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GSE Equal Opportunity, Harassment, and Bias Policies and Resources

People are GSE’s most important resource and we are committed to creating and sustaining learning and working environments that take full advantage of our diversity and are respectful of differences. Cross-cultural conversations and interactions help to ensure that GSE is educating leaders who will be successful in both local and global settings. The University has policies and resources to underscore its commitment to equal opportunity in a community that also values open expression and academic freedom, including those listed below.

The University is also committed to providing a working and learning environment free from sexual misconduct. Management and supervisory personnel, at all levels, are responsible for taking reasonable and necessary action to prevent sexual harassment and sexual misconduct. The University and GSE will take seriously all sexual harassment complaints and respond in accordance with its Sexual Misconduct Policy; take appropriate action to provide remedies when sexual misconduct is discovered; impose appropriate sanctions upon individuals who have been found to be in violation of the University's policy; and, to the greatest extent possible, protect the privacy of those involved in sexual misconduct complaints.

The University of Pennsylvania is also committed to the principles of free inquiry and free expression and to creating an environment that encourages the active exploration and exchange of ideas. The University's discrimination and harassment policies are not intended to impair this freedom, nor will they be permitted to do so. Prohibited discrimination and harassment, however, are neither legally protected expression nor the proper exercise of academic freedom.

Equal Opportunity And Nondiscrimination Statement

The University of Pennsylvania values diversity and seeks talented students, faculty and staff with diverse backgrounds, experiences, and perspectives. The University of Pennsylvania does not discriminate on the basis of race, color, sex, sexual orientation, gender identity, religion, creed, national or ethnic origin, citizenship status, age, disability, veteran status or any other legally protected class status in the administration of its admissions, financial aid, educational or athletic programs, or other University-administered programs or in its employment practices.

Questions or complaints regarding this policy should be directed to the Executive Director of the Office of Affirmative Action and Equal Opportunity Programs.

Respect For Others In The Workplace

Penn recognizes that people are the most important resource for achieving eminence in accomplishing our mission in the areas of teaching, research, community service, and patient care. Penn is an institution that values academic freedom, diversity and respect for one another. Penn is committed to the principle of nondiscrimination and does not tolerate conduct that constitutes harassment on any basis, including sexual, racial, ethnic, religious, or gender harassment. Additional information on Respect for Others in the Workplace.

Sexual Harassment Policy

The University defines sexual harassment as: "unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature constitutes harassment when:

  • Submission to, or rejection of, such conduct by an individual is made explicitly or implicitly a term or condition of an individual's employment or participation in academic activities;
  • Submission to, or rejection of, such conduct by an individual is used as the basis for employment or academic decisions affecting such individual; or
  • Such conduct has the purpose or effect of unreasonably interfering with an individual's work or academic performance, or of creating an intimidating, hostile, or offensive working or study environment."

View Penn GSE’s Sexual Misconduct Practices and Policies for more detailed information about the School’s practices and policies.

View the University’s Sexual Misconduct Policy, Resource Offices and Complaint Procedures, which includes resources available to respond to questions, provide support, or investigate complaints.

Consensual Sexual Relations Between Faculty And Students (clarification of current university policy guidelines for Penn GSE)

The relationship between faculty member and student is central to the academic mission of the University. No non-academic or personal ties should be allowed to interfere with the integrity of the faculty-student relationship. Consensual sexual relations between faculty and student can adversely affect the academic enterprise, distorting judgments, or appearing to do so to others, and providing incentives or disincentives for student-faculty contact that are inappropriate. View the Consensual Romantic and Sexual Relations in the Workplace and Educational Setting Policy.

Because GSE is a single department with a single graduate group with many cross-school courses and activities, we believe that any sexual or dating relationships between faculty members and graduate and professional students at GSE can interfere with the learning environment. For these reasons, any sexual relations or dating relationships between a GSE faculty member and a GSE student are prohibited. The prohibition extends to all academic advisors and program directors, as well as part-time faculty.

We recognize that there may be some exceptional cases, such as the case of a pre-existing relationship between an incoming faculty member and a current student or a relationship that predates this policy. In such cases, we would ask that the faculty member disclose the relationship to the dean, who can ensure that the faculty member does not play a supervisory or advisory role to the student while the student is enrolled at GSE.

Policy Against Retaliation

University policy prohibits retaliation for, among other things, making a good faith report regarding a possible violation of its policies, including those related to on equal opportunity or sexual harassment. The policy can be found here.

University Resources For Resolving Informal Complaints

The University has resource offices that will provide information, support and advice to individuals who have questions or concerns regarding University policy, including the following:

Formal Complaints And Reporting Offices

An individual who wishes to report an allegation of discrimination, bias, or harassment may contact Raquel M. Arredondo (Penn GSE Assistant Dean for Diversity, Equity & Inclusion), his or her manager, or one of the designated University resource offices. If a report is made to any of these individuals/offices, the staff of that office is responsible for ensuring that appropriate action is taken by the University. Members of the Penn community may also choose to use the University’s Bias Incident Reporting Form to report incidents.




An individual who wishes to report an allegation of sexual misconduct may contact the following reporting office:

Associate Vice President for Equity and Title IX Officer
(215) 898-2887
3901 Walnut Street, Suite 320

Bias Reporting Policy

We are deeply committed to supporting any members of our community who have witnessed or have been the targets of bias-related incidents. To that end, we have provided bias reporting policies, procedures and resources for any members of our community who have experienced a discriminatory or hurtful act, and will also assist them to identify campus, and school resources to help them understand their options. 

View the Penn GSE Bias Reporting Policy.

Contact Penn GSE Human Resources

For any questions, concerns, or additional information regarding Human Resources topics, please contact us.


Kate Hellings
Chief People Officer
3440 Market Street, Office 355


Kristine Chin
HR Manager,

Training & Operations


3440 Market Street, Office 353


Olivia Farkas 

HR Manager,

Recruitment & Retention
3440 Market Street, Office 354