometimes its just a matter of letting somebody know Hey, this has occurred, and it has made this person uncomfortable.” So, for some informal resolutions, depending on whats reported, it doesn’t even have to have a name attached to it. We can tell staff members or faculty members, “This was reported to us.” The person is not going to file a complaint but they want you aware that they were offended.
During the conversations, individuals involved may be supported, if desired, by an advisor who is not a witness to what is happening.
Q: What’s the ultimate goal of these processes?
A:Our team works together with students, faculty, staff, and other University employees to foster an inclusive environment and ensure that everyone feels safe and respected. These processes are designed to address situations where an individual feels that this standard has been violated.
Q: What misconceptions might people have about your office?
A:We hear from people who believe that our office is only there for the University. Sometimes they are concerned about their reporting subject’s status.
Anyone who reports to our office can be sure that their concerns will not be ignored and that theyll receive respect. Anyone accused of violating University policy needs to feel that we will listen and treat them with respect. Our goal, however, is to get just results.
We will investigate, and if there is enough support that there is misconduct or behavior that doesn’t meet our standards, then the University will act.
There are many reasons why people may not report or be reluctant. Although we are all different, there are many reasons why people may not report. However, if our office doesn’t know about the incident, we cannot take any action. Sometimes, anonymous complaints are received. We will investigate them as best we can, but anonymous complaints limit our ability respond.
Q: What are you most proud of about your work?
A:I take satisfaction in offering fair process to both sides. If someone files a complaint to our office they are heard, their allegation will be investigated and a process established to resolve it. We are here to help the accused.