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Bias Education Resource Team (BERT)

Reporting an Incident

There are several ways to report a bias incident.

UT Non-Discrimination Statement

Read UT's Notice of Non-Discrimination.

The University of Tampa fosters a campus culture that is inclusive and supportive to aid in student success and persistence efforts through the core values of diversity and inclusion demonstrated by:

  • Creating a learning environment that fosters dialogue and encourages and supports unique perspectives and values;
  • Recognizes and addresses the needs of differing student populations; and
  • Offers programs and services that promote and demonstrate inclusion.

All members of our Spartan community have a responsibility to take an active role in reporting acts of bias that compromise our inclusive learning environment to the Bias Education Resource Team (BERT).

About BERT

The Bias Education Resource Team (BERT) is a group of University employees who provide support and resources to those individuals who have been targeted or impacted by an act of bias. The role of BERT is to offer impacted community members a space to have their voice heard, opportunities for education to mitigate or prevent similar occurrences in the future and to ensure a comprehensive and timely response to bias incidents. Collectively, this will lead to positive change for both the individual and the campus climate.

BERT is intended to educate the UT community and support those who experience bias and harassment. BERT is a support and resource campus entity, not a governing body.

BERT does not replace existing University protocols (i.e. Student Conduct, Academic Integrity and Campus Safety).

Contact BERT

Report all bias-related incidents one of three ways.

Incident Report Form — commonly used for bias-related incidents that involved a violation of the Student Code of Conduct

Spartan Support Form — commonly used for bias-related incidents that do not involve a violation of the Student Code of Conduct but may require support directly for the persons affected.

Email — Contact us with questions, comments and to report bias-related incidents at cdo@ut.edu

  • Office of the Student Affairs - Shannon Calega
  • Office of Operations - Debra Tritt
  • Department of Campus Safety - Sam Ponce
  • Office of Student Leadership and Engagement - Tim Harding
  • Office of Residence Life - Sarah Hart
  • Counseling Services - Natalie Laboy
  • Office of Communications and Public Affairs - Brianna Kwasnik
  • Office of Student Conduct - Timothy Nelson
  • Human Resources - Kelsey San Antonio
  • College of Business - Cagdas Agirdas
  • College of Social Sciences, Mathmatics and Education - Erin Koterba
  • College of Natural and Health Sciences - Rebecca Waggett
  • College of Arts and Letters - Vanessa Rukholm
  • Student Accessibility Services - Gabe Wright
  • Wellness - Gina Firth
  • Athletics - Taylor Gillie
  • Enrollment Management - Art Goon

What is bias?

Bias is a pre-formed negative opinion or attitude toward an individual or a group of individuals who possess perceived common characteristics such as sex, race, color, religion, national origin, disability, gender identity or expression, sexual orientation, age, military or veteran status, marital status, genetic information or any other protected characteristic.

 

What is a bias incident?

A bias incident is an act directed toward an individual or group based upon actual or perceived common characteristics, as defined by the term bias above. A bias incident can constitute discrimination. These acts can create an unsafe or hostile environment or have a negative psychological, emotional or physical effect on an individual, group or community. Bias incidents may occur regardless of whether the act is legal, illegal, intentional or unintentional.

The severity of a bias incident, and the University’s response to these incidents, can vary based on factors including location, context and behavior, pre-meditation and whether the incident presents an impact to the University community. Any University response will follow University processes established as applicable.

 

How does this impact my freedom of speech?

The Bias Education Resource Team was not created to silence community members nor hinder on their right to free speech. The goal of the team is to encourage productive and respectful dialogue amongst community members across their areas of difference. 

 

How does this impact my academic freedom as a faculty member?

The Bias Education Resource Team intends to help both students and faculty find language that will help them in engaging in challenging conversations both in and outside of the classroom. We recognize the classroom is the primary place for learning in our community and encourage faculty members to continue to utilize this space to challenge the thoughts and attitudes of their students as they learn the concepts required to be masters of their discipline

 

What is a hate crime?

A hate crime is defined as any crime that manifests evidence that a victim was selected because of actual or perceived race, gender, gender identity, religion, sexual orientation, ethnicity, national origin or disability. A hate crime is not a separate, distinct crime but is the commission of a criminal offense that was motivated by the offender's bias. If the facts of the case indicate that the offender was motivated to commit the offense because of bias against the victim's perceived race, color, national origin, ethnicity, religious affiliation, sex, gender identity, disability, marriage and civil partnership, pregnancy and maternity, beliefs, sexual orientation, age or any other protected personal characteristic, the crime is classified as a hate crime.

 

What is the difference between a bias incident and a hate crime?

A hate crime must meet two criteria:

  • A crime must happen, such as physical assault, intimidation, arson or vandalism; and
  • The crime must be motivated, in whole or in part, by bias.

Hate crimes, if charged and prosecuted, will be dealt with in the court system. They typically carry enhanced penalties, such as longer sentences.

Bias incidents can occur with no clear procedure for recourse within the criminal justice system but will be addressed within the University.

 

What is a microaggression?

"Microaggressions are the brief and commonplace verbal, behavioral and environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory or negative racial, gender, sexual orientation, and religious slights and insults that target a person or group. Perpetrators are usually unaware that they have engaged in an exchange that demeans the recipient of the communication." (Sue 2010: 5)*(Sue, Derald Wing. Microaggressions in everyday life: Race, gender, and sexual orientation. John Wiley & Sons, 2010.) Microaggressions can only be directed at minorities or another non-dominant group. Three forms of microaggressions can be identified: microassault, microinsult and microinvalidation.

*Sue, Derald Wing. Microaggressions in everyday life: Race, gender, and sexual orientation. John Wiley & Sons, 2010.

 

Do you have bias?

Everyone has bias. Even people who have avowed commitments to impartiality. Are you aware of your biases? Harvard hosts an implicit bias test. The BERT encourages you to take it to better understand what bias you may have. Take the test.

When an impacted party and/or witness submits a bias incident report form, the general practice for the report is the following:

  • If the reporting party is a UT student or registered student organization, BERT coordinator or designee assesses care needs, conducts outreach, refers to University partners as appropriate and assembles the BERT if needed.
  • If the reporting party is a UT faculty or staff member, BERT coordinator or designee assesses care needs, conducts outreach and refers to Human Resources to follow processes of the faculty/staff harassment policy.
  • If reporting party is not a UT community member, BERT coordinator or designee conducts outreach, as appropriate.

Responses to a Bias Incident

The BERT may consider a variety of educational responses based on the severity and context of the bias incident.

Examples of responses may include, but are not limited to:

  • Establish direct contact with the person or group involved in the incident to discuss the impact of a bias incident;
  • Develop and provide educational resources or opportunities to individuals, departments and other groups to address the impact of a bias incident;
  • Communicate the University’s values and strong commitment to addressing and countering bias incidents to individuals, specific populations or the University community;
  • Communicate to individuals, specific populations or the University community about what happened, why it is important to address the incident and what responses may be underway or possible;
  • Provide consistent support, resources and information regarding the University’s response to the individual or group impacted;
  • Provide information to develop a safety plan with the Office of Operations and Planning or Office of the Dean of Students;
  • Provide tools to faculty and staff through the Center for Teaching and Learning to internally address the impact of incidents that occur in academic spaces;
  • Offer mediation through the Office of the Dean of Students or other appropriate University offices;
  • Share information and resources with student media organizations;
  • Ensure that any offending material, such as graffiti or defaced posters have been removed.

Trainings on topics including but not limited to:

  • Bias in our Everyday Lives — What exactly is bias? What causes bias? How do our biases show up in our everyday interactions with others? This session will provide the answers to common questions about bias, an introduction to microaggressions and tips on how to reframe our minds to remove our biases.
  • Communicating with Courage — Challenging conversations can be uncomfortable and downright scary. Sometimes all you need is the proper tools to face bias head on. This session will explore ways to engage in challenging conversations and address biases exhibited by others.  
  • Preventing Bias in Your Community — How can we set a tone that encourages awareness of diversity and our own biases? Doing so is often the first step to building an inclusive community. This session will provide tips on how to explore your own biases while encouraging welcoming and inclusive environments for all community members. 
  • Spartan Safe Zone Training — Safe Zone trainings are opportunities to learn about LGBTQ+ identities, gender and sexuality, and examine prejudice, assumptions and privilege. This introductory session will provide education on LBGTQ+ terms, awareness and allyship. All community members are welcome!

Request a Training

We are also available to collaborate with you on your own prescheduled programs. Just contact us!

Books

Articles

Videos

Podcasts

Film and TV

  • 13th (Ava DuVernay) — Netflix
  • American Son (Kenny Leon) — Netflix
  • Blindspotting (Carlos López Estrada) — Hulu
  • Dear White People (Justin Simien) — Netflix
  • Fruitvale Station (Ryan Coogler) — Available to rent
  • I Am Not Your Negro (James Baldwin doc) — Available to rent or on Kanopy
  • Just Mercy (Destin Daniel Cretton) — Available to rent for free in June in the U.S.
  • King In The Wilderness  — HBO
  • See You Yesterday (Stefon Bristol) — Netflix
  • The Hate U Give (George Tillman Jr.) — Available to rent for free
  • When They See Us (Ava DuVernay) — Netflix

Organizations to Follow

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