In summer and fall of 2024, the U.S. Department of Education's Office for Civil Rights received two complaints against Reed College alleging violations of Title VI of the Civil Rights Act. The complaints were filed on behalf of Jewish students who reported experiencing antisemitism on campus.
Consistent with our commitment to maintaining an inclusive educational environment and responding thoughtfully to concerns raised by members of our community, Reed College participated in a voluntary resolution process with the Office for Civil Rights to address the complaints.
Reed is dedicated to upholding an academic environment where ideas can be examined openly, critically, and thoughtfully. The college recognizes that vigorous discussion, debate, and peaceful protest are fundamental to a liberal arts education, and that these principles must exist alongside a learning and working environment free from unlawful discrimination and harassment.
The information on this page outlines the agreement with the Office for Civil Rights, the steps Reed is taking under that agreement, and the college's ongoing efforts to foster a community that supports both robust academic inquiry and the dignity and belonging of every member.
Full letter from Board of Trustees Chair Deborah Kamali ’85 and President Audrey Bilger
Related Policies/Resources
Read the Resolution Agreement
Discriminatory Harassment and Misconduct Policy
Provide Feedback
General FAQs
What led to this resolution?
In the summer and fall of 2024, the college was informed that the U.S. Department of Education's Office for Civil Rights (OCR) had received two complaints alleging Title VI violations at Reed College related to the college's response to campus events during the 2023–24 academic year. The complaints were brought by two Jewish students and their legal representatives, the Louis D. Brandeis Center for Human Rights Under Law (Brandeis Center) and the Anti-Defamation League (ADL).
After extensive dialogue and reflection, Reed’s Board of Trustees approved a voluntary resolution with the Brandeis Center and the ADL on behalf of their clients. The resolution agreement fully resolves the two complaints and reflects the college’s longstanding commitments to academic freedom and ensuring full access for every member of our community.
What was the federal government’s role?
OCR facilitated a confidential mediation process between the parties. OCR made no findings related to the complaints and Reed did not admit any wrongdoing. Because this matter has been resolved, OCR has closed the complaints.
Did Reed support Jewish and Israeli students before the agreement?
Yes. Reed has a longstanding commitment to never tolerate harassment or discrimination, including against its Jewish and Israeli students. Even before Reed became aware of the complaints, the college had undertaken several proactive steps. Many of these efforts are now formalized or extended through the agreement, including
- reaffirming that shared ancestry, ethnicity, national origin, and religion are protected categories within Reed’s harassment and discrimination policies;
- reaffirming that Reed condemns antisemitism and all other forms of discrimination and harassment based on identity;
- reaffirming guidelines related to dissent to ensure alignment with Reed’s educational mission;
- conducting trainings, workshops, and other programming related to antisemitism, Islamophobia, and other areas of focus for the Presidential Council on Campus Climate;
- continuing to assess the campus climate to promote inclusivity and respond to areas of concern;
- implementing college-led efforts to foster dialogue across difference and to deepen understanding of the backgrounds, perspectives, and lived experiences of people with ties to Israel and Palestine; and
- continued academic engagement with international educational institutions, including those in Israel and Palestine.
What changes has Reed agreed to?
Reed College has agreed to reaffirm its values and take steps to better address future antisemitic incidents, including
- appointing a coordinator responsible for overseeing Title VI compliance, including ensuring adequate and consistent response to complaints of discrimination or harassment related to antisemitism and/or Islamophobia grounded in shared ancestry, ethnicity, or national origin. Christy Martin, EdD, will fulfill this role;
- instituting annual Title VI training for students, faculty, and staff, parallel to existing Title IX training, with specific attention to antisemitism and Islamophobia-based discrimination;
- engaging an independent consultant to assist Reed with the evaluation of its response to complaints of antisemitism and discrimination against other protected identities;
- clarifying existing identification policies and guidelines for Reed and non-Reed community members who visit our campus;
- consistent with OCR guidance, considering the working definition of antisemitism and its contemporary examples, as defined by the International Holocaust Remembrance Alliance (IHRA), to the extent useful as evidence of discriminatory intent when investigating or assessing complaints of antisemitic discrimination or harassment and providing a related DHM Policy Frequently Asked Questions; and
- implementing training led by subject-matter experts that is focused on recognizing and combating antisemitism and the IHRA’s working definition and its examples and Title VI obligations for members of the Bias Education & Response Team (BERT) and other responsible staff.
How does the agreement address antisemitism while protecting free speech, protest, and criticism of Israeli government policies?
The agreement strengthens the college’s ability to address antisemitism and other forms of prohibited discrimination while protecting free speech, peaceful protest, and academic inquiry. Its focus is on preventing and appropriately addressing incidents of alleged harassment and discrimination, not restricting protected expression.
When does the agreement take effect?
The agreement became effective in July 17, 2026. The agreement will remain in place for three years.
Does the agreement mean the International Holocaust Remembrance Alliance (IHRA)’s working definition of antisemitism will become a part of the college’s anti-discrimination policies and/or practices?
Consistent with OCR guidance, Reed will consider the IHRA’s working definition and its examples, to the extent useful as evidence of discriminatory intent, when applying Reed’s Discriminatory Harassment and Misconduct policy and investigating claims involving Jewish or Israeli individuals. The agreement expressly preserves academic freedom and protected free speech.
Will all criticisms of Zionism or Israel be prohibited under the agreement?
No. The agreement does not prohibit all criticism of Zionism, Israel as a country, or Israeli government policies. Criticism of Israel similar to that leveled against any other country or its government policies may not violate college policy. However, the agreement recognizes that for many Jewish people, Jewish self-determination (often called “Zionism”) is integral to their religious, ancestral, or ethnic Jewish identity, and the college acknowledges that discrimination or harassment of Zionists has at times throughout history been used as a pretext to discriminate or harass Jews. Under the agreement, targeting Jews or Israelis for adverse treatment under the label “Zionist” violates college policy, provided the other required elements of discrimination or harassment under Reed’s nondiscrimination policy are met.
Will the DHM’s shared ancestry language apply only to Jewish students?
No. The agreement addresses Jewish shared ancestry, ethnicity, religion, and Israeli national origin because those were the subjects of the OCR complaints. Reed’s Discriminatory Harassment and Misconduct policy applies to all protected classes and prohibits discrimination on the basis of any shared ancestry, ethnicity, or religion.
Why does antisemitism appear to receive a different level of institutional response in this agreement?
This agreement resolves complaints alleging antisemitic discrimination and harassment. The agreement states that Reed will continue to treat complaints involving Jewish and Israeli students with the same urgency and standards used for other protected groups.
How will Reed College ensure that the new protections do not inadvertently create new forms of inequity or bias?
The agreement affirms Reed’s commitment to apply the same standards to all students, preserve academic freedom and free speech, follow applicable law, and to continue to evaluate Reed’s consistent enforcement and application of its policies, guidelines, and community expectations.
Does the agreement include ways to measure whether the changes improve safety and belonging for all students?
Yes. Reed will evaluate the responses to its 2026 Sense of Community survey and conduct similar campus climate surveys for at least the next two academic years, respond to identified climate concerns, and share the results of these surveys with the Reed community to the extent permitted by the Family Educational Rights and Privacy Act (FERPA).
In the Classroom
Does the agreement restrict teaching or research?
No. The agreement does not restrict teaching, research, academic inquiry, or criticism of political ideas. It reaffirms that Reed faculty and teaching staff should be neutral and unbiased, and that attendance and participation rules should be applied equally.
Does it impact academic freedom?
The agreement repeatedly acknowledges that its commitments do not diminish or infringe Reed’s commitment to academic freedom or protected speech.
Title VI Training
When will Title VI training begin?
Annual Title VI training, including antisemitism-related programming, begins in the 2026–27 academic year.
Who must take training?
Incoming students, student orientation leaders, student organization and club signators, residence life house advisors, Judicial Board members, faculty and teaching staff, Senior Staff, the Title VI Coordinator, BERT staff, and others designated responsible for investigating or addressing Title VI complaints will receive training.
What will training cover?
Training will cover Reed’s discrimination and harassment policies, reporting procedures, response steps, examples of prohibited antisemitic discrimination and harassment, and the IHRA working definition and its examples.
Other Questions
Has Reed appointed a Title VI coordinator?
Reed has appointed Christy Martin, EdD, to serve as the Title VI Coordinator, who is responsible for overseeing and ensuring complaints about antisemitism and other forms of discrimination and harassment are properly addressed.
Does Reed have a face-covering or mask policy?
The agreement reaffirms Reed’s campus guidelines that anyone wearing a mask on campus must identify themselves by presenting Reed ID upon request by a member of the college community. Students or student groups who refuse may face sanctions.
Will the dissent guidelines be updated?
Reed will continue to place reasonable limitations on demonstrations and protests to protect the rights of all to teach, study, and freely exchange ideas. Reed will provide clarity to dissent guidelines to be fully understood by the Reed community.
When will BERT and civil rights staff receive specialized training?
Within the next two academic years, if they have not already received specialized training, the Title VI Coordinator, Senior Staff, current Bias Education & Response Team staff, and other designated staff who are responsible for investigating or addressing Title VI complaints will receive training focused on recognizing and combating antisemitism and the IHRA’s working definition and its examples.
When does the college expect to offer additional resources dedicated to Jewish life?
Reed will continue to maintain resources and programming in the Office for Institutional Diversity and the Office of Student Life about Jewish identity and will add to these resources and programming beginning in the 2026–27 academic year. Reed will continue to consult with campus and local Jewish organizations, as well as the Brandeis Center and the ADL, in selecting these resources.