The University’s primary concern is the safety of its campus community members. We are committed to ensuring a safe working and learning environment for all of our dolphins.
For all CSUCI Students, Faculty, and Staff
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Contact Method Best For How it Works Availability Secure Online Form or "Report an Incident" button above Quick, anytime reporting, even anonymously. Anonymous reporting allows you to disclose a suspected violation of the CSU Nondiscrimination Policy without revealing your identity or requesting administrative action. However, please be aware that limited information may restrict the University’s ability to take corrective action, as outlined in Section VI, Subsection E of the CSU Nondiscrimination Policy. Click the "Online Form" link or utilize the blue button above labeled "Report an Incident"
Fill in as much or as little as you’re comfortable sharing at this time; attach files or screenshots if possible.
24/7/365 days Email:
Questions, document sharing, or follow-up on an existing report. Write “New Inquiry,” “Follow-Up,” or a similar indication in the subject line. We reply from a protected inbox; only authorized staff can view your message.
This inbox is monitored Monday through Friday, 8 a.m.-5 p.m. Phone/Voicemail
805-437-2077
Speaking with a Title IX and Inclusion staff member, urgent clarifications. Call during office hours or leave a voicemail. Please include your name, phone number, and what information you would likes us to follow up with.
Monday through Friday, 9 a.m.–5 p.m. (voicemail 24/7/365 days). Visit us
Lindero Hall, First floor
Wheelchair-accessible.
Virtual appointments available.
In-person appointments, in-person reports, paperwork drop-off We recommend entering Lindero Hall through the glass doors which face Topanga Hall. Once inside the glass doors, please check in with the HR front desk and they will let us know you are waiting.
Monday through Friday, 9 a.m.–5 p.m (appointment recommended, call or email for availability). -
The CSU prohibits the following conduct, as defined in section V.A and B
- Discrimination based on any Protected Status, including Age, Disability (physical and mental), Gender, Gender Identity (including Nonbinary or Transgender), Gender Expression, Genetic Information, Marital Status, Medical Condition, Nationality, Pregnancy or related conditions, Race or Ethnicity (including color, caste, or ancestry), Religion or Religious Creed, Sex (including Sex Stereotyping or Sex Characteristics), Sexual Orientation, and Veteran or Military Status
- Harassment based on any Protected Status
- Sexual Harassment and other Harassment on the basis of Sex or Gender, including: Hostile environment or Quid Pro Quo Harassment (e.g., when a person conditions a benefit on the Complainant’s participation in unwelcome sexual conduct)
- Dating Violence, Domestic Violence, Sexual Exploitation, and Stalking
- Sexual Misconduct
- Prohibited Consensual Relationships
- Retaliation
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Prompt Acknowledgment: The reporter will receive a confirmation email or voicemail within one working day letting them know we got their message.
Intake Meeting: A trained staff member will offer to meet (in person, phone, or Zoom) to hear your concerns and explain options.
Reporting Options: We outline Supportive Measures, Alternative Resolution, and Formal Resolution, but you decide what happens next unless there’s an immediate safety risk.
No Retaliation: You are protected by a Retaliation Policy. The University strictly prohibits Parties or witnesses from engaging in Retaliation against anyone for reporting or filing a Complaint, assisting or participating in an investigation or hearing, interfering with a Party's or witness's rights or privileges under the Nondiscrimination Policy, or for assisting someone else in reporting or opposing conduct prohibited by the Nondiscrimination Policy. Any acts of Retaliation are subject to disciplinary action.
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The following provides information on next steps, depending on the nature of the reporter.
I reported an incident myself
- If you're a Student: You’ll receive an outreach email within 2 working days offering supportive measures and the option to file a Formal Complaint.
- If you're an Employee: You’ll receive an outreach email within 2 working days offering supportive measures and the option to file a Formal Complaint. Human Resources and your supervisor will not be notified unless you request it or safety requires it.
- If you're a Third Party: We will still provide resources and may restrict campus access for the Respondent if needed.
I reported an incident on behalf of someone else
- You are a “third-party reporter.” We will reach out to the person who experienced harm (“Complainant”) and invite them to meet, you do not need to reach out to them except to notify them that know you filed a report. You will not receive any more information beyond our office confirming that we received your report. If you were also a witness to the reported incident, you may be contacted later to provide more details.
I did not report an incident, but I received an email from Title IX
- The Title IX and Inclusion office will send three requests to meet with you to discuss the allegations stated in the report, as it relates to prohibited conduct outlined under the CSU Nondiscrimination Policy, discuss your reporting choices (alternative resolution, formal complaint process), brainstorm support measures, and connect you with campus resources as needed. If we do not hear from you after the third outreach attempt, your report will undergo further review by the Title IX/DHR Coordinator.
- The university may provide supportive measures, such as housing changes, class adjustments, or work flexibility, even if a Formal Complaint is not filed, based on an assessment of your needs and available resources.
- Retaliation of any kind is strictly prohibited. If you feel you are being retaliated against by anyone due to your involvement in a process with our office, please report it immediately.
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When we receive a report identifying a Complainant, we send an Outreach Letter (subject line: “Confidential Communication - (Your Initials”). The letter:
- States who we have received a report from, no graphic detail
- Requests a meeting with booking information
- Lists your rights (privacy, Advisor of choice, Supportive Measures)
- Includes Confidential Campus Resources, if you choose not to meet with Title IX and Inclusion
- Provides links to policies and procedures
- Explanation of University Response to Title IX/DHR Reports
- Retaliation Policy
You will receive a total of three requests to meet from the Title IX and Inclusion Office. If there is no response after three outreaches, the report will undergo further reveiw by the Title IX/DHR Coordinator.
For more information, check out our Frequently Asked Questions (FAQs) page. -
You will be asked to meet with a Title IX and Inclusion staff member (either virtually or in-person) to review the allegations in the report, brainstorm interim support measures, and discuss reporting options.
If the report does not violate the Interim CSU Nondiscirmination Policy, it will be referred to the appropriate office best suited to address the concerns using the Other Conduct of Concern (OCC) process. These authorities include, but are not limited to: Student Conduct, Human Resources, or Faculty Affairs.
For more information on the OCC process, click here. -
The University will offer and coordinate Supportive Measures as appropriate for the Complainant and/or Respondent to restore or preserve that person's access to the University's education programs, activities, employment, or to provide support during the University's formal complaint resolution process or during the informal resolution process. Supportive Measures may include, but are not limited to:
- Counseling
- Extensions of deadlines and other course-related adjustments;
- Changes to employee reporting line
- Campus escort services;
- Increased security and monitoring of certain areas of the campus;
- Restrictions on contact applied to one or more Parties
- Leaves of absence
- Changes in class, work, housing, or extracurricular or any other activity, regardless of whether there is or is not a comparable alternative
- Training and education programs related to prohibited conduct
To learn more about supportive measures, see Section VI. for Student Respondent Procedures or Employee and Third Party Respondent Procedures, respectively.
Annual Title IX Training for All Students
Do you have mandatory annual Title IX training pending? Please visit Annual Student Training to find out more.
Safety is Primary
If you or someone you know has experienced sex discrimination or sexual violence please contact the Title IX Coordinator, Erica Moorer Taylor for resources and assistance.