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Our Non-Discrimination Policy

1.0 Policy Statement

1.1 Kaiser Permanente School of Medicine (“KPSOM”) prohibits unlawful or otherwise prohibited discrimination in educational programs and opportunities on the basis of race, color, religion, religious creed, sex (including pregnancy, childbirth, or related medical conditions, and breastfeeding or medical conditions related to breastfeeding), gender, gender identity, gender expression, transgender status, sex stereotyping, national origin, age, physical or mental disability, military or veteran status, sexual orientation, genetic information, ancestry, marital status, medical condition, a request to accommodate a disability or religious belief or other status protected by applicable federal, state or local laws or by corporate policy.

1.2 KPSOM also prohibits unlawful or otherwise prohibited harassment including sexual harassment and sexual violence. (See Harassment-Free Environment Policy.)

1.3 This policy applies to all educational programs, activities, and opportunities. Any violation of this policy by a student towards another student (including an applicant for admission) may result in corrective/disciplinary action up to and including dismissal as a student in accordance with applicable policies and procedures as described in the Student Disciplinary Action and Due Process Policy.

1.4 KPSOM policy, as well as applicable federal and state laws, prohibit retaliation, intimidation, or reprisal against students (including applicants for admission) who file complaints and/or who cooperate with or participate in any procedures or investigations related to complaints of discrimination and/or harassment. Therefore, those covered by this policy should object to discrimination and harassment prohibited by this policy and report violations without fear of reprisal or retaliation.

2.0 Purpose

The purpose of this policy is to affirm KPSOM’s commitment to equal educational opportunities and experiences. 

3.0 Scope and Coverage

This policy applies to all KPSOM students, including applicants for admission. 

4.0 Definitions

Not Applicable

5.0 Provisions

5.1 Responsibility

5.1.1 All employees, faculty and staff having the authority to admit, discharge, or evaluate a student, are responsible for complying with this policy in their respective areas of responsibility.

5.1.2 Human Resources is responsible for the facilitation and administration of any affirmative action and diversity and inclusion programs, as well as the communication to all those covered by this policy of their responsibilities hereunder.

5.1.3 Each faculty member, administrator and manager is responsible for being familiar with the contents of this policy. Each faculty member, administrator and manager is also held accountable for ensuring a learning environment free of discrimination prohibited by this policy and prohibited harassment in accordance with the Harassment-Free Environment policy.

5.1.4 KPSOM promotes equal academic opportunities. Activities include new and/or improved approaches to the effective recruitment, enrollment, training, placement, evaluation, and promotion of women, historically underrepresented and under-included groups, and the protected classes of individuals set forth in Section 1.1 above.

5.2 Reporting Obligations

Any student (including an applicant for admission) who is subjected to, witnesses, or has knowledge of any actions or conduct in violation of this policy or that could be perceived as discrimination by this policy should report it promptly to an appropriate KPSOM management official, such as a Dean or SOM manager.

5.2.1 Employees should understand the importance of informing, and are encouraged to inform, individuals engaged in behavior that may be perceived as violating this policy that their behavior may be unwelcome, inappropriate or offensive or abusive.

5.2.2 Any faculty member, physician, administrator, manager, supervisor, or other exempt professional or management employee who witnesses or has knowledge of discriminatory behavior or conduct prohibited by this policy is obligated to promptly report such behavior to an appropriate representative in Human Resources so that it can be appropriately investigated. Failure of any such individuals to promptly report or address incidents of conduct forbidden by this policy that are either reported to them or that they witness may result in corrective/disciplinary action, up to and including termination of employment.

5.3 Investigations and Remedial Action

All reports of violations of this policy will be promptly and objectively investigated and to the maximum extent possible, investigations will be conducted so as to protect the confidentiality and privacy of the parties involved. If an investigation confirms that a violation of this policy has occurred, appropriate corrective/disciplinary action will be taken against the offender, up to and including termination of employment, and any other remedial action will be taken as is necessary to assure a workplace free of discrimination and other conduct prohibited by this policy. The level of corrective/disciplinary action will depend on the nature, severity, and frequency of the conduct. Further, conduct involving a violation of law may also subject the offender to civil and criminal legal liability.