Presentation on theme: "Sexual Harassment Prevention Training"— Presentation transcript:
1 Sexual Harassment Prevention Training by:Dr. Sue Guenter-SchlesingerVice Provost forEqual Opportunity & Employment Diversity
2 Sexual Harassment Prohibition: It’s the Law Title VII (Civil Rights Act of 1964) Faculty & StaffTitle IX (Ed Amendments of 1972) StudentsWAC
3 Western Policies Equal Opportunity/Non-Discrimination Policy Sexual HarassmentRelated Policies: Faculty Handbook, Section I, VIII & Appendix F, Section 7
4 Sexual Harassment: Definition Unwelcome sexual advances and/orRequests for sexual favorsOther verbal or physical conduct of a sexual nature WHEN…….
5 Definition (Cont’d.)Submission to such conduct or activity is made either explicitly or implicitly a term or condition of an individual’s employment or academic progressSubmission to or rejection of such conduct or activity is used as the basis for employment or evaluationSuch conduct or activity interferes with an individual’s employment or educational advancement and /or creates an intimidating, hostile or offensive environment.
6 Sexual Harassment (Cont’d.) Quid Pro QuoHostile Environment
7 Who Could Be Sexually Harassed? EVERYBODY!Power vs. Sex
8 CRITICAL ISSUESFlirtation vs. HarassmentIntent vs. Impact
9 Examples of Sexual Harassment Turning work discussions to sexual topicsAsking personal questions about social/sexual lifeMaking sexual comments about a person’s clothing or bodyStaring at someoneBlocking a person’s pathMassaging a person’s neck, shouldersPatting, caressing, fondling
10 Sexual Harassment Myths Just saying “NO” should make it stop.Harassment will stop if it is ignored.If women watched how they dressed, there wouldn’t be any harassment.Sexual harassment is harmless; women have no sense of humor.The more training you get in sexual harassment prevention, the more polarized men and women will be.
11 What To Do If Sexually Harassed Tell the harasser to stop, if possible. Say how the behavior is offensive to you.Document the incident(s) and report it to your supervisor .Utilize organizational procedures (EO Office).
12 Sexual Harassment Complaint Procedures EO Office will try to informally resolve issue at lowest level if possible.Alleged victim may file formal complaint (45 days).EO Office conducts investigation, ensuring fairness to all parties.Leadership is informed of outcome & takes appropriate action.
13 Why Victims Don’t Report Do not believe anything will happen (lack of confidence in leadership).Afraid they will be blamed (Lack of confidence in their own perceptions).Concern for the harasser.
14 Supervisory Responsibilities Take the complaint seriously.Supervisory responsibility: “Knew or should have known.”Document all discussions.Follow org’l procedures, ensuring fairness to all parties.Take swift & appropriate action in substantiated cases.
15 Supervisory Responsibilities (cont’d.) Retaliation is Prohibited by Law!Leadership can help ensure that complainants are protected against retaliation, even if their complaint is not substantiated through an investigation.-
16 Potential Liability for Supervisors Personal as well as Institutional Liability: “Knew or Should Have Known” places special responsibility on supervisors.Supervisors are required to address issue by inquiring into it (with assistance from the EO Office) and then addressing it appropriately.Requirement to “Make the victim whole again.”