Definitions of Terms

The word “bias” or the term ‘bias related incident’ refers to language and/or behaviors which demonstrate bias harassing, intimidating or discriminatory expression motivated by another person’s actual or perceived protected social class of race, color, religion, ethnicity, national origin, sexual orientation, disability or other difference.” Examples include, but are not limited to:

• A classmate or coworker uses racial, or ethnic slur such as the N-word or makes  anti-Semitic comments
• A classmate or coworker makes fun of another's surname, asking where they're really from
• Creating and displaying images/drawings such as hate symbols or flags
• Mocking someone with a disability
• Insulting something by saying, “That’s so gay.”
• Telling or sharing “jokes” about someone’s identity 

Educational Equity (as defined in the Shaker Heights City School District's 2020-2025 Strategic Plan) means an intentional distribution of District resources amongst schools, students and staff based on what each needs to achieve universal goals.

Diversity is the presence, recognition and engagement of people’s social, political and organizational identities from the wide range of human experiences and the complex ways these identities intersect and are expressed.

Equity names a process of modifying structures and practices that have intentionally or unintentionally advantaged or disadvantaged groups of people. Equity is a process that responds to unjust structural outcomes to create laws, policies, practices and traditions that support just outcomes for all.

Inclusion is a process and practice of active, intentional and sustained engagement of each person in the community that values and respects their perspectives, multiple identities, experiences and contributions.

The differential treatment of an individual or group of people based on their race, color, national origin, religion, sex (including pregnancy and gender identity), age, marital and parental status, disability, sexual orientation or genetic information. 

Unwelcome conduct that is based on race, color, religion, sex, national origin, age, disability or genetic information. Harassment becomes unlawful where enduring the offensive conduct becomes a condition of continued employment or the conduct is sufficiently severe or pervasive to create a work environment that a reasonable person would consider intimidating, hostile or abusive. “Sexual” harassment is a particular type of harassment that includes unwelcome conduct such as sexual advances, requests for sexual favors or dates, remarks about an individual’s appearance, discussions, remarks or jokes of a sexual nature and/or other verbal or physical harassment of a sexual nature. The harasser can be the victim's supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.

Unwelcome conduct, verbal or physical, including intimidation, ridicule, insult, comments or physical conduct, that is based on an individual’s protected status or protected activities under Personnel Bulletin 18-01, when the behavior can reasonably be considered to adversely affect the work environment, or an employment decision affecting the employee is based upon the employee’s acceptance or rejection of such conduct. Protected status is defined as an individual’s race, color, religion, sex (including pregnancy and gender identity), sexual orientation, national origin, age, disability, family medical history (including genetic information), status as a parent, marital status or political affiliation. Protected activity includes reporting harassing conduct, discrimination or retaliation; filing a claim of harassment; providing evidence in any investigation; or intervening to protect others who may have suffered harassing conduct, discrimination or retaliation.

Taking an action that might deter a reasonable person from participating in activity protected by antidiscrimination and/or whistleblower laws. Protected activity includes: complaining about discriminatory or harassing behavior; disclosing/reporting violations of law, rule or procedure or fraud, waste or abuse; and participating in discrimination or whistleblower proceedings (such as an investigation or lawsuit). Retaliatory actions are not limited to formal personnel actions such as termination, demotion, non-promotion or non-selection. Retaliatory actions are broadly defined to harassing behavior, significant changes to job duties or working conditions, and even threats to take personnel actions. Retaliation against employees who engage in protected activities under Personnel Bulletin 18-01 is also prohibited by that policy.