1. Princeton Theological Seminary is committed to creating an environment free of unlawful discrimination and harassment for all its employees, students, families, overall Seminary community and to fostering a nurturing and vibrant community founded upon the fundamental dignity and worth of all its members.

  2. Unlawful discrimination occurs when a person is harassed or treated arbitrarily or differently because of the person’s real or implied membership in a “protected category” such as race; color; national or ethnic origin; age; religion; disability; sex; sexual orientation; gender; gender identity and expression; including a transgender identity; veteran status; genetics; retaliation; and any other characteristic protected under applicable federal or state law.

  3. Accordingly, acts of discrimination or harassment based on an individual’s gender, race, ethnicity, national origin, age, disability, religion, sexual orientation, gender identity and expression, military status or any other legally protected status will not be tolerated by the Seminary. The Seminary will provide employees and students who feel that they are victims of discrimination or harassment with mechanisms for seeking redress.

  4. Discrimination as a result of belonging to a protected class may constitute a violation of Title VII of the U.S. Civil Rights Act of 1964, a violation of Title IX of the Educational Amendments of 1972, a violation of the New Jersey Law Against Discrimination, other applicable federal and state laws/regulations, and/or Seminary policy.

  5. In the employment context, discrimination may begin with an adverse employment action, which is something an employer has done that is unfair to an employee (for example: terminating the employee or not selecting him or her for hire or a promotion, harassing the employee, denying the employee’s request for a reasonable accommodation, etc.). If the Title VI Coordinator with the Office of Human Resources determines, through fact-finding, that the employee or applicant’s membership in a protected category was the reason for the adverse employment action, this may lead to a policy violation of the non-discrimination policy and/or any other policy herein. Personality differences or conflicts, general mistreatment not based on the above protected categories, or a response to poor performance are usually employee relations issues, not discrimination matters.

  6. All students and applicants for admission are protected from coercion, intimidation, interference, or retaliation for filing a complaint or assisting in an investigation under any of the applicable policies and laws. For further information, contact The Reverend Victor Aloyo, Jr., Chief Diversity Administrator and Director of the Office of Multicultural Relations, Templeton Hall, suite 201, 64 Mercer Street, Princeton, NJ 08542, 609.688.1943.

  7. This policy applies to faculty, staff, students, and third parties (including vendors and community members).