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Office of Civil Rights and Title IX

Office of Civil Rights and Title IX

FILE A REPORT

The Office of Civil Rights and Title IX offers fair and compliant approaches to reports of protected class discrimination and sexual harassment, as well as implements accommodations to prevent discriminatory conduct on the basis of sex or religion. Aside from navigating complaints, this Office seeks to support those students with a variety of needs, including but not limited to, accommodations for pregnancy and pregnancy-related conditions (IVF, lactation, miscarriage, abortion, etc.), religious accommodations, and supportive measures for those impacted by sexual harassment or discrimination (including, referrals to on and off campus resources, and safety measures).

Title IX is a federal civil rights law that prohibits sex-based discrimination at Naropa University. Title IX regulations protect complainants and respondents in cases of sexual harassment, sexual assault, dating violence, domestic violence, and stalking. This law applies to all students, faculty, and staff, independent contractors, and volunteers associated with Naropa University. Title VI and Title VII of the Civil Rights Act of 1964 both address discrimination, but they have different scopes and focuses.

  • Title VI – federal law that protects against discrimination on the basis of race, color, and national origin in education settings receiving federal funds.
  • Title VII – federal law that protects against discrimination on the basis of race, color, religion, sex (includes pregnancy, sexual orientation, and gender identity) and national origin in employment (this office would work with HR on a potential Title VII report)

In addition to Federal Civil Rights laws, the State of Colorado offers additional protected classes. For more information, see the State of Colorado’s Civil Rights protections. Naropa students, faculty, employees and third parties are protected under both CO and Federal laws (this includes low-res, hybrid, and remote workers).

Members of the Naropa community who wish to learn more about Civil Rights and/or Title IX can email titleix@naropa.edu. 

How to Contact Title IX Staff

Naropa Student Supports

The following definitions apply to the Equal Opportunity, Harassment, and Nondiscrimination Policies and Procedures:

  • Advisor. Any person chosen by a party, or appointed by the institution, who may accompany the party to all meetings related to a resolution process, advise the party on that process, and conduct questioning for the party at the hearing, if any.
  • Appeal Decision-maker. The person or panel who accepts or rejects a submitted appeal request, determines whether any of the appeal grounds are met, and directs responsive action(s) accordingly.
  • Civil Rights Compliance & Title IX Coordinator. The person with primary responsibility for overseeing and enforcing the Equal Opportunity, Harassment, and Nondiscrimination Policy and Procedures. As used throughout the Policy and procedures, the “Civil Rights Compliance & Title IX Coordinator” also includes their designee(s).
  • Complainant. An individual who has allegedly been subjected to conduct that could constitute Discrimination, Harassment, Retaliation, or Other Prohibited Conduct under the Policy.
  • Confidential Resource. An Employee who is not a Mandated Reporter of Notice of Discrimination, Harassment, Retaliation, and/or Other Prohibited Conduct under the Policy (irrespective of Clery Act Campus Security Authority status).
  • Day. A business day when the Recipient is in normal operation. All references to days in the Policy refer to business days unless specifically noted as calendar days.
  • Decision-maker. The person or panel who reviews evidence, determines relevance, and makes the Final Determination of whether the alleged conduct has violated the Policy and/or assigns sanctions.
  • Deputy Title IX Coordinator. The person who assists the Civil Rights Compliance & Title IX Coordinator. This individual may be considered a designee in addressing complaints of Discrimination, Harassment, Retaliation, and/or Other Prohibited Conduct.
  • Directly Related Evidence. Evidence connected to the allegations, but which is neither inculpatory (tending to prove a violation) nor exculpatory (tending to disprove a violation) and which cannot be relied upon by the Decision-maker. Compare to Relevant Evidence below.
  • Education Program or Activity. Locations, events, or circumstances where Naropa University exercises substantial control over both the Respondent and the context in which the Discrimination, Harassment, Retaliation, and/or Other Prohibited Conduct occurs. Also includes any building owned or controlled by a student organization that Naropa University officially recognizes.
  • Employee. A person, including Faculty, employed by Naropa University, either full- or part-time, including Student-Employees when acting within the scope of their employment
  • Faculty. Any member of the Naropa community who is responsible for academic activities, teaching, research, or the academic evaluation of Students.
  • Final Determination. A conclusion by the standard of proof that the alleged conduct did or did not violate the Policy.
  • Finding. A conclusion by the standard of evidence that the conduct did or did not occur as alleged (as in a “finding of fact”).
  • Formal Complaint. A document submitted or signed by a Complainant or signed by the Civil Rights Compliance & Title IX Coordinator alleging a Respondent engaged in Discrimination, Harassment, Retaliation, and/or Prohibited Conduct under the Policy and requesting that Naropa University investigate the allegation(s).
  • Formal Grievance Process. “Process A,” Naropa University’s method of formal resolution to address Title IX Sexual Harassment allegations, which complies with the requirements of the Title IX regulations (34 C.F.R. § 106.45) and the Violence Against Women Act amendments to the Clery Act (34 C.F.R. § 668). See Appendix C for information on the Administrative Resolution Process (“Process B”) the University may use to resolve complaints in certain situations.
  • Informal Resolution. A Resolution the Parties agree to and the Civil Rights Compliance & Title IX Coordinator approves, which occurs prior to a Final Determination.
  • Investigation Report. The Investigator’s written summary of all Relevant Evidence gathered during the investigation. Versions include the Draft Investigation Report and the Final Investigation Report.
  • Investigator. The person(s) Naropa University authorizes to gather facts about an alleged violation of the Policy, assess relevance and credibility, synthesize the evidence, and compile this information into an Investigation Report of Relevant Evidence and a file of Directly Related Evidence.
  • Mandated Reporter. A Naropa Employee who is obligated by Policy to share knowledge, Notice, and/or reports of Discrimination, Harassment, Retaliation, and/or Other Prohibited Conduct with the Civil Rights Compliance & Title IX Coordinator.
  • Notice. When an Employee, Student, or third party informs the Civil Rights Compliance & Title IX Coordinator or other Official with Authority of the alleged occurrence of Discrimination, Harassment, Retaliation, and/or Other Prohibited Conduct.
  • Office of Civil Rights & Title IX. The Civil Rights Compliance & Title IX Coordinator, any deputy coordinators, and any member of the Resolution Process Pool that are part of Naropa University.
  • Official with Authority (OWA). A Naropa Employee who has responsibility to implement responsive measures for Discrimination, Harassment, Retaliation, and/or Other Prohibited Conduct on the Naropa’s behalf. Naropa OWAs.
  • Parties. The collective term for the Complainant(s) and Respondent(s) involved in a complaint. 
  • Pregnancy or Related Conditions. Pregnancy, childbirth, termination of pregnancy, or lactation, in vitro fertilization (IVF), medical conditions related thereto, or recovery therefrom.
  • Process A. The Formal Grievance Process detailed in the procedures and defined above. 
  • Process B. The Administrative Resolution Process detailed in Appendix C that only applies when Process A does not, as determined by the Civil Rights Compliance & Title IX Coordinator.
  • Protected Characteristic. Any characteristic for which a person is afforded protection against Discrimination and Harassment by federal or Colorado state law, or Naropa University policy.
  • Reasonable Person. A reasonable person under similar circumstances and with similar identities to the Complainant.
  • Relevant Evidence. Evidence that tends to prove or disprove any element of an offense or any issue materials to resolving a complaint.
  • Remedies. Typically, post-Resolution actions directed to the Complainant and/or the community as mechanisms to address safety, prevent recurrence, and restore access to Naropa’s Education Program or Activity.
  • Respondent. A person who is alleged to have engaged in conduct that could constitute Discrimination based on a Protected Characteristic, Harassment, or Retaliation for engaging in a protected activity under the Policy, or Other Prohibited Conduct.
  • Resolution. The result of an Informal Resolution, Formal Grievance Process, or Administrative Resolution Process.
  • Sanction. A consequence imposed on a Respondent who is found to have violated the Policy.
  • Sex. Birth Sex (under Title IX). Outside Title IX, Sex can include gender identity, gender expression, sexual orientation, sex characteristics, and sex stereotypes.
  • Student. Any individual who has accepted an offer of admission, or who is registered for or enrolled in for-credit or non-credit-bearing coursework, and who maintains an ongoing educational relationship with the Naropa University.

Kindness. Respect. Due Process.

Naropa University is committed to providing a fair, equitable, and transparent process when a report of sexual harassment or sexual misconduct is made under Title IX. Whether you are a complainant (the individual who brought forward a report and who has allegedly been subjected to conduct that could constitute Discrimination, Harassment, Retaliation or Other Prohibited Conduct under the Policy) or a respondent (the individual alleged to have violated the Policy and engaged in conduct that could constitute Discrimination based on a Protected Characteristic, Harassment, or Retaliation for engaging in a protected activity under the Policy, or Other Prohibited Conduct), you can expect the following throughout the formal grievance process and Naropa University’s Equal Opportunity, Harassment, and Nondiscrimination Policy (for all Faculty, Students, Employees and Third Parties) policies and procedures.

Complainant and Respondent

  • Respect and Fair Treatment. Both parties will be treated with dignity, provided equal access to resources and information, and supported throughout the process.
  • Supportive Measures. Regardless of whether a formal complaint is filed, both parties are eligible for non-disciplinary, non-punitive supportive measures such as referrals to mental health counseling, community-based and national service providers, safety planning, academic support, no-contact orders, timely warnings, or changes to housing or work assignments. Please see p. 15 for a more comprehensive list of supportive measures.  
  • Written Notice of Allegations (NOIA). If a Formal Complaint is filed, both parties will receive a written notice that includes a summary of the allegations, the names of the parties involved (if known), the precise misconduct being alleged, the date and location of the incident(s) (if known), the specific policies/offenses implicated, information regarding Advisors, and a reminder that the respondent is presumed not responsible until a determination is made.  Please see p. 54 of the Policy for a more comprehensive explanation of a NOIA. 
  • Advisor of Choice. Each party may have an advisor of their choice (including an attorney) or one appointed by Naropa University present at all stages of the grievance process, including the live hearing. Rocky Mountain Victim Law Center is a Colorado nonprofit law firm providing free legal services to victims of crime in Colorado through our Victim Rights Legal Services, Legal Information Network of Colorado, and Title IX programs.  Please see p. 47 of the Policy for further information on the role of Advisors.
  • Investigation. Naropa University partners with Grand River Solutions to conduct investigations that are thorough, reliable, impartial, prompt, and fair.  An Investigator will interview all available, relevant Parties and witnesses, obtaining Relevant Evidence, and identifying sources of expert information, as necessary. Please see p. 57 of the Policy to learn more about Investigation.  
  • Access to Evidence. Both parties will have equal opportunity to review and respond to the evidence gathered during the Investigation and before any determination. Please see p. 58 of the Policy for information on evidence.  
  • Live Hearing with Cross-Examination (Process A). A live hearing will be held as part of the formal process, during which each party’s advisor will have the opportunity to cross-examine the other party and any witnesses. The decision-maker (not the investigator) will determine responsibility. Please see p. 42 of the Policy for Formal Grievance Process A.  
  • Impartial Decision-Makers. All decision-makers, investigators, and hearing officers will be trained, impartial, and free from conflict of interest or bias. Naropa University partners with Grand River Solutions to fill the above-mentioned roles.  
  • Written Determination. Both parties will receive a written outcome that includes the findings of fact, rationale for the decision, and any sanctions or remedies, if applicable by the Hearing Decision-Maker (Process A) or Decision-maker (Process B). Please see p. 42 of the Policy for more information on Process A and p. 78 of the Policy for more information on Process B.  
  • Appeal Rights. Both parties have the right to appeal the outcome on specific grounds (e.g., procedural irregularity, new evidence, or conflict of interest by officials involved). Any party may submit an appeal to the Civil Rights Compliance and Title IX Coordinator within 10 business days of the delivery of the notice of outcome. Please see p. 71 of the Policy for Process A and p. 99 for Process B of the Policy for further information on Appeals.

Complainants

  • Autonomy in Participation. You are not required to participate in a formal grievance process to receive supportive measures. You may choose whether or not to file a formal complaint.  
  • Protection Against Retaliation. Retaliation for filing a complaint or participating in the process is strictly prohibited. Reports of retaliation will be addressed promptly.

Respondents

  • Presumption of Non-Responsibility. You are presumed not responsible for the alleged conduct until the process concludes and a determination is made.
  • Opportunity to Respond. You will have the chance to respond to the allegations, present evidence, identify witnesses, and provide your own perspective during the investigation and/or hearing.

All Naropa University Faculty and Employees (including Student-Employees), other than those deemed Confidential Employees, are Mandated Reporters and are expected to promptly report all known details of actual or suspected Discrimination, Harassment, Retaliation, and/or Other Prohibited Conduct to appropriate officials immediately, although there are some limited exceptions. Supportive measures may be offered as the result of such disclosures without formal Naropa University action. 

Further, Naropa University employees are strongly encouraged to report or refer pregnancy or pregnancy-related conditions to the Office of Civil Rights & Title IX. Individuals who are pregnant can receive information about their rights and access accommodations as needed. They are also encouraged to engage with the Office of Accessibility Resources (OAR) to request accommodations for temporary conditions. To access OAR services, please email disability@naropa.edu.  The Office of Civil Rights & Title IX and the Office of Accessibility Resources (OAR) can collaborate to support pregnant students by ensuring they receive both legal protections and appropriate accommodations.

Complainants may want to carefully consider whether they share personally identifiable details with Mandated Reporters, as those details must be shared with the Civil Rights Compliance & Title IX Coordinator. 

If a Complainant expects formal action in response to their allegations, reporting to any Mandated Reporter can connect them with resources to report alleged crimes and/or Policy violations, and these Employees will immediately pass reports to the Civil Rights Compliance & Title IX Coordinator (and/or police, if desired by the Complainant or required by law), who will act when an incident is reported to them. 

The following sections describe the available reporting options for a Complainant or third party (including parents/guardians when appropriate):

Confidential Resources

To enable Complainants to access support and resources without filing a Formal Complaint, Naropa University has designated specific resources as Confidential. Those designated by the Naropa University as Confidential Resources are not required to report actual or suspected Discrimination, Harassment, Retaliation, or Other Prohibited Conduct in a way that identifies the Parties. They will, however, offer options and resources without any obligation to inform an outside agency or Naropa University official unless a Complainant has requested the information be shared.

If a Complainant would like the details of an incident to be kept confidential, the Complainant may speak with the following: 

  • TimelyCare licensed professional counselors, a third-party vendor contracted with Naropa University to offer confidential counseling.
  • Individuals, local or other agencies protected by confidentiality and privilege as seen below.

Failure of a Mandated Reporter, as described above, to report an incident of Discrimination, Harassment, Retaliation, or Other Prohibited Conduct of which they become aware is a violation of Naropa University policy and can be subject to disciplinary action for failure to comply/failure to report. This also includes situations when a Respondent is a Mandated Reporter. Such individuals are obligated to report their own misconduct, and failure to do so is a chargeable offense under the Policy.

A Mandated Reporter who is themselves a target of Discrimination, Harassment, Retaliation, or Other Prohibited Conduct under the Policy is not required to report their own experience, though they are encouraged to do so.

In addition, Complainants may speak with individuals unaffiliated with Naropa University without concern that Policy will require them to disclose information to the institution without permission. Such individuals include:

  • Licensed professional counselors and other medical providers
  • Local rape crisis counselors
  • Domestic Violence resources 
  • Local or state assistance agencies 
  • Clergy/Chaplains
  • Attorneys

Anonymous Notice to Mandated Reporters

At the request of a Complainant, a Mandated Reporter may give the Civil Rights Compliance & Title IX Coordinator Notice without identifying the Complainant. The Mandated Reporter cannot remain anonymous themselves. 

If a Complainant has requested that a Mandated Reporter maintain the Complainant’s anonymity, the Mandated Reporter may do so unless it is reasonable to believe that a compelling threat to health or safety could exist. The Mandated Reporter can consult with the Civil Rights Compliance & Title IX Coordinator on that assessment without revealing personally identifiable information. 

Anonymous Notice will be investigated by Naropa University to the extent possible, both to assess the underlying allegation(s) and to determine if supportive measures or remedies can be provided. However, an anonymous Notice typically limits the Recipient’s ability to investigate, respond, and provide remedies, depending on what information is shared. 

When a Complainant has made a request for anonymity, the Complainant’s personally identifiable information may be withheld by a Mandated Reporter, but all other details must be shared with the Civil Rights Compliance & Title IX Coordinator. Mandated reporters may not be able to maintain requests for anonymity for Complainants who are minors, elderly, and/or disabled, depending on state reporting of abuse requirements. Consult with the Civil Rights Compliance & Title IX Coordinator in such situations.

Reporting options are as follows:

  • Contacting the Civil Rights Compliance & Title IX Coordinator at 303.245.4717
  • Mailing your report to:

The Office of Civil Rights & Title IX

2130 Arapahoe Avenue

Boulder, CO 80302

By and large, Boulder is a relatively safe community. However, it is not without crime and concerns for physical safety. Sexual assaults, interpersonal violence, and aggressive behavior do occur both in the Boulder and Denver communities and, occasionally, on-campus.

It is best to plan ways to stay safe ahead of time.

Safety Tips

  • Familiarize yourself with campus and with safe spaces around town.
  • Report suspicious activity to the proper authorities.
  • Make sure to personalize your safety settings on social media, including location settings.
  • Be mindful of privacy settings and social media platforms.
  • Put emergency numbers, such as campus safety and the police, into your phone.
  • Save friends’ phone numbers in your contacts (do not rely on their social media accounts for communication).
  • Attend a campus workshop or program on sexual violence risk reduction.
  • Avoid walking alone at night.
  • Lock doors and secure belongings.
  • Pay attention to residence hall or apartment visitors.
  • Always make sure your phone is charged and carry identification (Student ID, license.
If you go out on a date, or plan to hook up:
  • Complete a self-check in—what are your wants, needs and/or expectations; and then make sure you communicate clearly with the other person what you do and don’t want to happen.
  • Let a friend or two know where you are going and when you plan to be back.  Ask the friend(s) to call or text you during the date as a wellness check. 
  • Share your location with a trusted friend.
  • Plan to meet in a public location if you are meeting someone you don’t know well.
  • Only drink something you have poured yourself or that comes from a sealed container.
  • Use good Judgment and speak up if you get uncomfortable.
If you do choose to go out and party:
  • Go out with friends, and make a plan ahead of time (including safe transportation).
  • Be mindful of your alcohol and drug intake, and watch your drink.
  • Trust your instincts and use good Judgment.
  • Be aware of sudden changes in how your body feels, and tell a friend immediately.
  • If you arrive as a group, leave as a group.
  • If you feel unsafe tell your friends and make a backup/ exit plan (including safe transportation).
  •  

Naropa University does not discriminate in its education program or activity against any applicant for admission, student, applicant for employment, or employee on the basis of current, potential, or past pregnancy or related conditions as mandated by Colorado State law and Federal Civil Rights laws and regulations (Title VII, Pregnant Workers Fairness Act, Americans with Disabilities Act, and Title IX). Naropa University prohibits members of the Naropa community from applying any rule or taking any action which treats an applicant for admission, student, applicant for employment, or employee differently on the basis of current, potential, or past parental, family, or marital status. This policy and its pregnancy-related protections apply to all pregnant students.

Naropa University employees should refer to the Employee Handbook in regards to pregnancy and pregnancy-related conditions, new family (fostering, adoption, placement etc.), and family care. For inquiries regarding the above-mentioned concerns, please contact Human Resources at humanresources@naropa.edu.  

Definitions

  • Familial Status. The configuration of one’s family or one’s role in a family.  
  • Marital Status. The state of being married or unmarried as determined by Colorado state and Federal laws.   
  • Parental Status. The status of a person who, with respect to another person who is under the age of 18; is a biological, adoptive, foster, or stepparent; a legal custodian or guardian; in loco parentis with respect to such a person; or actively seeking legal custody, guardianship, visitation, or adoption of such a person.  Please note that Parental status is not a protected class in the State of Colorado or in Naropa University’s Equal Opportunity, Harassment, and Discrimination Policy (for faculty, students, employees, and third parties). For a list of protected characteristics, please see page 8 of the Policy. 
  • Pregnancy and Related Conditions. Pregnancy, childbirth, false pregnancy, termination of pregnancy, lactation, medical conditions related thereto, or recovery therefrom.
  • Reasonable Modifications. Individualized modifications to Naropa University’s policies, practices, or procedures to prevent discrimination on the basis of pregnancy or a related condition and that do not fundamentally alter Naropa University’s education program or activity.

Information Sharing Requirements

Any Naropa University employee who becomes aware of a student’s pregnancy or related condition is encouraged to provide the student with the Title IX Coordinator’s contact information and explain that the Civil Rights and Title IX Coordinator can help take specific actions to prevent discrimination and ensure equal access to Naropa University’s education programs and activities. 

Upon notification of a student’s pregnancy or related condition, the Civil Rights and Title IX Coordinator will contact the student and inform the student of Naropa University’s obligations to prohibit sex discrimination on the basis of pregnancy or related conditions. Additionally, the Title IX Coordinator will inform the student of Naropa University’s ability to:

  • Provide Reasonable Modifications
  • Allow access, on a voluntary basis, to any separate and comparable portion of the institution’s education program or activity
  • Allow a voluntary leave of absence while minimizing any related penalties
  • Allow continued participation in all programs and activities, including athletics
  • Ensure lactation space availability

When a student is experiencing pregnancy-related conditions, the Civil Rights and Title IX Coordinator will notify the student that Naropa University will treat pregnancy as comparable to other temporary medical conditions for medical benefit, service, plan, or policy purposes. The Civil Rights and Title IX Coordinator will also notify the student of the process to file a complaint for alleged discrimination, harassment, or retaliation, as applicable. 

Reasonable Modifications

Students who are pregnant or are experiencing related conditions may request Reasonable Modifications to ensure equal access to Naropa University’s education programs and activities and to prevent sex discrimination. Any student seeking Reasonable Modifications must contact the Title IX Coordinator to discuss appropriate and available Reasonable Modifications based on the pregnant student’s individual needs. Students are encouraged to request Reasonable Modifications as promptly as possible. Retroactive modifications may be available in limited circumstances. Reasonable Modifications are voluntary, and a student can accept or decline the Reasonable Modifications offered. Not all Reasonable Modifications are appropriate for all contexts.  Whether or not a modification is reasonable is determined on a case-by-case basis and at the discretion of the Civil Rights Compliance and Title IX Coordinator or designee.  

Reasonable Modifications may include:

  • Breaks during class to express breast milk, breastfeed, or attend to health needs associated with pregnancy or related conditions, including eating, drinking, or using the restroom
  • Intermittent absences to attend medical appointments
  • Access to online or remote courses, or services, when possible
  • Changes in schedule or course sequence
  • Time extensions for coursework and rescheduling of tests and examinations
  • Allowing a student to sit or stand, or carry or keep water nearby
  • Counseling
  • Changes in physical space or supplies (for example, access to a larger desk or a footrest)
  • Elevator and parking access
  • Adaptive equipment, e.g., larger desk or chair
  • Other reasonable changes to policies, practices, or procedures determined by the Civil Rights Compliance and Title IX Coordinator or designee

In situations such as internships, practicum, group and/or field work, performances, intensives, retreats etc., the institution will work with the student and possibly the Office of Accessibility Resources (please see below) to devise a path to completion, if possible. In progressive curricular and/or cohort-model programs, medically necessary leaves are sufficient cause to permit the student to shift course order, substitute similar courses, or join a subsequent cohort when returning from leave. The Civil Rights and Title IX Coordinator will work with students, their faculty members, and Naropa University’s support systems to devise a plan for how to best address the conditions as pregnancy progresses, anticipate the need for leaves, minimize the academic impact of their absence, and get back on track as efficiently and comfortably as possible.  In the event a student inquires about an incomplete, the student is encouraged to work with the Office of Civil Rights and Title IX and their academic advisor to learn about the incomplete process.  

Supporting documentation for Reasonable Modifications will only be required when it is necessary and reasonable under the circumstances to determine which Reasonable Modifications to offer, or to determine specific actions to take to ensure equal access.  Information about pregnant students’ requests for modifications will be shared with faculty and staff only to the extent necessary to implement the Reasonable Modification.

Students experiencing pregnancy-related conditions that manifest as a temporary disability under the Americans with Disabilities Act (ADA) or Section 504 of the Rehabilitation Act are eligible for reasonable accommodations just like any other student with a temporary disability. The Civil Rights and Title IX Coordinator may refer students in this situation to the Office of Accessibility Resources (OAR) to ensure they receive the accommodations required by law.  Pregnant people can engage with OAR to request accommodations by emailing disability@naropa.edu. The Office of Civil Rights & Title IX and OAR can collaborate to support pregnant students by ensuring they receive both legal protections, supportive measures, and accommodations.

Medical Clearance to Participate

All students should be informed of health and safety risks related to participation in academic and co-curricular activities, regardless of pregnancy status. A student is not required to provide a healthcare provider or other certification that the student is physically able to participate in the program or activity to staff and/or faculty, unless:

  • The certified level of physical ability or health is necessary for participation; 
  • The institution requires such certification of all students participating; and
  • The information obtained is not used as a basis for pregnancy-related discrimination

Lactation Space Access

Naropa University provides students and employees with access to lactation spaces that are functional, appropriate, and safe. Such spaces are regularly cleaned, shielded from view, and free from the intrusion of others. Restrooms will not be designated as appropriate lactation spaces.

Lactation spaces are located in the following locations:

  • Arapahoe Campus, Wulsin Building, 1st floor, 5114
  • Nalanda Campus (there is one building), 2nd floor, 9272

Lactation spaces should remain unlocked when not in use.  If a lactation space is seemingly in use when needed, please contact the Office of Civil Rights and Title IX for support and further instruction.  If two persons need the space at similar times, the Civil Rights and Title IX Coordinator will arrange scheduled times for all participating parties and, if needed, provide agreements of use.  

Leaves of Absence (LOA)

Students are permitted to take a voluntary leave of absence for a reasonable time as deemed medically necessary by their healthcare provider because of pregnancy and/or the birth, adoption, or placement of a child. The leave term may be extended in the case of extenuating circumstances or medical necessity. Students who do not complete the semester, even on an approved LOA, will be considered withdrawn from that semester and are subject to the tuition refund policy and return to Title IV calculations, which may mean a reduction in funds linked to the R2T4 policy. Given this, students may incur a balance due to the University for leaving mid-way through a semester.  

Students who take a leave from the University, or reduce course work to less than half-time, will also have their enrollment status change reported to the National Student Loan Data System (NSLDS). Students who are not attending at least half-time may enter their grace period for current student loans and/or enter repayment for any previous student loans. For further information regarding Financial Aid, please contact tuition@naropa.edu.

To initiate a leave of absence, the student must contact the Office of Civil Rights and Title IX Coordinator at least 30 calendar days prior to the initiation of leave, or as soon as practicable. Students are encouraged to work with both their academic advisor and the Civil Rights and Title IX Coordinator to initiate the Leave of Absence process. The academic advisor and Civil Rights and Title IX Coordinator will assist the student in completing any necessary paperwork.

A student who is pregnant or experiencing pregnancy-related conditions, who requests a LOA, and is living in a Naropa University residence hall, and has no immediate off-campus housing option, may request a temporary stay in writing to the Office of Civil Rights and Title IX as a supportive measure. The Civil Rights and Title IX Coordinator will work with the Director of Campus and Residential Life, the Dean of Students, and/or the Vice President for Development, Enrollment, and Student Success to grant permission. This kind of request will be considered on a case-by-case basis and is at the discretion of the Civil Rights and Title IX Coordinator and/or designee.

A pregnant student’s recipient housing status will not be altered based on pregnancy status unless requested by the student. Pregnant students may remain in Naropa University housing while pregnant.  Naropa University does not offer family housing. Students will not be able to return to Naropa residence hall with a dependent.  

Students who elect a LOA via this policy, and who receive health insurance through Naropa’s undergraduate health insurance plan, should contact Tashi Browder (tashi@naropa.edu) for information regarding coverage.   

Naropa University cannot guarantee the same scholarships, fellowships, or similar Naropa University-sponsored funding upon return from a LOA. Students are encouraged to work with the Office of Civil Rights and Title IX, whom will consult with Student Financial Services to evaluate a student’s individual situation and financial aid considerations.  

Postpartum or Postpartum Experience

Students receiving support for pregnancy and pregnancy-related conditions in a postpartum or postpartum experience should remain in good faith communication with the Civil Rights Compliance and Title IX Coordinator for ongoing supportive measures. A postpartum experience may include an abortion, stillborn birth, postpartum depression, medical procedures, etc. Additionally, students should continue to work with the OAR for ongoing support of a temporary disability. Together, the Office of Civil Rights and Title IX and OAR may provide ongoing and/or updated supportive measures and accommodations that meet the medical needs related to postpartum or a postpartum experience, so the student may continue to access their education. Requests for this kind of ongoing support will be considered on a case-by-case basis and at the discretion of the Office of Civil Rights and Title IX, and either in consultation or collaboration with OAR.  

Policy Dissemination and Training

Naropa University’s Equal Opportunity, Harassment, and Nondiscrimination Policy (for faculty, students, employees, and third parties) includes pregnancy and related conditions in Appendix K.  A copy of Appendix K will be posted on Naropa University’s website and specifically on the Civil Rights and Title IX page. The Naropa community will be alerted to this appendix via new student orientations, the Student Handbook, the Graduate School of Counseling Student Guidebook, and annual mandated training for Naropa faculty and staff.  The Office of Civil Rights and Title IX will make educational materials available to all members of the Naropa University community to promote compliance with this policy and familiarity with its procedures.

Complaints

Students who wish to make a complaint regarding discrimination, harassment, or retaliation on the basis of current, potential, or past pregnancy or related conditions may do so by submitting a report or contacting the Civil Rights and Title IX Coordinator directly.

Sarah Scarchilli, M.Ed.

Civil Rights and Title IX Coordinator

Lincoln Building, 2nd floor, 4210

303.245.4717

Emma Vogel, MS.c.

Director of Student Accountability and Advocacy, and Lead Deputy Title IX Coordinator

Wulsin Hall, 2nd floor, 5244

303.546.3508

Naropa University 

2130 Arapahoe Avenue
Boulder, CO 80302

303.245.4717

titleix@naropa.edu

Naropa.edu

The Office of Civil Rights Compliance and Title IX ensures the rights to religious freedom and is required to provide accommodation for religious practices.  

  • Students seeking religious accommodation are primarily encouraged to work directly with their faculty member.  
  • Faculty and staff are primarily encouraged to work directly with their supervisor.  
  • All members of the Naropa Community may work with this Office for support and record keeping via the Maxient database.  

For more information regarding support and record keeping, please email titleix@naropa.edu or Bob Brown, Human Resources Assistant Director, bbrown@naropa.edu.  

Title VII and Religious Accommodation 

Title VII of the Civil Rights Act of 1964 ensures religious freedom in college settings. This means Naropa is committed to providing reasonable accommodations for student religious practices, unless it creates undue hardship for the institution or directly impacts a student’s graduation requirements.

  • Religious accommodation requests should be handled on a semester basis
  • Missed time or work for religious purposes in the classroom or work environment should never be penalized if it is a pre-planned, timely request (key phrase, timely request).
  • Faculty must reasonably accommodate students’ needs/requests to exercise a religious practice and not merely assess the reasonableness of a particular accommodation. Faculty are encouraged to consult with the Office of Civil Rights and Title IX with questions or concerns.
  • If the student needs to miss class related to a religious practice/observance, excuse the absence with no penalty and provide support for the student for any in-class discussion/material provided that day. Students may also make up exams. Counting an absence for a religious practice/observance against other allowable absences is not considered reasonable.
  • Employees may also seek religious accommodations: Scheduling changes and voluntary shift substitutions, Modification of dress codes, designating a private location in the workplace for observance, Using paid vacation or unpaid leave, and Job reassignments.

Process for Religious Accommodation Requests

To streamline the process and ensure proper documentation, please provide the following information when communicating with faculty, supervisors, or this Office: 

Email the appropriate parties.  

In this email, please provide the following information: 

  • The subject of the email should read Religious Accommodation
  • Self-Identification of Religion
  • your student ID #
  • List of Faculty for the current semester,
  • Dates of potential absences
  • List of reasonable requests for review (based on religious type and needs);
  • Stay in communication with faculty, supervisor or this Office;
  • Remind faculty of your needs AHEAD of a religious event; and
  • Plan to provide reasonable dates and timelines for missed assignments, exams, etc.; and
  • Use Naropa communication tools: email and Canvas for official communications.
  • Any member of the Naropa community may include titleix@naropa.edu in their correspondence

Contact the Office of Civil Rights Compliance and Title IX if you have questions or concerns; and

Request religious accommodations each semester. Please plan to connect with faculty at the beginning of each semester (put a note in your phone before the beginning of each semester to serve as a reminder).

The Civil Rights Act of 1964 

Students

Title VI of the Civil Rights Act of 1964 prohibits student discrimination. Title VI makes it illegal for schools that receive federal funds to discriminate based on the following protected characteristics:

  • race, 
  • color, or 
  • national origin in programs or activities that receive federal financial assistance. Title VI states that:

Under Title VI, discrimination based on race, color, or national origin is prohibited. This can include:

  • Denying services or benefits based on race, color, or national origin.
  • Segregating or treating individuals differently in any program receiving federal funds.
  • Policies or practices that, while neutral on the surface, have a disparate impact on protected groups (e.g., policies that disproportionately affect one racial group over another).

No person in the United States shall, on the ground of race, color, or national origin, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any program or activity receiving federal financial assistance.

Employees

Title VII of the Civil Rights Act of 1964 prohibits employment discrimination. Title VII makes it illegal for employers to discriminate against employees or job applicants based on certain protected characteristics:

  • Race
  • Color
  • Religion
  • Sex (including pregnancy, sexual orientation, and gender identity)
  • National Origin

More recently Title VII Updates and Interpretations include:

  • The Bostock v. Clayton County decision (2020) by the U.S. Supreme Court clarified that Title VII’s prohibition of discrimination “because of sex” includes discrimination based on sexual orientation and gender identity.
  • Title VII now explicitly protects against discrimination on the basis of pregnancy, childbirth, or related medical conditions.

 Laws That Protect Against Religious Discrimination

While Title VI does not cover religious discrimination, other laws provide such protections:

  • Title VII of the Civil Rights Act of 1964: Prohibits employment discrimination based on religion, among other categories. It requires employers to provide reasonable accommodations for employees’ religious practices unless it causes undue hardship.
  • The First Amendment: Protects individuals’ rights to freely exercise their religion and prohibits the government from establishing a religion.
  • The Religious Freedom Restoration Act (RFRA): Protects individuals’ religious practices from government interference, unless there is a compelling government interest.
  • The Equal Access Act: Requires public schools to allow religious groups the same access to facilities as non-religious groups if they receive federal funding.

Federal Protections for Students, Faculty & Staff

  • The Americans with Disabilities Act (ADA) of 1990 provides comprehensive civil rights protections to individuals with disabilities in the areas of employment, state and local government services, public accommodations, transportation, and telecommunications.  
  • The Pregnancy Discrimination Act (PDA) of 1978 is a federal law that prohibits employment discrimination based on pregnancy, childbirth, or related medical conditions. The PDA protects job applicants and employees from adverse actions, such as: firing, demotion, refusal to hire, forced leave, and harassment. 

Colorado Protected Classes: Students, Faculty & Staff

Colorado-protected classes are not necessarily the same as federal-protected classes.  Some protected classes in Colorado may overlap with federal protections (Title VII of the Civil Rights Act of 1964 for employment) while others, such as protections related to sexual orientation or gender identity, are specifically included in Colorado’s state laws but may not be fully covered under federal law in certain circumstances.  These protections apply in various contexts, including employment, housing, public accommodations, etc. 

Below are the Colorado-protected classes and descriptors:

1. Race

  • Protection against discrimination based on race, color, or ethnicity.

2. Color

  • Discrimination based on a person’s skin color is prohibited.

3. National Origin

  • Protects individuals from discrimination based on their country of origin, ancestry, or ethnicity.

4. Sex

  • Protection against discrimination based on sex, which includes gender. This includes:
    • Gender identity and expression: This includes protections for transgender individuals.
    • Pregnancy: Discrimination on the basis of pregnancy, childbirth, or related medical conditions is prohibited.

5. Disability

  • Protection against discrimination based on physical or mental disabilities, including the requirement for reasonable accommodations in employment or housing.

6. Age

  • Protection against discrimination based on age, typically for individuals 40 years of age and older (aligned with the federal Age Discrimination in Employment Act, though the state may extend this protection in certain cases).

7. Sexual Orientation

  • Protection against discrimination based on sexual orientation, including heterosexual, homosexual, and bisexual orientations.

8. Marital Status

  • Prohibits discrimination based on whether a person is married, divorced, single, or in a domestic partnership.

9. Religion

  • Protection against discrimination based on religious beliefs or practices, including protections for individuals with nontraditional or no religious affiliation.

10. Creed

  • Protects individuals based on their belief system or personal philosophy, even if it does not conform to traditional religious beliefs.

11. Genetic Information

  • Discrimination based on an individual’s genetic information is prohibited, including family history of disease or genetic testing results.

12. Veteran Status

  • Protects veterans and members of the military from discrimination based on their service.

13. Ancestry

  • Prohibits discrimination based on an individual’s ancestral heritage or family lineage.

14. Income

  • In some cases, individuals are protected against discrimination based on income, particularly in housing.

15. Political Affiliation or Belief (in certain contexts)

  • Protection against discrimination based on an individual’s political beliefs or affiliations in some settings (though this is more common in government and public employment).

Report a Concern

Naropa University

Naropa students, faculty and staff who feel they may have been discriminated against based on a protected class are encouraged to report their concerns to the Office of Civil Rights and Title IX:

https://cm.maxient.com/reportingform.php?NaropaUniv&layout_id=0 or titleix@naropa.edu

Faculty and staff are also welcome to report concerns to Naropa’s Office of Human Resources

Phone: (303) 245-4700 // Email: humanresources@naropa.edu 

Colorado Civil Rights Commission

The Colorado Civil Rights Commission (CCRC) enforces the state’s anti-discrimination laws. It investigates complaints of discrimination in employment, housing, and public accommodations. Complaints can be filed with the CCRC if someone believes they have been discriminated against due to any of the protected classes listed above.

Colorado Anti-Discrimination Act

The Colorado Anti-Discrimination Act (CADA) prohibits discrimination in employment, housing, and public accommodations based on protected classes. The Colorado Civil Rights Division (CCRD) enforces CADA by investigating complaints, mediating, and providing education. CADA protects against discrimination based on race, color, religion, sex, national origin, age, disability, genetic information, sexual orientation, gender identity, gender expression, creed, ancestry, marital status, and pregnancy.  

The following passages come from Colorado Revised Statutes, Sections 24-34-402.5, and Colorado’s Anti-Discrimination Act, which addresses various forms of unlawful discrimination in employment, including discrimination based on lawful off-duty activities:

Colo. Rev. Stat. § 24-34-402.5
(1) It shall be a discriminatory or unfair employment practice for an employer to terminate the employment of any employee due to that employee’s engaging in any lawful activity off the premises of the employer during nonworking hours unless such a restriction:
(a) Relates to a bona fide occupational requirement or is reasonably and rationally related to the employment activities and responsibilities of a particular employee or a particular group of employees, rather than to all employees of the employer
(b) Is necessary to avoid a conflict of interest with any responsibilities to the employer or the appearance of such a conflict of interest.

This statute helps protect employees’ rights to engage in lawful activities outside of work without fear of being fired for those activities. However, it provides exceptions when the activity could interfere with the employer’s business interests or create a conflict of interest. This law underscores Colorado’s commitment to protecting employees from unjust termination for lawful activities unrelated to their employment but also allows employers to set reasonable and necessary restrictions based on job requirements or conflicts of interest.

Naropa University partners with Grand Rivers Solutions, a third-party vendor specializing in Title IX support. Naropa hires Grand River Solutions if, and when, a Title IX report moves through a preliminary review to a formal investigation. Grand River Solution’s Title IX team may serve as investigator, hearing officer, and/or decision maker. It is common practice for small schools like Naropa to partner with an educational community of experts for non-bias and fair resolutions and outcomes. Please find a direct link to Grand River Solutions Title IX website.

The Clery Act, officially the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act, is a federal law that requires colleges and universities to disclose information about campus crime and safety. This includes an annual security report, a daily crime log, and timely warnings for certain crimes. The goal is to provide students and employees with accurate information about campus safety so they can make informed decisions. 

Key aspects of the Clery Act:

  • Annual Security Report (ASR)
  • Daily Crime Log
  • Campus Security Authorities (CSAs)
  • Reporting to the U.S. Department of Education
  • Enforcement

Clery and Title IX

Certain institutional officials (those deemed Campus Security Authorities) have a duty to report the following for federal statistical reporting purposes (Clery Act):

  • All “primary crimes,” which include criminal homicide, Sexual Assault, robbery, aggravated assault, burglary, motor vehicle theft, and arson
  • Hate crimes, which include any bias-motivated primary crime as well as any bias-motivated larceny or theft, simple assault, intimidation, or destruction/damage/vandalism of property
  • Violence Against Women Act (VAWA-based crimes), which include Sexual Assault, Domestic Violence, Dating Violence, and Stalking
  • Arrests and referrals for disciplinary action for weapons law violations, liquor law violations, and drug law violations

All personally identifiable information is kept private, but statistical information regarding the type of incident and its general location (on or off campus or in the surrounding area, but no addresses are given) must be shared with the Office of Safety & Facilitates for publication in the Annual Security Report and daily campus crime log. Campus Security Authorities include student affairs, student conduct staff, facilities staff, residence life staff, human resources staff, advisors, and any other official with significant responsibility for Student and campus activities (p. 35, Policy).

For information on Naropa University’s Campus Security and Fire Safety report, please visit: https://www.naropa.edu/campus-safety/.

Anti-Hazing Policy

A Commitment to Safety and Respect

Naropa University is committed to fostering a safe, inclusive, and respectful environment for all students. Hazing in any form—whether physical, emotional, or psychological—is strictly prohibited and will not be tolerated. Hazing undermines Naropa University’s values of community, compassion, and creative and critical engagement for the body, mind and soul with mutual respect on a contemplative campus.

The University enforces a zero-tolerance policy toward hazing and complies fully with Colorado and federal laws regarding hazing prevention. All student organizations and campus groups are expected to uphold this standard and promote positive, responsible forms of community building.

Naropa students are encouraged to speak out against hazing and support one another in creating a culture of accountability and care. Through education, awareness, and strong community partnerships, Naropa strives to eliminate hazing and ensure every student can thrive academically, socially and emotionally in a safe and supportive environment. Students may report concerns privately to a Naropa University employee and can expect a response within two business days.

Under Colorado Law, Colorado Revised Statutes § 18-9-124 –Hazing, hazing is defined as:

“Any activity by which a person recklessly endangers the health or safety of or causes a risk of bodily injury to an individual for purposes of initiation or admission into or affiliation with any student organization.”

Examples of Hazing may include but are not limited to:

  • Forced consumption of food, alcohol, or drugs.
  • Prolonged physical activity or sleep deprivation.
  • Acts of physical brutality, threats, or humiliation.

Key elements under Colorado law:

  • Hazing is a class 3 misdemeanor;
  • The law applies specifically to student organizations, typically in educational institutions.
  • Consent of the participant is not a defense.
Federal Stop Campus Hazing Act (2023)

“Any intentional, knowing, or reckless act committed by a student, whether individually or in concert with others, against another student, in connection with an organization affiliated with a postsecondary institution, that—

  • contributes to a substantial risk of physical injury, mental harm, or degradation; or
  • causes physical injury, mental harm, or personal degradation.”

Reporting Hazing

Naropa University community members who experience or witness potential acts of hazing are encouraged to immediately report a Student Conduct Report (Naropa Reporting Form.). Your safety and the safety of others is paramount.

Retaliation for reporting hazing is strictly prohibited. Victims who report truthfully will not be individually penalized for their participation in the hazing activity.

Consequences of Hazing

Naropa University is committed to educating our campus community on hazing prevention and fostering a safe, positive environment for all students’ involvement.

For the purposes of the Campus Hazing Transparency Report, only organizations that are established or recognized by Naropa University that have been found to be in violation of the university’s standards of conduct related to hazing are included in this report.

 

If you’ve tried to read Naropa University’s procedures for addressing sexual offenses, it can be a challenge to understand some of their complexity. This guide is intended to help explain Naropa University’s responsibility under Title IX and the Violence Against Women Act (VAWA).

VAWA Brochure

For the purpose of the Policy, privacy and confidentiality have distinct meanings. 

Privacy means that information related to Notice or a Formal Complaint will be shared with a limited number of Naropa University Employees who “need to know” in order to assist in the assessment, investigation, and resolution of the Formal Complaint. All Employees who are involved in Naropa University’s response to Notice under the Policy receive specific training and guidance about sharing and safeguarding private information in accordance with state and federal law. The privacy of Student education records will be protected in accordance with the Family Educational Rights and Privacy Act (FERPA). The privacy of Employee records will be protected in accordance with Human Resources policies. 

Confidentiality exists in the context of laws (including Title IX) that protect certain relationships, including those who provide services related to medical and clinical care, mental health providers, counselors, and ordained clergy. The law creates a privilege between certain health care providers, mental health care providers, attorneys, clergy, spouses, and others, with their patients, clients, parishioners, and spouses. Naropa University has designated individuals who can have privileged communications as Confidential Resources. See Section 6 of the Policy for more information about Confidential Resources. 

When information is shared by a Complainant with a Confidential Resource, the Confidential Resource cannot reveal the information to any third party except when an applicable law or a court order requires or permits disclosure of such information. For example, information may be disclosed when: (1) the individual gives written consent for its disclosure; (2) there is a concern that the individual will likely cause serious physical harm to self or others; or (3) the information concerns conduct involving suspected abuse or neglect of a minor under the age of 18, elders, or individuals with disabilities. Confidential Resources may share non-identifiable information for statistical tracking purposes as required by the federal Clery Act. Other information may be shared as required by law.

Debunking Title IX poster

Sexual Misconduct definitions Handout

Colorado Resources

1. Moving to End Sexual Assault (MESA)

Confidential support for survivors of sexual violence

303.443.7300 // Lafayette, CO

2. Safehouse Progressive Alliance for Nonviolence (SPAN)

Emergency shelter, counseling, and advocacy for domestic violence survivors

303.444.2424 // Boulder, CO

3. Boulder Community Health

Sexual Assault Nurse Examiner (SANE) program for forensic evidence

303.415.7000 // Boulder, CO

4. Safe Shelter of St. Vrain

Emergency bilingual counseling, advocacy and shelter for survivors of domestic violence

303.772.4422 // Longmont, CO

5. Longmont Ending Violence (LEVI)

Non-emergency domestic violence information, education and referrals

303.774.4534 // Longmont, CO

6. Colorado Coalition Against Sexual Assault (CCASA)

Statewide organization providing advocacy, support, and resources for sexual assault

303.839.999

7. Domestic Violence Resource Center

Domestic violence resources in Boulder County

303.449.8623 // Boulder County, CO

National Resources

FAQ Related to Title IX

What are some common misconceptions about this Office?

The Office of Civil Rights and Title IX is not a catch-all grievance process. This Office does not provide support for interpersonal conflict, but remains steadfast in interpreting Naropa Policy, Federal laws, and guidelines, which are specifically related to sex-based discrimination and harassment and protected classes. This Office reviews each and every report and responds promptly with offerings of intake meetings, supportive measures, and next steps for due process.

The Office of Civil Rights and Title IX is not an advocacy office. Instead, this Office interprets policy and laws and coordinates processes, which often work towards some kind of resolution. This office seeks to remain impartial and unbiased for all parties involved in a Title IX process. Furthermore, this office provides supportive measures to Naropa community members like mental health counseling (Timely Care), safety planning, Boulder area and National social service agencies, No Contact Orders etc., for purposes of accessing and maintaining parties’ education. For more information on what Title IX is and is not, please find the Debunking Title IX poster.

What happens when the Title IX Coordinator (or Lead Deputy Title IX Coordinator {LDTC}) receives my report?

A member of the Office of Civil Rights and Title IX team will invite you to participate in an intake meeting either in person or virtually. Intake meetings are a part of a discovery period where the Coordinator (or LDTC) asks the reporting party who, what, when, where, why, and how questions related to a report or inquiry. The Coordinator (or LDTC) seeks to learn how your concerns may or may not pertain to Naropa Policy. Additionally, the Coordinator (or LDTC) will review options and next steps, like information on formal complaints, supportive measures, corrective actions, and informal resolutions.

Is my report kept confidential?

No. A Title IX report made directly to a mandated reporter (Naropa employees), via a reporting form or by using the Title IX email, is not confidential. A report is handled with care and discretion, and is considered private, meaning it is shared only with individuals who need to know to respond appropriately (e.g., Title IX Coordinator, Lead Deputy Title IX Coordinator, appropriate Naropa employees, and third parties like Grand River Solutions and at the discretion of the Civil Rights and Title IX Coordinator).

Reported information is not shared with anyone outside of the Naropa Community or third-party Title IX support except as required by law (such as through a court order, subpoena or authorized government agency). The Family Education Rights and Protection Act (FERPA)

protects student records (which include Title IX reports). The Office of Civil Rights and Title IX does not share information with parents or guardians unless a student specifically requests that we do so.

Can I make an anonymous Title IX report?

Yes. Naropa Community members may make an anonymous Title IX report. Anonymous Title IX reports can be helpful for general awareness. However, without knowing who is impacted or who was involved, Naropa University may be limited in its scope to act on the report or launch a formal investigation. Even if you choose to identify yourself, your privacy is protected, and your report will be handled with care and discretion.

How do I make a Title IX report?

File a report or email titleix@naropa.edu. A member of the Office of Civil Rights and Title IX will respond within 2 business days.

What exactly is Title IX?

Title IX of the Education Amendments of 1972 is a federal civil rights law that prohibits discrimination on the basis of sex in educational programs and activities that receive federal financial assistance. “No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving Federal financial assistance.” — Title IX, 20 U.S.C. § 1681

The Office of Civil Rights and Title IX at Naropa University addresses issues like sex-based discrimination, sexual harassment, sexual assault, and discrimination and harassment based on protected class identities. This Office provides faculty, students, employees, and third parties associated with Naropa University with the opportunity to report incidents and guides understanding of procedural options and due process rights (provided in Naropa’s Policy, which is guided by state and Federal laws and regulations).

What kind of training does Naropa provide around Title IX?
Yearly Title IX training is mandatory and tracked for all employees (faculty and staff both), including graduate assistants. The training covers definitions of sexual harassment, mandated reporting, boundaries, privacy, and related topics. Naropa employees are mandated reporters and are required to report any knowledge of sexual misconduct involving students or peers.

How many formal Title IX investigations happen at Naropa?
Reported Title IX cases that require full investigations are very low—less than 2 cases per year over the past five years. Many reports are addressed through supportive measures or early resolution options.

How does Naropa respond to reports of sexual harassment or discrimination?
The Office of Civil Rights and Title IX offers fair and compliant approaches to reports of sexual harassment and sex-based discrimination. The office collaborates with the Office of Student Accountability and Advocacy to ensure that Naropa’s policies are upheld and enforced, even when reports do not meet Title IX thresholds.

Title IX of the Education Amendments of 1972 is a federal civil rights law that prohibits discrimination on the basis of sex in educational programs and activities that receive federal financial assistance.  “No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving Federal financial assistance.”
— Title IX, 20 U.S.C. § 1681

The Office of Civil Rights and Title IX at Naropa University addresses issues like sex-based discrimination, sexual harassment, sexual assault, and discrimination and harassment based on protected class identities.  This Office provides faculty, students, employees, and third parties associated with Naropa University with the opportunity to report incidents and guides understanding of procedural options and due process rights (provided in Naropa’s Policy, which is guided by state and Federal laws and regulations). 

 

Simply click on the report button or email titleix@naropa.edu.  A member of the Office of Civil Rights and Title IX will respond within 2 business days. 

Yes.  Naropa Community members may make an anonymous Title report (link to the form).   Anonymous Title IX reports can be helpful for general awareness.  However, without knowing who is impacted or who was involved, Naropa University may be limited in its scope to act on the report or launch a formal investigation.  Even if you choose to identify yourself, your privacy is protected, and your report will be handled with care and discretion. 

No.  A Title IX report made directly to a mandated reporter (Naropa employees), via a reporting form or by using the Title IX email, is not confidential.  A report is handled with care and discretion, and is considered private, meaning it is shared only with individuals who need to know to respond appropriately (e.g., Title IX Coordinator, Lead Deputy Title IX Coordinator, appropriate Naropa employees, and third parties like Grand River Solutions and at the discretion of the Civil Rights and Title IX Coordinator). 

Reported information is not shared with anyone outside of the Naropa Community or third-party Title IX support except as required by law (such as through a court order, subpoena or authorized government agency).  The Family Education Rights and Protection Act (FERPA) protects student records (which include Title IX reports).  The Office of Civil Rights and Title IX does not share information with parents or guardians unless a student specifically requests that we do so.

=A member of the Office of Civil Rights and Title IX team will invite you to participate in an intake meeting either in person or virtually.  Intake meetings are a part of a discovery period where the Coordinator (or LDTC) asks the reporting party who, what, when, where, why, and how questions related to a report or inquiry.  The Coordinator (or LDTC) seeks to learn how your concerns may or may not pertain to Naropa Policy.  Additionally, the Coordinator (or LDTC) will review options and next steps, like information on formal complaints, supportive measures, corrective actions, and informal resolutions.

The Office of Civil Rights and Title IX is not a catch-all grievance process.  This Office does not provide support for interpersonal conflict, but remains steadfast in interpreting Naropa Policy, Federal laws, and guidelines, which are specifically related to sex-based discrimination and harassment and protected classes.  This Office reviews each and every report and responds promptly with offerings of intake meetings, supportive measures, and next steps for due process. 

The Office of Civil Rights and Title IX is not an advocacy office.  Instead, this Office interprets policy and laws and coordinates processes, which often work towards some kind of resolution.  This office seeks to remain impartial and unbiased for all parties involved in a Title IX process.  Furthermore, this office provides supportive measures to Naropa community members like mental health counseling (Timely Care), safety planning, Boulder area and National social service agencies, No Contact Orders etc., for purposes of accessing and maintaining parties’ education. 

For more information on what Title IX is and is not, please find the Debunking Title IX poster.

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About Naropa

Located in Boulder, Colorado, Naropa University is a Buddhist-inspired, nonsectarian liberal arts university that is recognized as the birthplace of the mindfulness movement. Naropa offers undergraduate and graduate degree programs that emphasize professional and personal growth, intellectual development, and cultivating compassion. 

Academics

Contemplative education brings together the best of Western scholarship and Eastern world wisdom traditions. Therefore, your pursuit of wisdom at Naropa means learning both about academic subjects and about your own place in the world. This innovative approach places Naropa on the cutting edge of the newest and most effective methods of teaching and learning.  

Admissions & Aid

If you’re seeking an education that resonates with both personal fulfillment and global impact, Naropa could be your top choice. At Naropa, you will experience a comprehensive curriculum that integrates the best of Eastern and Western educational approaches. Explore how Naropa can fuel your journey of intellectual and spiritual development.

Life at Naropa

Through its incredibly vibrant and welcoming community,  “Naropa offers a home for those who aren’t willing to conform to convention—the mystic, the healer, the prophet, the rebel, the artist, the revolutionary, the oddball—those who are incredible contributors to the evolution of society and of our planet.”—Core Associate Professor Zvi Ish-Shalom

The Naropa Difference

How is Naropa different from other universities? At Naropa, a liberal arts education balances rigorous academics with powerful interpersonal skills and self-awareness to educate the whole person. Naropa’s contemplative approach is inspired by Buddhist philosophy and the conviction that we can build a diverse, contemplative, enlightened society when we have transformed education to affirm the basic goodness of every person. 

Support Naropa

At a time when the value of higher education is being questioned, Naropa University stands firmly rooted in its mission to create a more just and regenerative world by nurturing insight, awareness, courage, and compassion in its students. By making a gift to Naropa, you play a pivotal role in helping to create the authentic, effective & mindful leaders that the world desperately needs.

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Naropa University campuses are closed on 12/17/2025. 

Due to adverse weather conditions of high winds and planned power outages, all Naropa campuses will be closed today. 

 

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