It is the purpose of Western Theological Seminary to form women and men for faithful Christian ministry and participation in the Triune God’s ongoing redemptive work in the world. Toward this end, WTS seeks to foster a community of faith and learning that reflects the Kingdom of God, allowing for the flourishing of all its members in Jesus Christ. As we strive for this ideal, we acknowledge that because we are sinful individuals we are also a fallen community, influenced by old habits and hidden prejudices. There are times when we harm others through our words, actions, and even institutional policies and traditions. There are circumstances in which we fail to do justice or love mercy. In such instances, we commit to face our wrong-doing; to listen, to talk, to pray, and when we fall short, to confess our sin and accept God’s forgiveness as we seek understanding, justice, healing, and reconciliation.
It is to this end that our Title IX policies and non-discrimination procedures have been developed in alignment with legal requirements of our state and the Vision of our Life Together. We seek not only to fulfill requirements of the law, but also by God’s grace and direction, to live and grow as members of a community of faith and learning that seeks to faithfully and fully love God and each other.
WTS Notice of Non-Discrimination
Notice of Non-Discrimination
The seminary does not discriminate in admissions, employment, and educational programs on the basis of race, color, national origin, age, sex, marital status, disability, height, weight, genetic information, and other prohibited characteristics in accordance with applicable federal, state, and local laws and ordinances.
As a religious institution, the seminary reserves the right to make employment and hiring decisions on the basis of religious criteria, based on the Free Exercise Clause of the First Amendment to the Constitution of the United States and various relevant statutes.
Contact Information for inquiries, concerns, and allegations
For inquiries regarding the non-discrimination policies and complaints of discrimination, contact:
Rayetta Perez
Title IX Coordinator and Director of Administration and Human Resources
101 East 13th Street
Holland, MI 49423
616 392.8889, ext. 103
rayetta.perez@westernsem.edu
Dr. John Brogan
Deputy Title IX Coordinator
101 East 13th Street
Holland, MI 49423
616 392.8889, ext. 192
john.brogan@westernsem.edu
Western Theological Seminary has also classified most employees as Mandated Reporters, who are required to report any possible violation of this policy that they observe or have knowledge of, even if not reported to them by a Complainant or third-party, to the Title IX Coordinator. Employees who serve as Confidential Resources are not required to report possible violations (except as needed to comply with the requirements of the Clery Act.)
Inquiries may be made externally to:
Office for Civil Rights (OCR)
U.S. Department of Education
400 Maryland Avenue, SW
Washington, DC 20202-1100
Customer Service Hotline #: 800.421.3481
Facsimile: 202.453.6012 TDD#: 877.521.2172
Email: OCR@ed.gov Web: http://www.ed.gov/ocr
Michigan Department of Civil Rights
Grand Rapids Office
State Office Building, 4th Floor
350 Ottawa, N.W.
Grand Rapids, MI 49503
Phone: 616.356.0380 Web: http://www.michigan.gov/mdcr
For complaints involving employees:
Equal Employment Opportunity Commission (EEOC)
Detroit Field Office
Patrick V. McNamara Building
477 Michigan Avenue
Room 865
Detroit, MI 48226
United States
Phone: 800.669.4000
Mandatory Reporting and Confidential Resources
All Western Theological Seminary employees (faculty, staff, administrators), with the exception of the Resolution Advisors (listed below under “Confidential Resources”) are expected to report possible violations of this policy (including possible discrimination, harassment, or retaliation) that they observe or have knowledge of to the Title IX Coordinator.
In order to make informed choices, it is important to be aware of confidentiality and mandatory reporting requirements when consulting campus resources.
If a Complainant expects formal action in response to their allegations, reporting to any Mandated Reporter can connect them with resources to report crimes and/or policy violations, and these employees will pass reports to the Title IX Coordinator (and/or the police, if desired by the Complainant) within 24 hours, who will take action when an incident is reported to them.
Confidential Resources
If a Complainant would like the details of an incident to be kept confidential, the Complainant may speak with a Seminary Resolution Advisor. Resolution Advisors may maintain confidentiality – meaning they are not required to report actual or suspected discrimination or harassment to the Title IX Coordinator – thereby offering options and advice without any obligation to inform the Title IX Coordinator unless a Complainant has requested information to be shared.
Resolution Advisors are:
On-campus
- Dr. Pam Bush, Associate Director of Student Care, pam@westernsem.edu; 616.392.8555 x191
- Dr. Chuck DeGroat, Professor of Pastoral Care and Counseling, chuck@westernsem.edu; 616.392.8555 x194
- Dr. Suzanne McDonald, Professor of Historical and Systematic Theology, suzanne@westernsem.edu; 616.392.8555 x136
Off-campus
Resilience: Advocates for Ending Violence
24-Hour Help Line 800.848.5991
Español: 866.728.2131
https://resiliencemi.org/
Policy on Discrimination and Harassment
Students, staff, administrators, and faculty are entitled to an employment and educational environment that is free of discriminatory harassment. Western Theological Seminary’s harassment policy is not meant to inhibit or prohibit educational content or discussions inside or outside of the classroom that include germane but controversial or sensitive subject matters protected by academic freedom.
The sections below describe the specific forms of legally prohibited discrimination and harassment that are also prohibited under Western Theological Seminary policy. Discrimination and harassment are prohibited under this policy on the basis of race, color, national origin, age, sex, marital or family status, disability, height, weight, genetic information, and other prohibited characteristics in accordance with applicable federal, state, and local laws and ordinances, except in the event of a bona fide occupational qualification. When speech or conduct is protected by academic freedom and/or the principles of free speech, it will not be considered a violation of Western Theological Seminary policy, though supportive measures may be offered to those impacted. All policies encompass actual and/or attempted offenses.
Discrimination
Discrimination includes actions that deprive or limit access to education, employment, benefits, or other opportunities and/or treat an individual differently on the basis of actual or perceived membership in a class protected by policy or law (as listed in the categories noted in this policy).
Harassment
Harassment is defined as unwelcome conduct by any member or group of the community on the basis of actual or perceived membership in a class protected by policy or law.
Western Theological Seminary does not tolerate discriminatory harassment of any WTS community member, including online and sexual harassment.
A hostile environment is one that unreasonably interferes with, limits, or effectively denies an individual’s educational or employment access, benefits, or opportunities.* This discriminatory effect results from harassing verbal, written, graphic, or physical conduct that is so severe or pervasive or persistent that it denies or limits an individual’s access to the education program or activity.
Western Theological Seminary reserves the right to address harassment that 1) does not rise to the level of creating a hostile environment, or 2) that is of a generic nature and not based on a protected status. Addressing such conduct will not result in the imposition of discipline under this policy, but may be addressed through respectful conversation, remedial actions, education, and/or other informal resolution mechanisms.
For assistance with informal resolution techniques and approaches, employees and students should contact the Title IX Coordinator or the Director of Human Resources.
*This definition of hostile environment is based on Federal Register / Vol. 59, No. 47 / Thursday, March 10, 1994: Department of Education Office for Civil Rights, Racial Incidents and Harassment Against Students At Educational Institutions Investigative Guidance.
Complete WTS Policy on Non-Harassment and Non-Discrimination (.pdf)
Read the policy here.
Faculty Statement on Forming Women for Ministry
Western Theological Seminary is committed to the admission and education of students without discrimination on the basis of sex. Throughout Scripture, we see God calling and appointing women to teach, preach, and lead God’s people. We uphold the biblical witness as we prepare women and men to lead the church in mission. This is also expressed in our covenant with the Reformed Church in America, a denomination that upholds the full participation of women in the life and ministry of the church. As a faculty, we also want to declare clearly our unwavering and unanimous commitment to the education and ordination of women for all forms of ministry to which they have been called by God—whether inside or outside the church—including the Ministry of Word and Sacrament. In welcoming women students to all of its programs and encouraging women in their vocations, we as an institution have a steadfast commitment to the women we welcome, which includes our commitment to establish an environment in which their education and calling will be properly nurtured and affirmed. We expect all who join our faculty to abide by this commitment.
At the same time, we recognize that the role of women and the status of the leadership and ordination of women is a point of disagreement in many denominations, churches, Christian organizations, and among some of our students. We are dedicated to being a community that upholds academic freedom and the free discussion of ideas inside and outside the classroom when done in the spirit of faith seeking understanding. We do not believe that differences of opinion on this matter should keep Christians from maintaining fellowship with one another or celebrating the Lord’s Supper together. Therefore, we welcome men and women students who hold different views on the matter of the role and ministries of women and seek to support all of our students in their God-given callings. We also want to nurture ties with churches and institutions that hold different views. We do expect, however, that all students, regardless of their personal convictions, will acknowledge the full rights and status of all their fellow students in their degree program, regardless of sex.
Maintaining these commitments well requires practical wisdom. May the triune God pour bountiful wisdom and grace on our entire community as we all—students, staff, board of trustees, and faculty—seek to follow the one who prayed “that they be completely one, so that the world may know that you have sent me and have loved them even as you have loved me” (John 17:23).
October 2017
What is Title IX?
Title IX of the Education Amendments of 1972 prohibits discrimination on the basis of sex in any federally funded education program or activity. The principal objective of Title IX is to avoid the use of federal money to support sex discrimination in education programs and to provide individual citizens effective protection against those practices.
Title IX applies to any education program operated by a recipient of federal financial assistance. Like most educational institutions, Western Theological Seminary participates in federal student loan programs and is subject to the terms of Title IX.
What does the Title IX Coordinator do?
Title IX Coordinator
The Director of Administration and Human Resources, Rayetta Perez, serves as the Title IX Coordinator and oversees the WTS Policy on Non-Harassment and Non-Discrimination (HDRP). The Title IX Coordinator acts with independence and authority, free of conflicts of interest. The following information is excerpted from the complete HDRP, which can be found here. (link to come)
Preliminary Inquiry
Following receipt of notice or a report of misconduct, the Title IX Coordinator engages in a preliminary inquiry to determine if there is reasonable cause to believe the Policy on Non-Harassment and Non-Discrimination has been violated. The preliminary inquiry is typically
1-3 days in duration.
Formal Investigation
Once the decision is made to commence a formal investigation, the Title IX Coordinator begins the investigation usually within two (2) days of determining that an investigation should proceed. Investigations are completed expeditiously, normally within ten (10) days. Western Theological Seminary aims to complete all investigations within a sixty (60) calendar day time period, which can be extended as necessary for appropriate cause by the Title IX Coordinator with notice to the parties as appropriate.
Interim Remedies/Actions
The Title IX Coordinator may provide interim remedies intended to address the short-term effects of harassment, discrimination and/or retaliation, i.e., to redress harm to the reporting party and the community and to prevent further violations.
These remedies may include, but are not limited to:
- Referral to counseling and health services
- Education to the community
- Altering the housing situation of an the responding party
- Altering work arrangements for employees
- Providing campus escorts
- Providing transportation accommodations
- Implementing contact limitations between the parties
- Offering adjustments to academic deadlines, course schedules, etc.
Western Theological Seminary may interim suspend a student, employee or organization pending the completion of HDRP investigation and procedures, particularly when in the judgment of the Title IX Coordinator the safety or well-being of any member(s) of the campus community may be jeopardized by the presence on-campus of the responding party or the ongoing activity of a student organization whose behavior is in question.
Closing of Process
If, during the preliminary inquiry or at any point during the formal investigation, the Title IX Coordinator determines that there is no reasonable cause to believe that policy has been violated, the process will end unless the reporting party requests that the Title IX Coordinator makes an extraordinary determination to re-open the investigation. This decision lies in the sole discretion of the Title IX Coordinator.
Resolution
The allegation will be resolved through one of these two resolution processes:
Mediated Resolution – typically used for less serious offenses and only when both parties agree to conflict resolution
Formal Resolution – resolution by a Review Panel, comprised of two members of the Resolution Team with the Title IX Coordinator.
Long-Term Remedies/Actions
Following the conclusion of the Resolution Process and in addition to any sanctions implemented, the Title IX Coordinator may utilize long-term remedies or actions to stop the harassment or discrimination, remedy its effects and prevent their reoccurrence. These remedies/actions may include, but are not limited to:
- Referral to counseling and health services
- Education to the community
- Permanently altering the housing situation of an the responding party (resident student or resident employee (or the reporting party, if desired))
- Permanently altering work arrangements for employees
- Providing campus escorts
- Climate surveys
- Policy modification
- Providing transportation accommodations
- Implementing long-term contact limitations between the parties
- Offering adjustments to academic deadlines, course schedules, etc.
At the discretion of the Title IX Coordinator, long-term remedies may also be provided even when the responding party is found not responsible.
Records
In implementing this policy, records of all allegations, investigations, resolutions, and hearings will be kept by the Title IX Coordinator indefinitely in the Title IX Coordinator database.
How to File a Complaint
Reporting Discrimination, Harassment, and/or Retaliation
Reports of discrimination, harassment and/or retaliation may be made using any of the following options. There is no time limitation on the filing of allegations. However, if the responding party is no longer subject to the WTS jurisdiction, the ability to investigate, respond, and provide remedies may be more limited:
1) Report directly to the Title IX Coordinator, Rayetta Perez; rayetta@westernsem.edu, or 616.392.8555 x103
2) Report to any member of the WTS faculty or staff
When considering whom to contact, it is important to be aware of mandatory reporting requirements.
All WTS employees (faculty, staff, and administrators) with the exception of the “Resolution Advisors” named below, are required to report actual or suspected discrimination or harassment to the Title IX Coordinator immediately. This reporting will be done in such a way that the privacy of all individuals will be protected to the extent permitted by law.
Resolution Advisors may maintain confidentiality – meaning they are not required to report actual or suspected discrimination or harassment to the Title IX Coordinator – thereby offering options and advice without any obligation to inform the Title IX Coordinator unless a reporting party has requested information to be shared. Resolution Advisors will maintain confidentiality except in extreme cases of immediacy of threat or danger or abuse of a minor.
Resolution Advisors are:
On-campus (WTS employees)
- Dr. Pam Bush, Associate Director of Student Care, pam@westernsem.edu;
616.392.8555 x191 - Dr. Chuck DeGroat, Professor of Pastoral Care and Counseling, chuck@westernsem.edu; 616.392.8555 x194
- Dr. Suzanne McDonald, Professor of Historical and Systematic Theology, suzanne@westernsem.edu; 616.392.8555 x136
Off-campus (non-employees):
- Resilience: Advocates for Ending Violence
24-Hour Help Line 800.848.5991
Español: 866.728.2131
All reports are acted upon promptly, while every effort is made by WTS to preserve the privacy of reports. Privacy generally means that information related to a report of misconduct will only be shared with a limited number of individuals. The use of this information is limited to those WTS employees who “need to know” in order to assist in the review, investigation, or resolution of the report. These individuals will be discreet and respect the privacy of individuals involved in the process.
Reports may also be anonymous. Anonymous reports will be investigated to determine if remedies can be provided.
Reports of misconduct or discrimination committed by the Title IX Coordinator should be reported to the President of Western Theological Seminary.
2017 Updates
The Board of Trustees response to the Title IX Investigation
Update from President Timothy Brown, June 8, 2017.
Letter from Dr. Johnson – August 23, 2017
A video message from Dr. Johnson
The Sexual Harassment Prevention Task Force was formed in 2017 to provide input to the Title IX Coordinator and senior leadership regarding the effectiveness of the Title IX compliance program and recommend strategies for continuous improvement. The Task Force completed its work in 2018.
Rayetta Perez, Title IX Coordinator, is responsible for ongoing assessment of the seminary’s Title IX compliance program.
