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Overview of Bias Incidents

A page within Civil Rights & Compliance

Live Data

Data will be updated biweekly.

Total Incidents AY 2025-2026: 55

Total reports AY 2025-2026: 55 (some incidents are reported more than once)

Hate/bias incidents by demographic (AY 25-26)

  • 3* Disability
  • 8* Gender Identity/Expression
  • 28* Race/Ethnicity
  • 15* Sexual Orientation
  • 7* Sex
  • 2* Language
  • 8* National Origin
  • 4* Size
  • 8* Religion
  • 1* Economic Status
  • 2* Age 
  • 7* Other

Hate/bias incidents by nature/type (AY 25-26)

  • 4* Graffiti or vandalism
  • 9* Slurs
  • 2* Ridicule
  • 5* Biased/belittling jokes
  • 9* Discrimination
  • 4* Microaggression
  • 7* Harassment 
  • 3* Stereotyping
  • 3* Name Calling (demean or degrade)
  • 1* Justifying biases
  • 3* Bullying
  • 1* Assault
  • 4* Other

Hate/bias incidents by location (AY 25-26)

  • 10* Classroom
  • 15* Residence Hall
  • 7* Online/Social Media
  • 4* Off Campus
  • 2* On-campus: Outdoor
  • 14* Other campus building (Not classroom)
  • 2* Prefer not to disclose
  • 1* Other not listed

Bias Report

Submit a Bias Incident Report  Unsure where to submit?

The Bias Incident Report aims to help foster an inclusive and welcoming environment at the University of Wisconsin-La Crosse (UWL). The Bias Support & Education Team (BSET) stands as a proactive entity dedicated to addressing bias incidents on campus. Established in 2005, the BSET operates in alignment with the University's commitment to mission, vision, and values. Guided by the principles outlined in the UW Board of Regents policy document 14-6, the BSET acknowledges the harmful nature of discrimination and endeavors to eliminate all manifestations of bias within the university community.

An integral part of the BSET's operations is the online Bias Incident Report Form, designed to collect information on bias incidents motivated by various aspects of identity, including race, ethnicity, gender, sexuality, and religion as well as the location of the incident. The fundamental roles of the BSET are to provide education and offer support. This reporting mechanism serves as a vital tool in understanding prevalent biases on campus and informs BSET of trends.

2025-2026 AY Trends

  • About 45–50% of reports indicated race/ethnicity as the target. Trends include the use of racial slurs and derogatory language, as well as stereotyping and exclusionary behavior across classroom, residential, and online environments. There were also incidents involving antisemitic language and references to Jewish identity.

 

  • About 20% of reports indicated sexual orientation and/or gender identity/expression as the target. Trends include derogatory language, harassment in both in-person and online spaces, and behaviors that invalidate or demean LGBTQ+ identities.

 

  • About 10–15% of reports indicated religion as the target. Trends include stereotyping, dismissive or offensive remarks, and instances of biased messaging or symbolism

 

  • Less than 10% of reports indicated disability, body size, or age as the target. Trends in these reports include belittling comments, biased jokes, and dismissive treatment in both peer and employee interactions.

After careful review of trends and consultation with key stakeholders, BSET recommends the following actions to further enhance inclusivity and support on campus: 

  • Residence Life Connection: Increase collaborations with BSET through RA training and joint programming. Initiate an annual summit with Residence Life to review data and initiate action steps. 
  • Impactful Programming: Develop educational programs on Civil Discourse, Free Expression, and topics that align with previous years’ trends. Expand UWL Celebrates and Social Justice Week. 
  • Establish Bias Training: Update training courses to include implicit bias education. Collaborate with HR to integrate bias components into various trainings. Utilize equity liaisons to guide individuals in their spheres of influence.  
  • Inclusive Instruction: Provide inclusive teaching reminders, develop asset-based mindsets, promote engagement opportunities, support syllabi consultations for inclusive pedagogical choices, and promote UDL and classroom accessibility. 
  • Facilities and Materials: Enhance measures at recurring incident locations as needed. Allocate funds for size-inclusive and left-handed/neutral desks. Install signage for all-gender bathrooms. 

Throughout the academic year, the BSET and its members have been actively engaged in promoting equity and supporting inclusivity on campus through a variety of initiatives: 

  • Documentation and Support: BSET has diligently documented all bias incidents/reports using Maxient system. They have collaborated with various campus offices and administrative leadership to ensure resources and support for impacted individuals. 
  • Facilitating Discussions: BSET has offered resources and organized 1-on-1 and small group discussions to provide a platform for affected parties to be heard. 
  • Programming and Training: BSET members have actively participated in campus-wide events and engaged in professional development centered on addressing bias and implementing restorative practices. 
  • Enhancing Transparency: To improve transparency of the bias reporting process BSET has provided weekly updates on targeted locations and identities on the CDCE website. They have created graphics like the "I submitted a bias report. Now what?" to be displayed across digital signs to inform and engage the campus community.