Bias Response
Our commitment to addressing bias and fostering belonging
Respectful community relationships
At College of the Atlantic we recognize that fostering inclusive, respectful, and responsive relationships—both within and beyond our campus—is central to our educational philosophy of human ecology. Our Bias Response Policy – Phase 2, reflects our deep commitment to addressing and learning from incidents of bias in ways that align with our shared values of justice, compassion, and interconnectedness.
COA is equally committed to free speech and academic freedom, which are essential components of a vibrant intellectual and democratic community. In solidarity with those who have experienced, witnessed, or perceived acts of identity-based bias, we also affirm our responsibility to nurture a campus climate where all individuals can flourish without obstruction.
This Bias Response Policy offers a framework to report, respond to, and reflect on incidents that intentionally or unintentionally negatively impact individuals or groups based on identity. These may involve sex, race, color, gender (including gender identity or expression), pregnancy, sexual orientation, physical or mental disability, religion, religious practices, ethnicity, ancestry or national origin, age, marital or partnership status, genetic predisposition, veteran’s status, citizenship status, socioeconomic status, or any other personal characteristics.
Bias is complex. It can manifest as anything from innocent misunderstandings to systemic or hateful acts, and its impacts may be deeply felt regardless of intent. This policy seeks to adequately define identity-based bias and recommend a voluntary, holistic, and educational process that any community member can follow to address it. The process is available to all—especially:
- Those who believe they have experienced harm
- Those who believe they have witnessed harm
- Those who are concerned that their own actions may have caused harm
While the college provides formal mechanisms for addressing potential misconduct—such as the Social Misconduct Policy, Discrimination Policy, Sexual Misconduct Policy, Grievance Policy, and employment policies outlined in the Faculty and Staff Manuals—this educational process is not meant to override or replace those avenues, or the responsibilities of the committees that govern them. Instead, it is a possible first step in cases where the presence of misconduct is reasonably uncertain, or where participants seek resolution and understanding through reflection and dialogue.
Disagreements and conflict, including those involving identity-based harm, are sometimes best addressed through informal, direct conversation. Community members are encouraged to engage in open, honest, and compassionate dialogue whenever possible. The college supports these efforts with resources and guidance, aiming to cultivate a community grounded in awareness, accountability, growth, and healing.
Bias is a universal human trait, widely understood as a preference or prejudice, implicit or explicit, that influences perceptions, behaviors, and decisions. While many biases are harmless, they become harmful acts of identity-based bias when they drive threats, hate speech, or unequal service or treatment. Bias incidents may or may not violate COA’s conduct policies or local/state law, but they are taken seriously because of their potential to undermine our human-ecological commitment to inclusivity, mutual respect, and community well-being.
Identity-based bias may also be harmful when it creates behavior that perpetuates stigmas and stereotypes, such as those associated with legally-protected classes like race, color, religion, ancestry, national origin, gender identity and expression, physical or mental disability, sex, sexual orientation, or age.
Categories may also include other existing or emerging expressions of identity the college community wishes to acknowledge as susceptible to acts of identity-based bias via individuals or groups within or beyond COA.
The most severe act of identity-based bias is a hate crime. However, while the definition of a hate crime is encoded in law, what ultimately constitutes other acts of identity-based bias, their severity, or what to do about them, is far less precise and can take time to make sense of.
Although all hate crimes are acts of identity-based bias, not all acts of identity-based bias are hate crimes, and some might be misunderstandings, ultimately unpursued by those impacted by the incident.
Examples of identity-based bias incidents may look like, but are not limited to the following:
- Stereotyping or degrading language in class discussions or public settings
- Vandalism or graffiti targeting specific identities
- Digital harassment or exclusionary social media content
- Cultural appropriation or insensitivity at campus events
- Unwelcome comments, jokes, or gestures related to identity
Bias can be reported by any member of the COA community—students, faculty, staff, or visitors. We offer multiple channels for reporting:
- Online Reporting Form
- In-person with the Office of Title IX and Civil Rights Compliance or Student Life
- Via faculty, staff, or other trusted community member who can help initiate the process
Privacy is prioritized to the extent possible while ensuring community safety and integrity. If you wish to receive confidential support, please contact the Confidential Resource Advisor.
- Initial Review – Reports are reviewed by the Office of Title IX and Civil Rights Compliance or Student Life to understand the context and urgency.
- Outreach & Support – Individuals directly impacted will be contacted and offered support, resources, and space for reflection.
- Next Steps – Depending on the nature of the incident, this may include:
- Mediation or facilitated dialogue
- Restorative justice approaches
- Educational outreach or community response
- Referral to Student Conduct or other appropriate office (if policies were violated)
- Community Follow-Up – In some cases, broader educational programming or community dialogue may follow to address larger themes.
- For incidents that involve an alleged policy violation, the Office of Title IX and Civil Rights Compliance will make a determination about whether or not an informal resolution is appropriate.
Our human-ecological framework encourages critical engagement with how bias shapes individual experience and community dynamics. We recognize that bias is not only interpersonal, but also structural and historical. Addressing bias at COA is a process of both response and transformation—educational, ethical, and systemic.
COA strives to be a place of open inquiry and intellectual rigor. This policy is not intended to limit critical discourse, diverse perspectives, controversial speech, or actions protected under academic freedom, as these may not constitute acts of identity-based bias. We recognize that freedom of expression may produce strong emotions requiring reconciliation between individuals or constituencies. This must be navigated with mutual respect and a commitment to dignity for all.
Restorative Practices Team Response Team
The Restorative Practices Team (RPT) offers a supportive, educational, and voluntary path for responding to incidents of identity-based bias. Rooted in the college’s human-ecological mission, the team helps individuals and groups address the impact of harm in ways that center accountability, relationship-building, and community healing.
The RPT does not adjudicate or recommend sanctions, nor does it have the authority to impose disciplinary action. Instead, the team works collaboratively with those involved—particularly impacted parties—to explore what a constructive and meaningful response might look like. The team recognizes that every incident is complex and unique; therefore, there are no one-size-fits-all outcomes. Responses are shaped through conversation, creativity, and the expressed needs and agency of all participants.
Restorative practices may include:
- Facilitated conversations or restorative circles
- Community or organizational dialogues
- Education and awareness efforts
- Support planning and resource connection
- Mediation, if appropriate and desired
The RPT may also invite various stakeholders into the process when appropriate, aiming to foster understanding at both individual and collective levels. In addition to dialogue, the team may coordinate support services, counseling, educational resources, or community healing initiatives in response to the needs of those impacted.
Importantly, if during the restorative process the nature of the incident appears to involve intentional or serious misconduct, the RPT may recommend that the reporter pursue action through COA’s formal mechanisms—such as the Social Misconduct Policy, Discrimination Policy, or other appropriate institutional processes.
The RPT’s approach reflects a belief that to interrupt harmful bias—especially when it stems from misunderstanding, ignorance, or systemic issues—requires both proven strategies and creative, compassionate responses. By honoring the dignity of all involved, and by focusing on repair over punishment, the RPT contributes to a campus culture rooted in justice, mutual respect, and transformation.
The RPT is made up of not more than seven community members. It shall include at least two faculty members, two students, and two staff members. The Director of Residence Life & Student Experience coordinates the RPT and will facilitate recruitment.
Confidential Resource Advisor
COA’s Confidential Resource Advisor (CRA) is a possible first-point of contact for anyone wishing to explore informal or formal avenues to address a harmful act of identity-based bias. The CRA does not adjudicate anything or have the power to do so; they cannot officially determine what is or is not biased. Instead, the CRA is specially trained to help you talk things through, build clarity, and decide on your next steps. If you feel uncomfortable interacting with the CRA, another community member may speak on your behalf.
There are no expectations or time constraints on this part of the process, nor are there limits to how many times you can talk to the CRA about a given situation. By engaging the CRA, you are not required to take any additional steps, even those recommended or strongly advised, and the CRA can only take further actions with your consent.
As the CRA is not a mandated reporter, confidentiality is strictly protected, except in situations with clear and imminent danger. Notes are free of identifiable information but may be used to keep track of campus patterns. Insights shared with the college community are generalized and cannot be traced back to individuals.
CONTACT
Maya Caines
Restorative Practices Team Coordinator
Puranjot Kaur
Title IX Coordinator
Pamela Gagnon da Silva, LCPC
Confidential Resource Advisor
Counseling Office, Deering Common
Tuesday, 1:00-3:00pm or via email
IMMEDIATE RESPONSE
If there is an incident in progress or you feel unsafe, please call the COA Emergency Line at 207-288-9001 or the 24-hour Student Life Line at 207-266-5890. In a heightened emergency that requires 911 to be dialed first, please call next, if possible, the COA Emergency Line to alert campus authorities of incoming emergency personnel.