Title VI

Title VI/Discrimination, Harassment, and Retaliation (DHR) Policy:

Policy to Prevent Discrimination, Harassment, and Retaliation

Non-Discrimination Statement

Southwestern Law School prohibits discrimination based on sex in its employment, educational programs, extracurricular activities, or other programs. Title IX of the Education Amendments of 1972 prohibits sex discrimination. Sexual harassment is also prohibited under Title VII of the Civil Rights Act of 1964, the California Fair Employment and Housing Act, the Violence Against Women Reauthorization Act of 2013 amendments to the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics (“Clery Act”), and other applicable statutes. The Interim Sexual Misconduct Policy (“Policy”) prohibits all forms of sex-based discrimination, harassment, and misconduct, including sexual assault, non-consensual sexual contact, intimate partner violence, sexual exploitation, and stalking. All covered conduct will be referred to in this Policy as “Prohibited Conduct.” 

This Policy applies to all members of the Southwestern community regardless of sex, sexual orientation, gender identity, or gender expression. It covers both educational and employment contexts, including admissions and job applicants. Other forms of discrimination and harassment that are not sex-based are covered by Southwestern’s Policy to Prevent Discrimination, Harassment, and Retaliation.

Southwestern expects all members of the Southwestern community to maintain and facilitate a safe, welcoming, and respectful environment on campus. All Southwestern community members should take reasonable and prudent steps to prevent or stop Prohibited Conduct. The Law School supports individuals who choose to take such action, and this Policy prohibits retaliation against anyone who reports, complains about, or otherwise participates in good faith in any matter related to this Policy.

Grievance/Reporting Procedures for issues related to Title VI/DHR:

Refer to Section B, 3. “Making a Report” of the Policy to Prevent Discrimination, Harassment, and Retaliation:

Making a report 

While there is no absolute time limit for reporting an incident of discrimination, harassment, or retaliation, the Law School strongly encourages individuals to file reports as soon as practicable after the alleged conduct occurs. Delays in reporting may impair the Law School’s ability to investigate, gather evidence, and respond effectively. Memories may fade, witnesses may become unavailable, and records may be lost over time. 

The Law School retains discretion to determine whether a report will be investigated or otherwise addressed, considering factors such as the passage of time, availability of evidence, and fairness to the parties involved. In appropriate cases, the matter may be resolved under the Sexual Misconduct Policy or another applicable policy. 

The information below is for individuals who wish or are required to report violations of this policy. Anyone wishing to or required to report conduct prohibited by this policy to the SSO or HR may do so in person, by email, by regular mail, or by phone. Every report of an alleged violation of this policy will receive a written acknowledgment from the Law School if the reporter’s identity is provided. 

While the Law School will review anonymous reports, the ability to address misconduct reported by anonymous sources is significantly limited. 

To make a report, please contact the following: 

Student Services Office (Complaints Involving Students) 
Location: 675 S. Westmoreland Avenue, Suite 102, Los Angeles, California 90010 
Email: studentservices@swlaw.edu 

Human Resources Office (Complaints Involving an Employee Reporting Party and an Employee Responding Party)  
Location: 675 S. Westmoreland Avenue, Suite 100, Los Angeles, California 90010 
Email: hr@swlaw.edu 

After receiving a report, if the reporting party’s identity is known, an office representative will contact the reporting party and the person who may have experienced the prohibited conduct, if different. The outreach will generally include information about the applicable policy, options for pursuing a complaint, and relevant resources. The outreach will also include an invitation to meet with or provide additional information to an appropriate staff member.

Confidential Resources:

Refer to section C.,1. “Confidential Resources” of the Policy to Prevent Discrimination, Harassment, and Retaliation:

Confidential resources 

The following confidential resources are available for individuals to discuss incidents and issues related to conduct prohibited by this policy. Confidential resources are not obligated to disclose reports of discrimination or harassment to the SSO but may be required to disclose certain information in the event of a threat to self or others. Please consult with the confidential resources about the scope of their obligations before disclosing any information.

Off-Campus Community Support:

Students, faculty, or staff who have been victims of domestic violence or sexual assault may also seek assistance from the following community support and counseling centers:

National DV Hotline
1-800-799-7233 – 24-hour hotline 
www.thehotline.org

LA County DV Hotline
1-800-978-3600 – 24-hour hotline

UCLA Health’s Rape Treatment Center – 24-hour services
424-259-7208
Rape Treatment Center - Los Angeles, CA | UCLA Health

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East Los Angeles Women’s Center – 24-hour services 
About - East LA Women Center

LGBTQ Community Resources
www.lalgbtcenter.org

National Center for Victims of Crime
www.VictimsofCrime.org

Peace Over Violence
213-626-3393 – 24-hour hotline
www.peaceoverviolence.org

RAINN • (Rape, Abuse & Incest National Network)
1-800-656-4673 – 24-hour hotline
www.rainn.org

Sojourn Services for Battered Women and their Children
310-264-6644 – 24-hour hotline
https://www.thepeopleconcern.org/sojourn/