Title VII and IX Awareness for 4-H Volunteers Awareness, Reporting, and Prevention of Discrimination, Harassment and Sexual Violence 1is2many.okstate.edu Initial Training Oklahoma 4-H Youth Development December 2015

Training Outcomes Upon completion of this training, volunteers will: Review the Title VII Civil Rights Act and have an increased understanding of it’s application to 4-H Clubs and the 4-H Youth Development program. Review Title IX laws prohibiting sexual harassment and the University’s anti-sexual harassment policy. Recognize and appropriately respond to observed or reported incidents of Title VII and/or Title IX occurrence s. 2

Title VI of the Civil Rights Act of 1964 mandated that: “No person in the United States, shall on the ground of race, color or national origin, be excluded from participation in, be denied the benefits of, or be subjected to discrimination in any program or activity receiving federal funds.” Title VII of the Civil Rights Act of 1964 Prohibits discrimination in the terms, conditions or privileges of employment on the basis of an individuals’ (employee or applicant) race, color, religion, sex (including pregnancy), national origin, age, disability, or genetic information. Title IX of the Education Amendments of 1972 “No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving federal financial assistance.” 3 Training Outcomes

At a minimum, every two years club leadership must sign the Civil Rights Compliance Card. If there is a change in Club leadership the card must be signed by the new club leader(s). 4-H Civil Rights Card Title VI, VII and IX

 Must provide equal access for all youth and not design or create barriers  Employees and volunteers are obligated to eliminate any practices that limit, deprive or tend to deprive an individual from an opportunity Equal Access to All Title VI, VII and IX

Title IX – Sexual Harassment Defined Unwelcome sexual advances Request for sexual favors Other verbal or physical conduct of a sexual nature that affects an individuals’ employment; unreasonably interferes with his/her work performance; or creates an intimidating, hostile or offensive work environment Title IX

Quid Pro Quo  This for that  Something for something Hostile environment  Speech or conduct that is severe and/or pervasive enough to create an abusive or hostile work environment  Created by a boss or co-worker whose discriminatory actions, communication or behavior make doing your job impossible Forms of Sexual Harassment Title IX

Sex Discrimination  Sex discrimination includes all forms of sexual harassment, including verbal and non verbal sexual harassment and gender violence by employees, volunteers, 4-H members or third parties against employees, students or third parties.  Sex discrimination also includes unequal pay based on gender, discrimination on the basis of pregnancy, unequal distribution of athletic funds, and unequal admissions and financial aid practices. 8 Understanding Terminology

Gender Violence  The term “gender violence” reflects the idea that violence often serves to maintain structural gender inequalities, and includes all types of gender-based violence. This type of violence in some way influences or is influenced by gender relations.  Gender violence includes rape, sexual assault, dating violence, domestic violence, sexual harassment and stalking. 9 Understanding Terminology continued

10 Understanding Terminology continued Sexual Misconduct  Sexual Misconduct can be committed by men or by women and it can occur between individuals of the same or different sex.  Rape and Sexual Assault are defined below: −Rape – is a nonconsensual intercourse that involves the threat of force, violence, immediate and unlawful bodily injury, or threat of future retaliation and duress −Sexual Assault - is broader in definition than rape. Any nonconsensual act may be considered sexual assault.

 Stalking – A pattern of behavior that makes you feel afraid, nervous, harassed, or in danger. A person may repeatedly contact you, follow you, send you things, talk to you when you don’t want them to, or threaten you.  Sexual Harassment – Unwelcome conduct of a sexual nature. Includes verbal and non- verbal behaviors and actions. 11 Understanding Terminology continued

 Dating Violence – A pattern of abusive behaviors used to exert power and control over a partner. This violence can be physical, sexual, emotional, spiritual, economic, or psychological.  Domestic Violence – The same as Dating Violence the difference is the act of violence is committed by a current or former spouse or intimate partner of the victim, by a person with whom the victim shares a child in common, by a person who is cohabitating with or has cohabitated with the victim. 12 Understanding Terminology continued

Required to Report… When employees, volunteers, parents or 4-H members are made aware of any incident of discrimination, sexual harassment or sexual violence they must…  REPORT it 13

University’s Obligations INVESTIGATE PREVENT REMEDY SEXUAL HARASSMENT 14 University Policy on Sexual Misconduct and Gender Discrimination

The University will…  Give notice to the parties  Provide fair and equitable investigation  Notify parties of outcome  Provide steps to prevent recurrence 15 Case of Sexual Discrimination

Reporting 1.If someone reports to you an act of sexual harassment/violence or discrimination; you observe it or experience it, then it must be REPORTED. 2.If there is an immediate threat contact local law enforcement/call Follow 4-H Protocol outlined on the Crisis Management Plan, page 3 of Form 7 Activity and Event Intent form. 4.Record the Facts – Fill out Form 8 Incident and Accident Form ASAP. 16 All 4-H Risk Management Forms are posted at

Retaliation Retaliation against any person because they engaged in a “protected activity” will not be tolerated and is prohibited by law. More specifically, OSU Board of Regents policy 3.11 prohibits retaliation in any form. Retaliation includes any harassment, intimidation, threats, or adverse action against any complainant or third party because they participated in a complaint of sexual harassment. Retaliatory behavior is not limited to behavior by the accused and also covers behavior by his or her associates and third parties. Examples of “protected activities” Filing a complaint of discrimination Participating in a discrimination investigation by being a witness Reporting sexual harassment Speaking out against illegal discrimination in the workforce 17

University Resources 18 ResourcePhone Number Web Address Oklahoma Coalition Against Domestic violence and Sexual Assault http://ocadvsa.org/ National Domestic Violence Hotline http:// OSU Victim Advocate http://1is2many.okstate.edu OSU University Counseling Center http://ucs.okstate.edu Title VII and IX Coordinators http://eeo.okstate.edu