Current Students

View all Events

• Diversity, Equity and Inclusion
• Diversity and Inclusion Programming 
• Title IX and Preventing Discrimination 

January 9, 2023

Dear Hilltopper Community,

Welcome to the Spring 2023 semester! For new students, faculty and staff, this letter is likely the first time you have heard about St. Edward’s University’s sexual misconduct policy, process and resources.  For returning students, faculty and staff, please review this letter and recognize it is a good reminder!

As the university’s Title IX Coordinator, I am responsible for the overall Title IX compliance program of the university. Title IX addresses issues of sex/gender equity (access to programs, athletics, scholarships, etc.), sexual harassment (including sexual assault, stalking, domestic violence and dating violence), protecting the rights of pregnant/parenting students, and the rights of LGBTQIA students and employees to be free from discrimination. I am supported by our dedicated Title IX Team, and we will be using this message and future monthly updates to share information about sexual misconduct policies, processes and resources.

While the Title IX regulations were significantly changed in August of 2020 and remain in effect while the current Department of Education continues the final stages of their comprehensive review, it is our goal to emphasize the best parts of the current regulations while working to minimize the potentially negative impact of some of the more challenging provisions. We comply with all requirements, but there is some latitude for how universities interpret the current rules, and how they are implemented. Importantly, the university provides a number of procedural protections that are important to all members of this community, including:

• Providing clear notice to anyone accused of misconduct along with a presumption of innocence;
• Protections and accountability for students and employees (including faculty and staff);
• Conducting a process that is transparent to the participants, where all evidence is known and shared prior to any final decision;
• Providing a strong set of supportive measures to all parties that are designed to effectively bring an end to any hostile environment;
• Delivering resolutions to complaints as promptly as possible; 
• Strong sanctions for violations of policy; 
• A clear brochure offering guidance on all resolution options;
• Flowcharts within policy to make options clearer and more user-friendly;
• Appropriate informal resolution opportunities. 

The process includes a hearing but isn’t the same as an adversarial trial. In fact, nothing requires the parties to be in the same room with each other, at all, and all parties have the right to an advisor of their choosing throughout the process. At the hearing, most questions are asked by a neutral hearing decision-maker, and if there are remaining questions, they may be posed by the advisors to the parties, not the parties themselves. And, before a witness responds to a question from the other party’s advisor, the decision-maker first determines whether the question is relevant and ensures that it is not abusive. This approach to questioning is humane, and trauma-informed, while also helping the hearing decision-maker to have access to all the information they need to make a fair decision.  Also important to note, more recently the DOE determined that a decision-maker may now consider statements and evidence brought forward during the investigation regardless of whether the parties or witnesses submit to cross-examination during the live hearing.

We are dedicated to a process that respects the dignity of all members of the university community. We respect the right of someone who experiences sexual misconduct to process it in the way that is best for them and their healing process. We respect their right to choose to bring a report forward for a university formal resolution, or to seek a response from the university that is primarily centered on supportive measures and resources available from St. Edward’s and/or the larger community. Fair process is a priority, as is repairing harm and facilitating healing and safety for all members of the community irrespective of race, sex, gender identity/expression, sexual orientation, age, ability, religion, socio-economic status, or the other qualities/identities that we value within a diverse community. 

To learn more about the university policies and procedures, please go to our Title IX webpage—we continue to update it as we make improvements.  If you have questions about the process or wish to speak to someone about your options to report or seek support, students may contact the Dean of Students Office (Main Bldg, G16, 512-448-8408, dos@stedwards.edu) and employees may contact the Office of Equity and Employee Relations (Equity Hall, Rm. 131, 512-448-8540, melissaesqueda@stedwards.edu).

As a reminder, faculty, staff and resident assistants are mandatory reporters and required to report incidents of sexual misconduct they witness or receive information about and cannot provide confidentiality.  Mandatory reporters are required to provide the Title IX Coordinator with all relevant details, including the names of those involved in the incident.   You can read more about mandatory reporting, as well as who is a confidential resource here.  You can request additional training by emailing me at lisak@stedwards.edu.

We wish you a healthy and safe semester and remind you that the Title IX Team is here for you if we are needed.  I will share monthly updates with you, so watch for future emails!  As a reminder, you can make a complaint or express concern about a student or employee and it can be anonymous if needed.  You can also see SEU’s Annual Security Report with crime statistics and Daily Crime and Fire Logs.