Resources & Programs

Columbia is committed to maintaining an environment that respects the dignity of all individuals. Accordingly, Columbia will not tolerate harassment or discrimination based on religion, race, sex, sexual orientation, gender identity or expression, national origin, age, disability, ethnicity or any other group protected by law by or of its students, faculty, or staff. Such conduct may also be illegal under state, local, and federal law.

Further, Columbia College of Chicago prohibits sex discrimination in any education program or activity that it operates. Individuals may report concerns or questions to the Title IX Coordinator. The notice of nondiscrimination is located at https://students.colum.edu/title-ix/.

The Office of Equity Issues contains the complete set of the Columbia College Chicago's policies and procedures for protecting students, faculty, staff and guests of the college from discrimination and harassment. This webpage is an overview of Columbia's procedures for your quick reference. Please refer to the full policy for details on how to report an incident.

The Office of Campus Safety and Security can assist victims of sexual violence 24/7 at 312-369-1111.

• Options for Immediate Assistance Following a Sexual Assault
  1. Get to a place of safety. Dial 911 for local Police or 312-369-1111 for Campus Safety & Security immediately if at continued risk, and;
  2. Seek any necessary medical attention as soon as possible.

  Downtown Chicago Hospitals include:

  • • Northwestern Memorial Hospital (Emergency Department)
      250 E. Erie St, Chicago, IL 60611
      312-926-5188
    • Rush University Medical Center (Department of Emergency Medicine)
      1653 W. Congress Parkway, Chicago, IL 60612
      312-942-5000
    • Going to an Illinois hospital for medical care after an incident of Sexual Violence does not obligate an individual to file a report with the College or the police.

  To maximize evidence collection:

  • • Do not shower or change clothes. Try not to urinate if possible.
    • If oral contact took place, do not smoke, eat, drink, or brush teeth.
    • If leaving from home, take extra clothes/shoes.

  If an individual is uncertain regarding how to respond, he or she should consider calling one of the advocates or resources listed in section X of this Policy.

  What to Expect at the Hospital^[1]

  Seeking medical care is important, regardless of whether an individual chooses to report to the police or to the College. Hospitals and other medical centers provide a physical exam, treatment and collection of any relevant evidence. The below section includes a summary of and general notes regarding the intake procedure at many Chicagoland hospitals. Please note that the precise procedures at each medical center may vary. 

  • The Emergency Room Exam:
    • A local hospital emergency room can provide immediate medical attention. The emergency room responds to both the physical trauma of the Sexual Violence and the process of collecting evidence in case an individual wishes to report to law enforcement.  Rape victim advocacy services are also available at many Chicago hospitals to provide support and referrals.
    • Hospitals in Illinois are required to notify the local police department that treatment has been given to an individual alleging sexual assault.  However, an individual is not required to file a police report.
    • An individual may sign consent forms to allow the medical personnel to examine, treat, and administer medication, and to release information to the police. The nurse or advocate will explain the exam procedures and can be present throughout the exam.
    • After an incident of Sexual Violence, the primary medical concerns are physical injuries, sexually transmitted infections, and pregnancy.  At the time of the examination, evidence can also be collected that can be used to prosecute the person(s) who participated in the Sexual Violence. If an individual wishes to have evidence collected, the individual should not bathe, douche, or change clothes before the exam. This may destroy evidence. However, typically, evidence may still be collected up to a week after an incident of Sexual Violence. An individual may wish to bring a change of clothes when the individual goes to the emergency room, since clothing may be kept as evidence. A sweatsuit or scrubs may also be provided.

  • Evidence Collection:
    • If an individual chooses, the hospital will conduct thorough and complete evidence collection using the Illinois State Police Evidence Collection Kit (the "rape kit"). The entire evidence collection process will be done only with the individual's consent. The individual may decline any portion of the exam. There is no fee for having a rape kit done and the individual does not need to use personal insurance. The Violence Against Women Act (VAWA) conditions a state's receipt of certain federal funding on the provision of medical forensive examinations at no cost for individuals alleging sexual assault. The rape kit does not contain any medication.
    • Evidence may be collected even if the individual does not plan to report the attack to the police. If the individual decides at a later date that it is best to file a police report, this evidence will be available. Any evidence found during the exam may strengthen any resulting criminal court case should the individual decide to file a police report. 
    • Evidence collection includes taking samples of substances from the vagina, rectum, and mouth; combings of head and pubic hair; collecting material from beneath fingernails; and collection of any other physical evidence (e.g., saliva from bite marks). These samples will be used to detect DNA and any other debris from other persons involved or scene of the incident.
    • The clothes the individual is wearing also may be sent to a crime lab, and may be kept as evidence until the case is closed. Photographs may be taken of bruises, cuts, and other injuries that occurred. The photographs may be kept as evidence until the case is closed.

  • The Cost of Treatment:
    • The Illinois Sexual Assault Survivors Emergency Treatment Act (SASETA) may cover emergency room costs, including any medications received. In such case, the hospital should not bill for any treatment. If an advocate is present, the advocate may be able to assist with any questions related to SASETA and help to ensure that an individual is not charged for treatment.
    • Under the Illinois Crime Victims Compensation Act (CVCA), victims of violent crimes who qualify can be reimbursed for out-of-pocket medical expenses, loss of earnings, psychological counseling and loss of support income due to the crime.

  • Sexually Transmitted Infections
    • Sexually transmitted infections (STIs) such as chlamydia, gonorrhea, syphilis, herpes, and HIV can be transmitted during an act of Sexual Violence. An individual may not learn of an STI until several weeks or months after it has been transmitted.
    • If an individual is concerned about having an STI, the individual should discuss this concern with the treating doctor or nurse. Certain medical professionals can give preventive medicine (e.g. antibiotics, HIV post-exposure prophylaxis) at the time of the exam. The individual should receive information on any medication given. An individual should make to obtain the name, dosage, purpose, and possible side effects of the drug. The individual should get the actual medicine, not just a prescription.
    • Even if an individual receives preventive treatment, it is important to be tested for STIs 2 weeks after the attack, and again in 6 weeks.  The individual should repeat HIV testing in 3 to 6 months.
      
      
  • Pregnancy Testing
    
    • For individuals able to give birth, there is a chance that pregnancy could result from Sexual Violence. A test for pregnancy is recommended for all women of childbearing age who are in Sexual Violence involving penetration.
    • An individual may request a pregnancy test at the time of the exam. However, a test at the time of the sexual assault will not show if she is pregnant from the incident. Follow-up testing is the most reliable way to determine whether an individual is pregnant.
    • Having a late period does not necessarily mean someone is pregnant. Stress, tension, and worry can cause a late period; this happens to many individuals who endure Sexual Violence.
      

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      [1] Adopted from After Sexual Assault, a resource page created by the Illinois Coalition Against Sexual Assault and Loyola University Chicago.  The information provided within the "What to Expect at the Hospital" section is for general education purposes only; it is not, and shall not be construed as, legal or medical advice.  The College encourages individuals to seek assistance from qualified attorneys and medical professionals as appropriate.

  • • • •  
• What Constitutes Sexual Discrimination and Sex-Based Harassment

  Sex Discrimination is an omnibus term that includes Adverse Treatment Sex Discrimination, Policy or Practice Discrimination, and Sex-Based Harassment.

  Adverse Treatment Sex Discrimination means material, adverse action taken against a person where the motivating factor for the action is Sex-Based except where such action is permitted by law. The adverse action need not be sexual in nature to constitute Adverse Treatment Sex Discrimination.

  Policy or Practice Discrimination means a College policy, practice, or condition that has the effect of excluding or limiting a person from participating in the College’s Education Programs or Activities on a Sex-Based category or that results in inequitable access to the College’s Education Programs or Activities on a Sex-Based category except where such action is permitted by law.

  Sex-Based Harassment is a form of Sex Discrimination and consists of sexual and other Sex-Based harassment that constitutes Quid Pro Quo Harassment, Hostile Environment Harassment, Sexual Assault, Domestic Violence, Dating Violence, or Stalking.

  Quid Pro Quo Harassment is an Employee, agent, or other person authorized to provide an aid, benefit, or service of the College explicitly or implicitly conditioning the provision of an aid, benefit, or service of the College on a person’s participation in unwelcome sexual conduct.

  Hostile Environment Harassment is unwelcome sex-based conduct that, based on the totality of the circumstances, is subjectively and objectively offensive and is so severe or pervasive that it limits or denies a person’s ability to participate in or benefit from the College’s Education Programs or Activities. Whether a hostile environment has been created is a fact-specific inquiry that includes consideration of:

  • The degree to which the conduct affected the person’s ability to access the College’s Education Programs or Activities.
  • The type, frequency, and duration of the conduct.
  • The parties’ ages, roles within the College’s Education Programs or Activities, previous interactions, and other factors about each party that may be relevant to evaluating the effects of the conduct.
  • The location of the conduct and the context in which the conduct occurred.
  • Other Sex-Based harassment in the College’s Education Programs or Activities

  Sexual Assault consists of one or more of the following:

  • Rape: Penetration, no matter how slight, of the vagina or anus with any body part or object, or oral penetration by a sex organ of another person, or by a sex-related object. This definition also includes instances in which the victim is incapable of giving consent because of temporary or permanent mental or physical incapacity (include due to the influence of drugs or alcohol) or because of age. Physical resistance is not required on the part of the victim to demonstrate lack of consent.
  • Fondling: The touching of the private body parts of another person for the purpose of sexual gratification, without the consent of the victim, including instances where the victim is unable to give consent because of his/her age or because of his/her temporary or permanent mental or physical incapacity.
  • Sexual intercourse between persons who are related to each other within the degrees wherein marriage is prohibited by Illinois law.
  • Sexual intercourse with a person who is under the statutory age of Consent as defined by Illinois law.

  Dating Violence is violence committed by a person –

  • Who is or has been in a social relationship of a romantic or intimate nature with the victim; and
  • Where the existence of such a relationship will be determined based on a consideration of the following factors:
    • The length of the relationship;
    • The type of relationship; and
    • The frequency of interaction between the persons involved in the relationship.

  Domestic Violence is felony or misdemeanor crimes of violence committed by a person who:

  • Is a current or former spouse or intimate partner of the victim under the family or domestic violence laws of the State of Illinois, or a person similarly situated to a spouse of the victim;
  • Is cohabitating, or has cohabitated, with the victim as a spouse or intimate partner;
  • Shares a child in common with the victim; or
  • Commits acts against a youth or adult victim who is protected from those acts under the family or domestic violence laws of the State of Illinois.

  Stalking is engaging in a course of conduct directed at a specific person that would cause a reasonable person to:

  • Fear for their safety or the safety of others; or
  • Suffer substantial emotional distress.
• Title IX Coordinator and Investigator

  The College has designated a Title IX Coordinator to: respond to questions about the Policy and Title IX and its implementing regulations; receive Reports and Complaints of Sex Discrimination as further explained in the Policy; and coordinate and oversee the College’s response to Sex Discrimination as dictated by the Policy and applicable laws and regulations. The Title IX Coordinator’s name and contact information is:

  Neil Callicoat, M.B.A.
  Title IX Coordinator and Director of Equity Issues
  623 S. Wabash Ave. Suite 303
  (312) 369-6343
  ncallicoat@colum.edu

  The College has designated a Title IX Investigator to investigate Complaints of Sex Discrimination when assigned by the Title IX Coordinator. The Title IX Investigator’s name and contact information is:

  Chaselyn Lewis
  Title IX Investigator
  623 S. Wabash Ave. Suite 303
  (312) 369-6344
  chlewis@colum.edu

• Confidentiality

  The College will keep confidential the identity of any individual who has made a Report or Complaint of Sex Discrimination or Retaliation (including any Complainant), the identity of any individual who has been reported to be a perpetrator of Sex Discrimination or Retaliation (including any Respondent), and the identity of any witness or other participant in the College’s investigation and adjudication processes except:

  • When the individual has provided prior written consent to disclose their identity.
  • When disclosure is permitted by FERPA or its implementing regulations.
  • As otherwise required by applicable federal, state, or local law;
  • As required by Federal regulations or the terms and conditions of a Federal award, including a grant award or other funding agreement; or
  • As necessary to carry out the purposes of Title IX and its implementing regulations, including the requirement to take action to address potential Sex Discrimination under the College’s Education Programs or Activities.

  The College will also maintain the confidentiality of its various records generated in response to Reports and Complaints, including, but not limited to, information concerning Supportive Measures, notices, investigation materials, adjudication records, and appeal records. Notwithstanding the foregoing, the College may disclose any record if permitted by FERPA or its implementing regulations, as otherwise required by applicable federal, state, or local law, or as necessary to carry out the purposes of Title IX and its implementing regulations, including the requirement to address potential Sex Discrimination under the College’s Education Programs or Activities.

  Further, notwithstanding the College’s general obligation to maintain confidentiality as specified herein, the parties to a Complaint will be given access to investigation and adjudication materials in the circumstances specified in this Policy. Such investigation and adjudication materials, including the investigation report and appended evidence, and the written decision, are for the sole use of the party (and, if the party is entitled to one, an advisor) in the proceedings contemplated by this Policy; such materials may not be disseminated to third parties or otherwise published except for purposes of administrative proceedings or litigation related to the Complaint of Sex Discrimination or where otherwise authorized by law. If a party violates the confidentiality rules governing investigation and adjudication materials, the party is subject to disciplinary action under the Student Code of Conduct in the case of a Student, and other College policies and standards, as applicable, for other persons.

  While the College will maintain confidentiality specified in this section, the College will not limit the ability of the parties to discuss the allegations at issue in a particular case. Parties are advised, however, that the manner in which they communicate about, or discuss a particular case, may constitute Sex Discrimination or Retaliation in certain circumstances and be subject to discipline pursuant to the processes specified in this Policy.

  Certain types of Sex Discrimination are considered crimes for which the College must disclose crime statistics in its Annual Security Report that is provided to the campus community and available to the public. These disclosures will be made without including personally identifying information.

• How to Report Sexual Misconduct to the College

  Any person may Report Sex Discrimination to the Title IX Coordinator. Reports may be made in person, by regular mail, telephone, electronic mail, or by any other means that results in the Title IX Coordinator receiving the person’s Report. In-person Reports must be made during normal business hours, but Reports can be made by regular mail, telephone, or electronic mail at any time, including outside normal business hours. Reports can be made anonymously via the College’s online whistleblower reporting system at colum.ethicspoint.com.

  All College Employees, who are not designated as Confidential Employees or Confidential Advisors, are required to promptly report potential Sex Discrimination in the College’s Education Programs or Activities to the Title IX Coordinator.

  An Employee’s duty to Report is triggered when: (1) the Employee receives a Report of potential Sex Discrimination from another person; (2) the Employee observes potential Sex Discrimination; or (3) the Employee learns about potential Sex Discrimination through some other means.

• Off-Campus Resources and Support

  The below Chicago area organizations may offer support, assistance, and information to Complainants, Respondents, witnesses, or others affected by Sexual Harassment. Individuals should contact these organizations for additional information regarding offered services, intended recipients, and applicable confidentiality policies.

  YWCA Metropolitan Chicago
  1 N LaSalle, Suite 1150
  Chicago, IL 60602
  312-733-2102
  www.ywcachicago.org

  Resilience (Formally RVA)
  180 N Michigan, Suite 600
  Chicago, IL 60601
  312-443-9603
  www.ourresilience.org

  Center on Halsted
  3656 N Halsted St
  Chicago, IL 60613
  773-472-6469
  www.centeronhalsted.org

  YWCA Metropolitan Chicago Rape Crisis Hotline (Chicago RAINN affiliate)
  888-293-2080 (Chicago Metropolitan Area)
  ywcachicago.org/our-work/sexual-violence-support-services/rapecrisis/

  The Title IX Coordinator and Confidential Resources, including any Confidential Advisor, are available to assist with obtaining support from off-campus resources – i.e., making appointments or identifying appropriate sources of support.

• Confidential Reporting and Resources

  The College recognizes that individuals who feel they have been victims of Sex Discrimination may require time and support in considering whether or how to participate in any College or law enforcement process. The College also recognizes that individuals who have been accused of Sex Discrimination may also require support. There are confidential resources on campus and in the community available to any individual who needs support or assistance.  

  On-Campus Confidential Advisor

  Individuals wishing to receive confidential assistance without making a Report to the College may speak with the College’s Confidential Advisor. This confidential resource has been specifically trained to provide confidential assistance in connection with sexual violence, but is also available to assist in connection with other types of Sex Discrimination. A Confidential Advisor will not report your circumstances to the College without your permission unless otherwise required to do so by law (such as when the victim is a minor). A Confidential Advisor is available to discuss incidents or accusations of Sex Discrimination with both Complainants and Respondents in confidence, and provide emotional support in a safe and confidential space.

  Notwithstanding the foregoing, when necessary, the on-campus Confidential Advisor will make a non-identifying report to the appropriate College personnel so that reported crimes can be included in the College's annual crime statistics disclosure. Disclosures to a Confidential Advisor will not trigger the College’s investigation into an incident.

  The College’s Confidential Advisor receives forty hours (40) of initial training regarding sexual violence and participates in six (6) hours of annual continuing education thereafter. In addition to providing confidential counseling, a Confidential Advisor also provides emergency and ongoing support to individuals who have experienced or been accused of Sexual Assault, Dating Violence, Domestic Violence, or Stalking including:

  • Providing information regarding the individual’s reporting options and possible outcomes, including making a Report or a Complaint under this Policy and notifying local law enforcement;
  • Providing information about available resources and services, including but not limited to services available on campus and through community-based resources such as sexual assault crisis centers, medical treatment facilities, counseling services, legal resources, medical forensic services and mental health services;
  • Providing information regarding orders of protection, no contact orders or similar lawful orders issued by the College or a criminal or civil court;
  • An explanation of the individual’s right to have privileged, confidential communications with the Confidential Advisor consistent with applicable law;
  • Upon request and as appropriate, providing assistance in contacting campus officials, community-based sexual assault crisis centers, campus security and/or local law enforcement; and/or
  • Upon request, providing assistance with securing Supportive Measures and accommodations.

  
  

  The College has designated the following Confidential Advisor:

  Charee Mosby-Holloway
  Director of Student Diversity & Inclusion
  618 S. Michigan, 4th Floor
  (312) 369-7994
  cmosbyholloway@colum.edu

  Confidential Employees

  Confidential Employees are not required to report potential Sex Discrimination to the Title IX Coordinator. However, if they observe potential Sex Discrimination, receive a Report 5 about potential Sex Discrimination, or learn about potential Sex Discrimination through some other means, Confidential Employees must:

  • Explain their confidential status to any person who informs the Confidential Employee about potential Sex Discrimination, including the circumstances in which the Confidential Employee is not required to notify the Title IX Coordinator about conduct that reasonably may constitute Sex Discrimination.
  • Provide such person with contact information for the Title IX Coordinator.
  • Explain how the individual may make a Complaint of Sex Discrimination directly to the Title IX Coordinator.
  • Explain that the Title IX Coordinator may be able to offer and coordinate Supportive Measures, as well as initiate an informal resolution process or an investigation under the grievance procedures.

  The provisions of this section notwithstanding, a Confidential Employee must comply with any applicable state or local law that requires the Confidential Employee to report certain conduct to a state agency or local law enforcement, such as laws mandating the reporting of sexual abuse of minors, imminent threats of suicide or physical violence, or the abuse of the elderly or persons who are under a conservatorship.

  The following are Confidential Employees on campus:

  For Students:

  Center for Student Wellbeing at Columbia College Chicago
  (Professional Counselors)
  623 S. Wabash, suite 303
  312.369.8700
  https://students.colum.edu/studentwellbeing/

  For Employees:

  Susan Kerns Associate
  Provost for Faculty Research And Development
  Associate Professor, Cinema And Television Arts
  1104 S. Wabash, Room 701-K
  (312) 369-6795
  skerns@colum.edu

  The College offers additional health and mental health services through partnered third party online providers, including the Employee Assistance Program/Telus Health (for Employees) and TimelyCare (for Students). Please note, however, that the professionals from these online partners do not constitute Confidential Employees under this Policy as they are not College Employees. Third-party providers may have additional disclosure obligations and responsibilities.