1. Sexual Harassment Appropriate Behavior at the Academic Workplace Vincent Price Associate Provost for Faculty Affairs Sean Burke Associate General Counsel Presentation to the School of Nursing March 26, 2008

2. Some Questions What is it? What are our policies? What to do?

3. What is it? Unwanted sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature when submission is made a condition of employment, or the basis for employment decisions, or creates a hostile working environment Unwanted

4. What is it? Quid quo pro Condition of employment Basis for promotion Factor in raises, grading, assignments, recommendations

5. What is it? A hostile environment Sexual innuendoes Vulgarity or lewd comments Touching or leering Gender-related insults Sexually explicit pictures

6. Who can be a harasser? Quid pro quo A person with control or authority Hostile environment Supervisor Coworker Client

7. Who can be a harasser? Opposite or same sex as victim Individual or group

8. What makes it offensive? Unwanted Hostile or degrading Repeated despite complaints Public

9. Some complications “She likes it” Maybe not Maybe now, but not later Maybe so, but others see it as favoritism

10. Some complications “It was just a joke” Maybe not to the target Who decides? A “reasonable person” of the same sex General business norms in the field University policies

11. What are our policies? Principles of Responsible Conduct Policy on Acquaintance Rape Policy on Consensual Sexual Relations Policy on Sexual Harassment

12. What are our policies? Sexual relationships with your own student, regardless of age or consent, not permitted Consensual sexual relationship with an undergraduate student strongly discouraged

13. What are our policies? Work assignments off campus Meetings with alumni, clients, professional colleagues University social events Socializing with students Beyond 9 to 5, rules still apply

14. What are our policies? Warning Letter to file Just cause for removal of faculty member Independent civil or criminal actions Consequences

15. What to do Know University policiespolicies Don’t overlook inappropriate interactions Be alert to the misuse of authority

16. A complaint comes to you Take it seriously Don’t jump to conclusions Treat confidentially Don’t promise total confidentiality To follow Penn’s policies you will have to communicate with the proper office Talk with others only on a need-to-know basis

17. A complaint comes to you Don’t retaliate Inform your Chair or Dean Tell the complainant you’ve done this Explain what he/she can do Don’t become a regular contact or shuttle diplomat Know if you are a reporting office

18. Confidential Counselors May provide support, information, and counseling. Contact with these offices is not considered a report to the University Penn Women's Center African American Resource Center Special Services Unit, Department of Public Safety Counseling and Psychological Services Lesbian Gay Bisexual Transgender Center Student Health Services Employee Assistance Program Chaplain rape/sexual assault

19. Reporting Offices Maintain confidentiality only to the extent consistent with the University's need to investigate allegations and take action Office of Affirmative Action and Equal Opportunity Programs Designated School Official or Affirmative Action Officer Office of Staff and Labor Relations, Division of Human Resources Office of the Ombudsman Office of the Vice Provost for University Life Office of Residential Living Office of Student Conduct Deans and University Officers Department Chairs and Center Directors Supervisors

20. Discussion