How to Report Concerns
We do not tolerate discrimination or harassment in any form. We encourage you to report incidents you have experienced or witnessed that violate our department’s culture of inclusivity and equity and Duke’s core values of inclusion and respect. There are options available for you to report inside or outside MGM that differ in their level of confidentiality.
- I’m specifically looking for confidential options. What is available to me?
The Graduate School has a comprehensive, interactive guide for reporting harassment, discrimination, and other concerns. It’s worth clicking through to explore the site: this is the clearest guide to reporting at Duke that we’ve seen, and transparently spells out options in terms of their support, confidentiality, and resulting actions.
The “Anonymous Reporting Options” (lower left on the main page) spells out both anonymous (through DukeReach, the Duke Women’s Center, and the Duke Police’s Silent Witness program) and confidential reporting options (including speaking with an ombudsperson, Counseling and Psychological Services (CAPS), Student Health, Duke Women’s Center, professional Duke clergy, and the Durham Crisis Response Center).
- I am a [student, postdoc, faculty, or staff member]. What resources apply to me?
OIE has a helpful guide to reporting resources that are categorized by those available to students, staff or postdoctoral associates, and faculty.
- Why should I report? Will anything actually happen?
Many consequences of reporting happen behind the scenes, and when actions are taken, they may not be publicized due to legal constraints. Despite this, investigations are often ongoing. More reporting (many individual reports) helps make a more honest and fair investigation, and ensures that OIE has all the available information about those involved or the situation at hand. Reporting to OIE also ensures that the situation is addressed in a manner consistent with Duke’s policies and federal regulations: for example, Title IX, Title VII, ADA, and other regulations can contain detailed and complex requirements even pre-investigation that OIE is aware of.
- Any microaggressions, harassment, or discriminatory incidents should be reported to the MGM Chair, Joe Heitman (firstname.lastname@example.org), the MGM Vice Chair, Micah Luftig (email@example.com), the Diversity, Equity, and Inclusion committee chair, Lawrence David (firstname.lastname@example.org), the DGS, David Tobin (email@example.com), the MGM Administrative Director, Kris Mathews (firstname.lastname@example.org), or your advisor.
Within the School of Medicine:
- Speak with an ombudsperson. Duke has an ombudsperson available to provide neutral and confidential guidance for students and faculty. The ombuds is resource to listen, discuss concerns, and help Duke community members navigate options for resolution of issues related to their work or education. The faculty ombuds (interim) is Ada Gregory (email@example.com) and the School of Medicine student and postdoctoral ombuds is Jean Spaulding (firstname.lastname@example.org).
- Contact the Inclusion, Diversity, Equity, Advancement, and Leadership in the Sciences (IDEALS) Office. The IDEALS office works to bring underrepresented graduate students and postdoctoral scholars to the School of Medicine and is dedicated to maintaining a climate of inclusiveness. Johnna Frierson (email@example.com) is the director of the IDEALS office and the Assistant Dean of Graduate and Postdoctoral Diversity & Inclusion.
- Contact the Office of Biomedical Graduate Education (OBGE).
- Contact the Duke Office of Institutional Equity (OIE). The Office for Institutional Equity upholds the university’s equal opportunity and affirmative action, provides diversity and inclusion services, and is where students can lodge complaints and concerns. If you want to report a concern about discrimination or harassment we encourage you to go directly to OIE. Click “Report an Incident” on OIE’s website or reach out to intake coordinator Nikki Stovall (firstname.lastname@example.org) who can facilitate first contact and routing of your concerns. An overall guide to what happens at OIE after a report is filed is available here. If you are looking for more information or resources about OIE’s reporting process before deciding whether or not to report, you can contact an OIE Liason (School of Medicine staff who do not work for OIE). The OIE Liasons for the School of Medicine are:
Ann Brown, Vice Dean for Faculty (919-684-5002, email@example.com)
Johnna Frierson, Assistant Dean for Graduate and Postdoctoral Diversity & Inclusion (919-660-8412, firstname.lastname@example.org)
Betsy Hames, Chief Human Resources Officer (919-684-6153, email@example.com)
Judy Seidenstein, Chief Diversity Officer & Associate Dean of Diversity & Inclusion (919-684-4405, firstname.lastname@example.org)