TITLE IX Title IX is 40+ years old and most of us know about its impact on gender equality in college sports; however, Title IX is not exclusive to athletics. In 2011, US Dept of Education’s Office of Civil Rights refocused its attention to ensure gender equality in all educational activities. The goal of this training is to provide education to foster a campus community free of gender discrimination. 1

Why are you here? Despite the fact that you’ve been encouraged to be here, we know you really care about the RIT community. This means accepting responsibility for promoting a safe, healthy and supportive environment for everyone to learn, live and work. We all want that, right?

This presentation will… Provide information Review RIT policies and procedures Explain your role Identify resources About Title IX That govern how we comply with Title IX In the Title IX compliance process For reporting incidents and referring students, fac/staff to places for support

Why is this important? 1 in 5 college women People with disabilities and members of LGBTQIA community PTSD, depression and anxiety, drug or alcohol abuse How colleges handle Title IX complaints has been a hot topic lately. From the White House to the movie industry to articles in magazines and news reports, this has gained a lot of attention. We also wanted you to know… 1 in 5 college women are sexually assaulted in college (most often by someone they know); we also know that many cases are not reported Research shows that people with disabilities and members of the LGBTQIA community have increased risk Are the affects college survivors suffer from interfering their ability to be successful in school

Understanding Your Role Understand Title IX Know RIT’s Title IX compliance policies Know your responsibilities Know confidential reporting locations Know resources In order for you to understand your role, you need to know these things. The next several slides will discuss them.

Understanding Title IX “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.” What is Title IX? Here is the original law from 1972 – 37 words effectively changing the way we receive, investigate, and process gender discrimination complaints; use that information to assist us with preventing reoccurrence; and educate our community about gender equity.

What does Title IX include? Sex Discrimination Sexual Misconduct Sexual Harassment Sexual Violence *Protection from retaliation Over the past 40+ years, The law has been evolving. It no longer only refers to gender inequity in athletics. It has been broadened to include these four areas Sex Discrim - Treating people differently based on gender ,i.e, a female with less work experience selected for a job over a male; or a female student who wants to apply for a leadership position in a club or organization but is prohibited because the club is mostly male. Sexual misconduct – any unwanted sexual contact against person’s wishes or without their consent, i.e, receiving a hug which proceeds to hands sliding down or a person experiences unwanted fondling of breasts, butt or crotch; sexual harassment – any kind of unwelcomed sexual conduct that affects one’s daily or educational experience, i.e., a student continues to text another student suggesting a relationship even after he/she clearly states they are not interested; sexual violence - occurs when someone is forced to have sex without consent or when unable to give consent. i.e, rape, sexual abuse, assault, domestic or dating violence; Also included in Title IX is protection for individuals from retaliation for reporting these acts.

Know RIT’s Title IX compliance policies (www.rit.edu/~w-policy) 1. Prohibiting Discrimination and Harassment (C6.0) 2. Student Conduct Process (D18.0) Alcohol and other Drugs (D18.1) *New Student Policy will be introduced this fall (D19.0) to address Title IX specifically Note: External Law Enforcement What are RIT’s compliance policies and procedures? Applies to faculty, staff, students and third parties. It covers procedures for handling violations for both Complainants and Accused Applies to students and covers procedures for handling violations for Complainants and Accused RIT follows these policies when processing Title IX complaints. It’s important to familiarize yourself with them so that you can help those involved understand how RIT handles these cases if asked. In addition to these policies, complainants are also given the opportunity to notify external law enforcement.

#ItsOnUs It’s on Us….what does that mean? To illustrate this, I wanted to show you a PSA recently created by our SG and Video Maker Club. It debuted on May 11th . (https://m.youtube.com/watch?v=WVVGn7ybeMU) It is on us to make RIT a safe and healthy environment for everyone to work, live and learn and it’s on us to create a culture where sexual discrimination, harassment, misconduct and violence are not tolerated. So, how do we do this?

Who is a “Responsible Employee”? All RIT employees (permanent, part-time, student, temporary and adjunct). All “Responsible employees” are required to report Title IX complaints Everyone here is considered a “responsible employees”. As such, we are required to report Title IX complaints to the Title IX coordinator or any Title IX deputy; or to Public Safety in all cases of violence or if there is an immediate safety threat. There are a few places on campus that are confidential resources which I will discuss in a moment but for the majority of us, we must follow Title IX mandates. It is the manager’s responsibility to inform all employees of their responsibilities including Title IX information

Who is RIT’s Title IX coordinator? Stacy DeRooy (585)475-7158 (Also Clery Compliance Officer) Reports to AVP, Compliance & Ethics As Title IX coordinator, she oversees all complaints of sex discrimination. She also has some help from RIT’s Title IX deputies…(next slide)

Deputy Title IX Coordinators Linda Bryant Chair, NTID Learning Consortium Lex Sleeman Associate Director/ NCAA Compliance Officer, Athletics Dawn Soufleris Associate Vice President, Student Affairs Sue Provenzano Assistant Vice President, Academic Affairs If you receive a complaint from a student or co-worker, you may also contact a deputy to share that information. We are here to help you do what you’re obligated to do as well as keep the Title IX coordinator aware of what’s occurring in our community so she can identify recurring problems or address systemic issues so that safeguards can be put in place to prevent reoccurrence.

Deputy Title IX Coordinators Tammy Gouger Sr. HR Services Manager, Human Resources Donna Rubin Assistant Vice President for Student Wellness Sandy Whitmore Senior Director of Operations, Diversity & Inclusion As you can see, I am one of them. This means that if you receive a complaint from a student or co-worker, you can meet with me to share that information. We are here to help you do what you’re obligated to do as well as keep the Title IX coordinator aware of what’s occurring in our community so she can identify recurring problems or address systemic issues so that safeguards can be put in place to prevent reoccurrence.

Here are appropriate steps… Inform the student or employee Report what you know Refer to campus resources Be supportive We want you to know what to do if you receive a complaint: Inform that you are required to report the incident, even if they don’t want you to. This is the biggest change for some of us. Normally when a student or co-worker discloses something that has happened to them, we sincerely want to help and in order to do that, we have to “listen” to the information. But, we also want to make sure the complainant is informed of our obligations to report. Hopefully you can do this before the incident is disclosed but if not, inform afterwards. Ensure that information concerning allegations will be shared only as necessary in order to resolve the situation successfully and that a campus resource may be following up with them to offer help/support. Provide what you know to the Title IX coordinator, deputy or PS. Depending on how much the person has told you, this could include his/her name, the date of the incident and location. If additional information is shared, that also must be reported. Title IX obligations are not meant to destroy the relationships we have with our students and each other and the obligation to report does not have to be the focus of your conversation. Instead be prepared to refer him/her to campus and external resources including places exempt from reporting. (listed in brochure) Be as supportive as possible. For example, offer to go with them or to contact a resource on their behalf, if they want you to.

Ways to inform others In person In your syllabus In person – As an employee of RIT, I am required to report complaints of harassment and discrimination to the Title IX coordinator or deputy. If you prefer to discuss incidents to a confidential resource, you can go to one of these places on campus to get help. (refer to list in brochure) In your syllabus – RIT Instructors are now adding language to their syllabi to direct students to the correct resources.

What do I do if… I think a student or a co-worker is about to tell me something or starts to tell me something that is related to an incident. Inform the student/co-worker of your responsibility to report the incident to a Title IX coordinator. This will not automatically set off an investigation, but it will give the Title IX coordinator an opportunity to talk with the individual about the incident and to provide them with resources and support.

Know confidential reporting sites The Student Health Center The Counseling Center The Center for Women & Gender (CARES) The Ombuds Office The Center for Religious Life NTID Counselors/Advisors We are educating students and fac/staff about RIT’s confidential reporting sites. These are places individuals can go to get help without the risk of immediate reporting. Their needs are met and options for reporting are given. This allows the individual time to process and decide when/if they want to report an incident.

Anonymous Reporting Ethics Hot Line Reports may be submitted by: Website: https://secure.ethicspoint.com Phone: 866-294-9358 I also want to mention the Ethics hotline This was initially set up to report cases of fraud but can also be used to anonymously report violations of RIT’s Harassment and Discrimination policy This hotline is independently operated to maintain anonymity. However, it has the potential for limiting our ability to address incidents or help victims.

Don’t… State you don’t believe them Start your own investigation Send out any communications, or Discuss the issue with other anyone else Here are a few things you shouldn't do when meeting with a student who discloses something you have to report: You want to be supportive Don’t start your own investigation, such as, talking to others involved in the complaint Don’t send out any communications regarding the complaint or Discuss it with other RIT employees: (outside of Title IX Coordinator/Deputies, HR or Public Safety)

Other Campus resources RIT Public Safety RIT Human Resources RIT Advocacy Program Center for Student Conduct and Conflict Resolution Student Financial Services and In addition to the confidential reporting sites, here are other on-campus resources. Listed in handout

Off-campus resources Advocacy Services for Deaf Abused Victims (ASADV) Willow (24 hour hotline) Lifeline Monroe County Sheriff’s Office (9-1-1) Here are some resources in the community. All are listed in the brochure

RIT’s Obligations Under Title IX Respond promptly Investigate (varies based on circumstances) Take immediate actions (where violations of policy occurred) Educate In summary, here are RIT’s obligation under Title IX : Respond promptly to complaints Investigate complaints – this will vary depending on the wishes of the complainant and the safety of the campus and the individuals involved in the case When an investigation determines there was a policy violation, take action to eliminate, prevent and address the effects of gender discrimination; Title IX Coordinator is responsible for identifying patterns and determining if investigations are prompt, thorough, and equitable. Educate ALL RIT fac/staff and students about responsibilities, policies, procedures and resources under Title IX

Questions? Now, we’ll open it up for questions. I’m going to ask other members of the Title IX team to join me and assist with answering your questions.