University of Chicago
Yellow light colleges and universities are those institutions with at least one ambiguous policy that too easily encourages administrative abuse and arbitrary application. Read more here.
Do you have any information, updates, or changes regarding the policies at this institution? Let us know!
On this page, FIRE has excerpted policies that address speech and expression. You may download the full policy in .pdf form, below.
Restrictions on Expressive Rights
Harassment Policies (Learn More)
Student Manual: University Policies- Policy on Unlawful Discrimination and Harassment 12-13
Sexual harassment encompasses a
range of conduct ... such as unwanted touching or persistent unwelcome comments, e-mails,
or pictures of an insulting or degrading sexual nature, which may constitute unlawful
harassment, depending upon the specific circumstances and context in which the conduct
occurs. For example, sexual advances, requests for sexual favors, or sexually-directed
remarks or behavior constitute sexual harassment when (i) submission to or rejection of
such conduct is made, explicitly or implicitly, a basis for an academic or employment
decision, or a term or condition of either; or (ii) such conduct directed against an individual
persists despite its rejection.
View full policy (PDF, 141 KB).
Student Manual: Student Life and Conduct- University House System Discipline 12-13
[R]esidents may not engage in personal abuse, written or oral, directed against other residents, guests, or members of the housing staff. Any form of abusive, threatening, or harassing behavior will be considered grounds for serious disciplinary action by the housing staff.
View full policy (PDF, 199 KB).
Student Manual: University Policies- Policy on Unlawful Discrimination and Harassment 12-13
A person's subjective belief that behavior is offensive, intimidating or hostile does
not make that behavior unlawful harassment. The behavior must be objectively
unreasonable.
Unlawful harassment based on one of the factors listed above [race, color, religion,
sex, sexual orientation, gender identity, national or ethnic origin, age, disability, veteran
status, or other protected classes under the law] is verbal or physical conduct that is so severe or pervasive that it has the purpose or effect of unreasonably
interfering with an individual's work performance or educational program participation, or
that creates an intimidating, hostile, or offensive work or educational environment.
View full policy (PDF, 141 KB).
Policies on Tolerance, Respect, and Civility (Learn More)
Student Manual: University Policies- Civil Behavior in a University Setting 12-13
Even if formal intervention is not appropriate in a particular situation, abusive or offensive behavior can nonetheless be inconsistent with the aspirations of the University community, and various forms of informal assistance and counseling are available.
View full policy (PDF, 37 KB).
Free Speech Zones
Student Manual: Student Life and Conduct- Protest and Demonstrations Policy 12-13
Like all other events or activities at the University, a request to hold a protest or demonstration should be submitted no later than 48 hours before the start of the event and must be approved by and/or their appropriate Student Organization Adviser.
View full policy (PDF, 76 KB).
Posting Policies
Student Manual: Student Life and Conduct- University House System Discipline 12-13
If a posting contains obscene language and/or pictures, or if a posting is deemed to be offensive to a particular group or individual, the posting may be removed.
View full policy (PDF, 199 KB).
Internet Usage Policies
Eligibility and Acceptable Use Policy for Information Technology 12-13
[E]ven Regular Users may not use information technology in ways that interfere with others, or that consume University resources other than those directly under the user's control. ... For example, discussion among online participants in a faculty-sponsored, University-hosted discussion group irrelevant to University education or research might become heatedly ad hominem. Participants might ask the University to act against other participants, or to force the faculty sponsor to include or exclude certain participants. Or a third party might take exception to pejorative comments, and, based on the discussion server's location on the University network, institute legal action against the University. The discussion group thus consumes University resources (such as General Counsel time). Because the discussion group is an ancillary use of information technology, its consumption of University resources makes it an unacceptable use of University information technology.
View full policy (PDF, 234 KB).
Policies on Bias and Hate Speech
Campus & Student Life: How core values shape the University’s response to bias reports
This core value of rigorous and open inquiry is threatened when individuals make comments, write or display language, or engage in actions that demean or stereotype others because of their race, gender, ethnicity, nationality, sexual orientation, or other aspects central to their identity. The University has, from its founding, been a place where ideas are valued based upon their merits and not the status of the person holding the idea. Effective inquiry and debate can only occur if members of our community are able to contribute fully and in confidence that their ideas will be heard and evaluated fairly and with respect. We respect freedom of expression and do not attempt to shield every community member from every offensive act. At the same time, we recognize that denigrating someone because of their status or identity sends a message that the person being demeaned cannot contribute fully. Our University community should never be comfortable with such an outcome. This is an important commitment that underlies the University’s policies on diversity, civility and equity. ... The University has a well-established system for responding to reports of bias that includes resources such as the Bias Response Team. The Bias Response Team is made up of administrators who work as a bridge, bringing together the parties involved in an incident and finding ways to move forward as a community. In most cases, this involves facilitating dialogue. Depending on the nature of an incident, other processes may also come into play, including the University’s disciplinary systems or, on rare occasions, the legal system.
View full policy (PDF, 129 KB).
Campus and Student Life: Bias Response Team 12-13
A Bias Incident involve actions committed against a person or property that are motivated, in whole or in part, by a bias against race, religion, sexual orientation, ethnicity, national origin, ancestry, gender, gender identity, age, or disability.
View full policy (PDF, 80 KB).
Advertised Commitments to Free Expression
Student Manual: Student Life and Conduct- Protest and Demonstrations Policy 12-13
The primary function of a university is to discover and disseminate knowledge by means of research and teaching. To fulfill this function, a free interchange of ideas is necessary not only within the university but also with the larger society. At the University of Chicago, freedom of expression is vital to our shared goal of the pursuit of knowledge.
View full policy (PDF, 76 KB).
Campus & Student Life: Free Expression 12-13
The University has always featured events that encourage spirited debate about a variety of topics, academic and otherwise. This is in keeping with our commitment to rigorous inquiry, which has been a central feature of the University of Chicago’s distinctive culture throughout its history. Constant and deliberate work is required to sustain this commitment.
View full policy (PDF, 118 KB).
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The speech codes and policies above were last fully checked via internet and other research means by FIRE in March 2013. According to FIRE’s research the substantive policies are current at least until this date. Directory information, including the name of the president of the college or university, may have been updated more recently. If any policy has been revised, or if you believe that we are in error, please contact us.
