University of Arkansas at Little Rock
Policy Name: Non-Discrimination
Policy Number: LR 201.1
Original Effective Date: April 1, 2010
Most Recent Revised Date: September 8, 2026
Policy
UA Little Rock is an equal opportunity institution. The University does not discriminate in its education programs or activities (including in admission and employment) on the basis of any category or status protected by law, including age, race, color, national origin, disability, religion, protected veteran status, military service, genetic information, sex, sexual orientation, or pregnancy. Harassment of an individual or group will not be condoned. Any employee or student who violates this policy will be subject to disciplinary action.
At the same time UA Little Rock prohibits discriminatory practices, it promotes equal opportunity in institutional programs and activities, including recruitment, hiring, job classification and placement, work conditions, promotional opportunities, choice of contractors and suppliers of goods and services, academic programs, recreational and social activities, use of facilities, and housing.
Policy Scope and Relationship to Title IX
“Discrimination” under this policy refers to action or conduct that (1) is based on race, color, sex, religion, antisemitic behavior against Jewish people motivated by antisemitic intent, national origin, service in the uniformed services (as defined in state and federal law), veteran status, age, pregnancy, physical or mental disability, sexual orientation, or genetic information and (2) adversely affects a term, condition of an individual’s employment, education, living environment, or participation in a program or activity.
“Harassment” under this policy means unwelcome conduct that is based on one of the foregoing categories and that is subjectively and objectively offensive and so severe and/or pervasive that it denies or limits a person’s ability to participate in or benefit from the University’s programs, services, opportunities, or activities or when such conduct has the purpose or effect of unreasonably interfering with an individual’s employment.
“Antisemitism” under this policy means the same as defined by the International Holocaust Remembrance Alliance in its working definition of antisemitism, including its contemporary examples, as it was adopted on May 26, 2016. Antisemitism is a certain perception of Jews, which may be expressed as hatred toward Jews. Rhetorical and physical manifestations of antisemitism are directed toward Jewish or non-Jewish individuals and/or their property, toward Jewish community institutions and religious facilities. Criticisms of Israel similar to that leveled against any other country cannot be regarded as antisemitic.
Reports and complaints regarding sexual harassment, sexual assault, relationship violence, stalking, and similar conduct should first be made to the Title IX Coordinator under the University’s separate policy on sexual assault and harassment. Other forms of discrimination and harassment may be the subject of an initial complaint under this policy. In addition, this policy may be used to address complaints of sexual harassment or assault that may negatively affect the campus community but are dismissed by the Title IX Coordinator based on lack of jurisdiction.
The University reserves discretion on whether to commence an investigation under this policy or alternatively address conduct, as an administrative matter, that does not constitute a violation of this policy but nevertheless is inappropriate in a professional work or educational environment.
Offices Hearing Complaints
The following campus offices have been designated to handle inquiries regarding this non-discrimination policy and complaints of discrimination:
Director of Employee Relations and Title IX/ADA Coordinator
Department of Human Resources
501-916-3180 (office)
To file a complaint, use the complaint form within 30 days of the act of discrimination or harassment. The time limit may be waived or extended by the Department of Human Resources if good cause is demonstrated.
Investigation
After receiving a complaint, the appropriate office will explore whether the matter can be resolved informally, without disciplinary action or a finding that discrimination or harassment has occurred. If the issue can be resolved informally, no further action will be taken.
Detailed information about UA Little Rock’s investigation and appeal procedures for complaints of discrimination may be found at LR 401.6, Grievance Procedures – Complaints of Discrimination, and LR 401.7, Title IX Policy for Complaints of Sexual Assault and Other Forms of Sexual Harassment.
Retaliation
It is a violation of this policy to take an action against an individual because that person has opposed any practices forbidden by this policy or because that person has filed a complaint, testified, assisted, or participated in an investigation or proceeding under this policy. Retaliation includes intimidating, threatening, coercing, or in any way discriminating against an individual because of the individual’s opposition, complaint, or participation. Adverse action is retaliatory if it would deter a reasonable person in the same circumstances from opposing practices prohibited by this policy.
Confidentiality
The University requests confidentiality from all parties and witnesses involved in an investigation. During an investigation, it may be necessary for the investigator to provide details to individuals with a legitimate need to know about the allegations. This may include: (1) information provided to respondents to allow them to fully respond to the allegations; (2) information provided to witnesses or other people with whom investigators communicate in order to obtain or verify information; (3) where appropriate, information provided to management during or following an investigation to allow any necessary actions to be taken. In addition, the identity of the investigation participants and the details of the investigation may become known for reasons outside the control of the investigator.
False Reports
Willfully making a false report of discrimination (including discriminatory harassment) is a violation of University policy and is a serious offense. Any person who willfully makes or participates in making a false report under this policy may be subject to disciplinary action up to and including termination or expulsion.
Training
All new employees should receive training on preventing, reporting, and addressing discrimination (including discriminatory harassment) within 30 days of beginning employment or enrollment. Employees must receive refresher training at least every three years.
EEOC and NSF Reporting
Although complainants are encouraged to resolve their grievances related to discrimination by utilizing this policy, they may have the right to file a complaint directly with the appropriate agency. The contact information for the EEOC and NSF are as follows:
Equal Employment Opportunity Commission (EEOC)
820 Louisiana St., Suite 200
Little Rock, AR 72201
Toll Free: 1-800-669-4000
Telephone: 501-324-5060
TTY: 800-669-6820
Fax: 501-324-5991
National Science Foundation (NSF)
Office of Diversity and Inclusion
2415 Eisenhower Ave.
Alexandria, VA 22314
Telephone: 703-292-8020
Fax: 703-292-9072
Email: [email protected]
Compliance with Ark. Code Ann. § 6-60-1901 et seq.
Colleges and universities must report to the Arkansas Department of Education (ADE) any incidents or complaints of Title VI discrimination or harassment that are received, observed, or addressed at the local or institutional level. This includes, without limitation, incidents involving discrimination or harassment based on race, color, and national origin or motivated by antisemitism. An authorized representative of the institution of higher education should submit the information through the ADE’s digital AR Act 721: Data Collection Form.
Free Speech or Expression Activity
This policy is not intended to inhibit or restrict free speech or expression protected by the First Amendment, state law, or any University policy.
Revised Dates: 09/2026; 08/2025
Source: UA System Model Policy, 2026
Status: Active
Originator: Department of Human Resources
Custodian: Department of Human Resources