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Community Conduct Resources

The new Office for Community Conduct is being established to help implement and provide long-term support around the NDAB Policies. Find resources, contacts, training information, and FAQs online.

Harvard University Disability Resources

UDR provides leadership to University efforts to ensure an accessible, inclusive learning and working environment for individuals with disabilities. In addition to overseeing the disability grievance policy and procedure, UDR offers community members: accessibility and inclusion resources; consultation on compliance and best practices; and access to technology and equipment. Learn more about accommodations, inclusive best practices, disability-centered events, resources, and training offerings online.

Harvard Office for Equity, Diversity, Inclusion & Belonging

OEDIB works University-wide to foster a campus culture where everyone can thrive and to deepen the understanding of equity, diversity, and inclusion as foundational to Harvard’s mission and commitment to excellence. OEDIB strengthens Harvard-wide coordination; catalyzes a culture of innovation around EDIB issues; and supports organizational learning around EDIB principles.

Harvard Office for Gender Equity

OGE empowers the Harvard community to advance a climate of gender equity through strategic prevention initiatives, research and evidence-based practice, and engagement in direct support. OGE encourages all members of the Harvard community to engage in prevention through collaborative approaches that attend to interpersonal harm, improve structures and systems, and accelerate culture change. OGE provides the Harvard community with tools and resources to prevent and respond to issues including sexual harassment, sexual misconduct, and other types of power based interpersonal violence. Individuals may choose to engage in any or all of its resources, such as prevention and education initiatives; support through the confidential SHARE Team Counselors; making a disclosure to a Title IX resource; submitting an anonymous disclosure; and filing a formal complaint.

Harvard Human Resources

HHR is committed to ensuring a safe, supportive, and inclusive working environment for all Harvard’s employees and offers a range of resources designed to support Harvard employees’ physical and mental health and wellbeing. Harvard’s Employee Assistance Program (EAP) provides free, confidential, 24/7 access to counselors trained in crisis intervention, emotional support, mental health concerns, and workplace and coworker problems. Learn more online about the emotional and physical wellness resources available to Harvard employees.

Harvard HR Simple Inclusive Practices
  • Cultivate bonds and bridges that enable all to grow with and learn from one another
  • Practicing acts of inclusion each day to foster a welcoming environment for all — say hello and welcome newcomers; learn and use people’s names; share stories.
  • Engaging with groups who might have different views or interests.
  • Making time to actively participate in more events and initiatives across Harvard, beyond our School or business unit.
  • Seeking opportunities to collaborate with people from a different School or business unit toward greater inclusive excellence.
  • Listening, caring, and supporting — ask someone about his, her, or their personal story and share our own.
  • Pick one book/article to read and discuss each month to deepen understanding Engage in town halls and feedback processes.
  • Consider how inclusion and belonging concepts connect to our field or profession and develop pathways to further learnings.
  • Learn about diversity and inclusion efforts underway now.

Harvard Ombuds Office

With locations in Cambridge and Boston/Longwood, the Ombuds Office provides confidential, impartial, informal, and independent assistance to members of the community in managing or resolving any issues affecting their work or academics. A discussion with an Ombuds can help a visitor voice concerns, clarify goals, and consider options so that they can make their own best decisions about next steps in addressing their concerns. The Ombuds Office supports a culture that is ethical and civil and in which mutual understanding can be reached and differences resolved through respectful dialogue and fair processes.

Harvard Guide for Protecting Against Online Abuse and Harassment

Forms of Online Harassment
  • “Trolling” occurs when individuals deliberately follow and provoke others online, often with offensive content. While most trolling is merely a nuisance, occasionally trolling attacks can escalate to threats or to the point where numerous individuals are engaged in harassing the target and/or target’s organization.
  • “Doxing” (sometimes “doxxing”) is when private identifying information that is not otherwise publicly available is published online. This information can include sharing an individual’s private email, personal phone number, home address, etc. on various platforms to frighten the individual and encourage additional harassment.
  • “Cyberbullying” is the willful and repeated harm inflicted through using computers, cell phones, and other electronic devices.

Presidential Task Force Call to Action

We each have the opportunity — and the responsibility — to create a greater sense of inclusion and belonging throughout our campus communities. Consider the various communities to which you belong — your department, your section, your School, your extracurricular organizations, your lab, or simply the people who live and work beside you. Each of us should think about the numerous roles we occupy within the broader Harvard context and their connection to other parts of the University. Identify the communities in which you have the power to create change and the communities where you can support efforts of those who are already engaged in creating a more inclusive Harvard. How can we each play a part in shaping our own experience and the experiences of those around us through our actions? How can we engage in the activities of our School or department and Harvard more broadly to further the goals, tools, and recommendations within this Task Force report?

Harvard Culture Lab

Do you have an idea that could advance a culture of belonging that would require funding? The Culture Lab is an incubator for innovative ideas that seek to advance a culture of belonging at Harvard. Grants available for $200 to $1,000 for supplementing costs associated with hosting conferences, meetings, events, and trainings and supporting projects and programs on campus. An innovation fund that awards competitive grants of up to $15,000 or more to project teams to pilot and scale ideas that seek to strengthen Harvard’s capacity to advance a culture of belonging.

Project Implicit Bias

Professor Mahzarin Banaji runs Project Implicit, a non-profit organization and international collaboration between researchers who are interested in implicit social cognition – thoughts and feelings outside of conscious awareness and control. The goal of the organization is to educate the public about hidden biases and to provide a “virtual laboratory” for collecting data on the Internet.

Research Scholar Initiative

The GSAS Research Scholar Initiative is a non-degree granting post-baccalaureate program that provides mentored research and training for individuals interested in pursuing doctoral studies.