This message was sent to all UW employees on Thursday, October 16, 2025. You are also welcome to view the companion message shared with UW students.
Dear colleagues,
Now that the autumn quarter is underway, I am writing to remind you of recent University of Washington policy and organizational updates that reinforce our commitment to fostering a respectful, safe and welcoming environment for all members of our community. These updates align with the UW’s obligations under state and federal civil rights laws, which collectively prohibit discrimination based on race, color, national origin, sex, disability and other protected characteristics in our learning, living and working environments.
Three changes I want to highlight are 1) expanded employee reporting obligations, 2) a new UW executive order, and 3) a new office that provides case management resources for all civil rights concerns.
Expanded employee reporting obligations
All employees are encouraged to report potential prohibited conduct involving discrimination, harassment, sexual misconduct or retaliation. However, in certain circumstances, UW personnel are required to do so.
Who is required to report
- Employees (excluding student employees) who learn of potential prohibited conduct involving a student must make a report. The name of the impacted student may be withheld upon request.
- Supervisors (including student employees with supervisory roles) who learn of potential prohibited conduct that occurred in the UW workplace involving an employee within their line of supervision must make a report and share the information they have, including names.
- Human resources professionals who learn of potential prohibited conduct that occurred in the UW workplace must make a report and share the information they have, including names.
What should be reported
- Discrimination or harassment based on protected characteristics, including age, citizenship, disability, national origin or shared ancestry, race, religion, sex, sexual orientation, gender identity or expression, pregnancy, veteran status and more.
- Sexual misconduct, including sexual harassment, sexual assault, unwanted sexual contact, sexual exploitation, relationship violence and stalking.
- Any retaliation in response to reporting discrimination, harassment or sexual misconduct; requesting an accommodation; or participating in a process to resolve a report.
How to report
- Online: Civil Rights & Title IX Reporting Form
- Email: civilrights@uw.edu
- Phone: 206-221-7932
Employee reporting obligations and limited exceptions to the University’s reporting requirements are explained in detail on the Civil Rights Compliance Office website. In addition, health-care providers, confidential advocates and University ombuds are designated as confidential employees and are not required to report disclosures received while acting within the scope of their professional duties. Reports involving UW Medicine patients should follow a separate process: Employees should use SafetyNet, and patients or families can contact Patient Relations. If you are unsure whether a situation requires reporting, please contact the Civil Rights Compliance Office or visit the Employee Reporting Obligations page.
New UW executive order
Executive Order No. 81 (EO 81), Prohibiting Discrimination, Harassment and Sexual Misconduct, was published by the UW Executive Office in July 2025. EO 81 is a singular, restructured order that replaces EO 31, EO 51, EO 70 and APS 46.3. In addition to streamlining those previous UW policies into a single, more accessible document, EO 81 identifies one central office to review and respond to reports and outlines expanded expectations for employees to report prohibited discrimination, harassment and sexual misconduct to that central office.
New office and case management resources
Launched in July, the University’s Civil Rights Compliance Office (CRC) is a unified office that brings together our previously separate Title IX, ADA, Investigations and Hearings staff. CRC now serves as the UW community’s central resource for preventing and responding to discrimination and harassment based on protected characteristics, as well as sexual misconduct.
Civil Rights Case Managers are available to assist students, staff and faculty in understanding their options, accessing resources and resolution options, and navigating University processes. The best way to reach a case manager is through the Civil Rights & Title IX Reporting Form on the CRC website. You can also email civilrights@uw.edu or call 206-221-7932. Anonymous reporting is possible. After a report is made, Civil Rights Case Managers will offer support and actively work with individuals to identify options to address their concerns.
In early 2026, the University will launch a new online civil rights course for students, staff and faculty. This course will reinforce recent policy and organizational updates and offer further guidance on employee reporting obligations.
To support the University in implementing these changes, we encourage you to:
- Update materials and websites: Review and revise content created by your department that references discrimination, harassment or sexual misconduct to align with EO 81 and link directly to the CRC website.
- Discuss changes with your team: Set aside time in upcoming team meetings to review these updates and discuss any potential impacts.
- Prepare to respond to disclosures: Proactively share information about employee reporting obligations with students and colleagues, and review available disclosure response scripts.
We are grateful for your continued commitment to creating a welcoming, safe and respectful environment at the UW.
If you have questions, please contact the Civil Rights Compliance Office at civilrights@uw.edu.
With best wishes for the new academic year,
Jane Yung
Vice President, Compliance and Risk Services
Chief Compliance and Risk Officer
University of Washington