The UMSL Office  of Equal Opportunity & Diversity
exists to help students, faculty, staff and visitors get the support they need if they experience sex-based discrimination including:

Sexual Harassment
Sexual Misconduct
Stalking on the basis of sex
Intimate partner and/or relationship violence
Sexual Exploitation

Reporting an Incident

Any sexual discrimination incidents, including sexual assault, sexual harassment, sexual misconduct, stalking on the basis of sex, intimate partner and/or relationship violence, and sexual exploitation should be reported to the Title IX coordinator, 
Deborah J. Burris at or 314-516-5695.

  • Reports can be made by email, phone, online (see below), or in person.

Reports made using these forms are sent directly to the university’s Title IX coordinator, who oversees all sex discrimination matters at the institution. Upon receipt of the report and depending on the detail of the information provided, the institution will take reasonable steps to investigate the matter, stop the harassment, prevent its recurrence and remedy its effects.


 Voluntary Reporting

Students, employees, volunteers and visitors of the university who have experienced any form of sex discrimination, including sexual harassment or sexual misconduct, are encouraged to report the incident promptly to the Title IX Coordinator, Deborah Burris at .

CR&R 600.020(E)(1)

Mandated Reporting

Any employee of the university who becomes aware of sex discrimination as defined in this policy (including sexual harassment, sexual misconduct, stalking on the basis of sex, dating/intimate partner violence or sexual exploitation) is a mandated reporter, regardless of whether the recipient of the behavior is a student, employee, volunteer or visitor of the university.

CR&R 600.020(E)(2)


Employees with a legal obligation or privilege of confidentiality (including health care providers, counselors) are not considered mandated reporters and are not required to report when the information is learned in the course of a confidential communication.

This also means that the employee seeking the exemption is employed by the university for that specific purpose and was acting in that capacity when the confidential disclosure was made. If the information is not learned in the course of confidential communication (for example, behavior is observed in class) then the employee has the same obligation as a mandated reporter.

Consistent with the law and upon approval from the Office of General Counsel, campuses may also designate non-professional counselors or advocates as confidential for purposes of this policy and, therefore, excluded from the definition of mandated reporters.

However, these individuals may be required once per month to report to the Title IX Coordinator aggregate, non-personally identifiable information regarding incidents of sex discrimination reported to them. The aggregate data report may contain general information about individual incidents of sexual violence such as the nature, date, time, and general location of the incident. Confidentiality in this context is not the same as privilege under the law.

CR&R 600.020(E)(2)


About Title IX

Title IX of the Education Amendments of 1972 protects people from discrimination based on sex in education programs or activities which receive federal financial assistance. Title IX states that:

No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving federal financial assistance.

Policy Statement

Sex discrimination is prohibited by University policy and law in educational programs, activities and employment. Title IX applies to all students, employees, volunteers and visitors at the University and prohibits sexual harassment, sexual misconduct, and other forms of sex discrimination as defined in Section 600.020C of the Collected Rules and Regulations. Additionally, there is a specific application of Title IX in athletic programs to ensure gender equity and that women and men have equitable access to sports opportunities. As used in this policy, the word “sex” is also inclusive of the term “gender.”

(CR&R 600.020A)

See definitions of terms related to Title IX policy >>

Prohibited Conduct

Definitions and examples of conduct prohibited under the Equal Employment/Educational Opportunity Policy:

Title IX Coordinator

Deborah J. Burris Director, Chief Diversity Officer & Title IX Coordinator, One University Blvd., 127 Woods Hall, St. Louis, MO 63121 314-516-5695

Duties and Responsibilities: Monitoring and oversight of overall implementation of Title IX Compliance at the University, including coordination of training, education, communications, and administration of grievance procedures for faculty, staff, students and other members of the University community.

Guiding Policies

University of Missouri





  • Violence Prevention Training for Students   Not Anymore

Office of Equal Opportunity & Diversity

Deborah Burris Director, Chief Diversity Officer and Title IX Coordinator
127 Woods Hall
Phone: 314-516-5695
Fax:  314-516-5673

Dana Beteet Daniels
Equal Opportunity Program Specialist/Deputy Title IX Coordinator
127 Woods Hall
Phone:  314-516-5695
Fax:  314-516-5673

Jessica Swederske
Title IX Compliance Manager
127 Woods Hall
Phone:  314-516-5695
Fax:  314-516-5673

Dorothea Scott
Compliance Manager/Equal Opportunity Programs
127 Woods Hall
Phone:  314-516-5696
Fax:  314-516-5673

If you are in an emergency situation and you need immediate assistance, please call the UMSL Police Department at 314-516-5155, or dial 911.

Title IX Definitions

Sex Discrimination. Sex discrimination occurs when a person has been treated inequitably based on sex, gender identity, or gender expression. Specifically, the University of Missouri System upholds Title IX, which states in part that “[n]o person in the United States shall on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity.”  Sexual harassment, sexual misconduct, sexual exploitation, stalking on the basis of sex and dating/intimate partner violence are forms of sex discrimination.

Sexual Harassment. Sexual harassment is defined as:

  1. Unwelcome sexual advances or requests for sexual activity by a person or persons in a position of power or authority to another person, or
  2. Other unwelcome verbal or physical conduct of a sexual nature by a person to another person, when:
    1) Submission to or rejection of such conduct is used explicitly or implicitly as a condition for academic or employment decisions; or 2) Such conduct creates a hostile environment by being sufficiently severe or pervasive and objectively offensive that it interferes with, limits or denies the ability of an individual to participate in or benefit from educational programs or activities or employment access, benefits or opportunities.

Sexual Misconduct. Sexual misconduct is: 1) nonconsensual sexual intercourse; 2) nonconsensual sexual contact involving the sexual touching of the genitals, breast or anus of another person or the nonconsensual sexual touching of another with one’s own genitals whether directly or through the clothing; 3) exposing one’s genitals to another under circumstances in which he or she should reasonably know that his or her conduct is likely to cause affront or alarm; or 4) sexual exploitation.

Stalking on the Basis of Sex. Stalking on the basis of sex is following or engaging in a course of conduct on the basis of sex with no legitimate purpose that puts another person reasonably in fear for his or her safety or would cause a reasonable person under the circumstances to be frightened, intimidated or emotionally distressed.

Dating/Intimate Partner Violence.  Violence committed by a person who is or has been in a social relationship of a romantic or intimate nature with the recipient of the violent behavior. 

Sexual Exploitation.  Sexual exploitation occurs when one person takes nonconsensual or abusive sexual advantage of another person for his/her own advantage or benefit or for the advantage or benefit of anyone other than the person being exploited and which behavior does not constitute any other form of sexual misconduct.  Examples of sexual exploitation include, but are not limited to, the following activities done without the consent of all participants:

  1. Invasion of sexual privacy;
  2. Prostituting another person;
  3. Taping or recording of sexual activity;
  4. Going beyond the boundaries of consent to sexual activity (letting your friends hide to watch you engaging in sexual activity);
  5. Engaging in voyeurism;
  6. Knowingly transmitting an STI, STD, venereal disease or HIV to another person;
  7. Inducing another to expose their genitals.

Consent to Sexual Activity.  Consent to sexual activity is knowing and voluntary. Someone who is incapacitated cannot consent.  Silence or absence of resistance does not establish consent.  Consent to one form of sexual activity does not imply consent to other forms of sexual activity.  Consent to engage in sexual activity with one person does not imply consent to engage in sexual activity with another.  Consent must be obtained at the time of the specific activity and can be withdrawn at any time.  Lack of consent or withdrawal of consent may be communicated by words or non-verbal acts.  Coercion and force, or threat of either, invalidates consent.

Incapacitated.  Sexual contact with someone one knows to be or should know to be incapacitated is a violation of policy.  An individual who is incapacitated lacks the capacity to give knowing consent.  Incapacitation can be due to the use of drugs or alcohol, when a person is asleep or unconscious, or because of an intellectual or other disability that prevents the individual from having the capacity to give consent.

Complainant.  The  person who is the alleged victim of discrimination under this policy. 

Accused.  The person, persons or student organizations alleged to have violated this policy.

More information regarding Title IX and Definitions can be found in: