1. Equal Opportunity, Diversity, and Title IX
August 21, 2017
Renisha Gibbs, SHRM-SCP, SPHR
Associate Vice President for Human Resources/
Finance and Administration Chief of Staff

2. Objectives Create inclusive, harassment-free campus
Understand your obligations under law and policy
Ensure reporting and efficient response
Know your resources

3. What are Compliance, Diversity, & Inclusion?
Ensuring that people feel they belong. Creating a culture that invites: collaboration, learning from differences, flexibility, equity, innovation, and open opportunity. Maximizing the performance of the organization.
Recognizing, appreciating, and valuing the differences and similarities of people. Going beyond compliance for protected groups.
We have already established a foundation for how we approach efforts at diversity an inclusion at FSU. At the base of the foundation is our constant attention to being compliant with all federal, state and local as related to equal opportunity and compliance.
The minimum based on law – prevent
and address protected group discrimination.

4. Compliance: Non-Discrimination Laws
Federal Law
Title VII of the Civil Rights Act of 1964
Title IX of the Education Amendments Act of 1972
Genetic Information Nondiscrimination Act
Age Discrimination in Employment Act
Americans with Disabilities Act
Pregnancy Discrimination Act
Rehabilitation Act
Equal Pay Act
State Law
Florida Civil Rights Act
Protection of Vulnerable Persons Act
FSU’s Policies
Sex Discrimination & Sexual Misconduct
Equal Opportunity, Non-Discrimination, & Non-Retaliation
Americans with Disabilities Act

5. FSU’s Policies Equal Opportunity Statement*
Equal Opportunity, Non-Discrimination, & Non- Retaliation Policy
Title IX Statement*
Sex Discrimination & Sexual Misconduct Policy
*See handouts

6. Non-Discrimination & Sexual Misconduct Policies
Prohibit:
Denying employment/educational opportunities
Taking negative employment/academic action
Quid pro quo
Creating a hostile work/academic environment
Because of an individual’s membership in a protected group

7. Protected Groups at FSU
FSU prohibits discrimination based on:
race, creed, color, sex,*+ religion,* national origin, age, disability,* genetic information, veterans’ status, marital status, sexual orientation, gender identity, gender expression, and other legally protected groups.
*Duty to provide reasonable accommodations.
+ Sex includes gender and pregnancy, and prohibits Sexual Misconduct (sex stereotyping, animosity, harassment, assault/rape, domestic/dating violence, stalking, & exploitation).

8. Examples of Inappropriate Behavior
Mocking clothes, food, or physical appearance of people from different cultures, religious beliefs, sexual orientation, etc.
Humor based on stereotyping/denigrating members of protected groups. (Avoid in-group joking.)
Hate speech.
Continued unwelcome flirting/requests for dates.
Obscene gestures, sounds, jokes, practical jokes, s, texts, leering.
Giving unwelcome sexually suggestive compliments or touching, including hugging.
Harassing a colleague who is transitioning from one gender to another.

9. Zero Tolerance Policy FSU has a duty to: Investigate Eliminate
Address effects
Prevent recurrence
Applies to all students, faculty, staff, visitors, and contractors.
Applies to all programs and activities, on and off campus.

10. Reporting Obligations
Everyone is encouraged to report - All incidents.
Faculty - Mandatory reporting (within 2 days) if:
Affected party is a student;
Affected party is someone you supervise;
Incident involves sexual battery; or
Incident involves a minor.
* Make the report; do not investigate!
* Err on the side of caution. Report, even if unsure. Call to consult.
Faculty are considered “responsible employees” under university policies with mandatory reporting obligations.

11. Where to Report Complaints against Faculty, Staff, or Third Parties
Human Resources, Equal Opportunity & Compliance (EOC)
Amber Wagner: or (850)
Marcy Valenzuela: or (850)
Complaints against Students
Online:
Sexual Misconduct: Interim Title IX Director
Aishah Casseus: or (850)
Other Discrimination: Dean of Students Department

12. Reporting Triggers “Knew or Should Have Known” Standard
Duty to report and respond if:
Individual mentions
Affected party
Responding party
You witness (see or hear)
2nd Hand Reports (co-workers/students/police/media)
Rumor mill

13. FSU Confidential Sources
Victim Advocate Program
Mental Health Counselors
University Counseling Center/Employee Assistance Program
Health Center Medical Staff
Pastoral Counselors
Referring the affected person to a confidential resource does NOT fulfill your reporting obligation.
You must also report the names of the parties involved and all relevant information.

14. Non-Retaliation Retaliation is prohibited against individuals who:
Make a complaint
Help someone report
Participate in investigations
Request an accommodation
Otherwise oppose discriminatory conduct

15. Vulnerable Persons Act
Florida Law: requires everyone in the state to personally report child abuse to the Florida Department of Children and Families (DCF)
Child Abuse, Abandonment, or Neglect
Sexual Harassment
Sexual Violence
Also report to FSUPD (all) and Human Resources, EOC (if sexual harassment/violence).
They will handle any investigation or referral
If the child is in immediate danger, call 911, then report to DCF and FSUPD
FDLE sexual predator and sexual offender registry
Website: or Toll-free #: (888) )
*See handout
Florida has the toughest mandatory child abuse reporting law in the nation.

16. Campus Diversity & Inclusion Resources
Diversity & Inclusion Council
Affinity Groups
Initiatives
Learning Opportunities

17. Diversity & Inclusion Council
Develops policies, programs, groups, and special initiatives that address diversity and inclusion
President
John Thrasher
Steering Committee
President's Cabinet
Council
Faculty, Staff, Students, Community Members
HR Administrative Liaisons
Human Resources Staff
Affinity Groups
Develops policies, programs, groups, and special initiatives that address diversity and inclusion.
Diversity & Inclusion Operating Plan
Created in 2009
Approved by the Board of Trustees
Diversity and Inclusion Council
Heads efforts to implement this plan
Led by the President
Facilitated by the Assistant Vice President of Human Resources and Chief Diversity Officer

18. Diversity & Inclusion Initiatives
Recruit, develop, and retain diverse faculty and staff Recruit and graduate outstanding and diverse students Develop and strengthen partnerships with diverse internal and external organizations

19. Affinity Groups Latin@ Faculty Advocacy and Resource Group
Dr. Delia Poey-
Black Faculty & Staff Network (BFSN)
Dr. Rhea Lathan-
LGBTQ+ Faculty & Staff Network
Mr. Josh Kinchen-
Dr. Karin Brewster-
Veteran Friends & Family Group (VF2G)
Mr. Michael “Pete” Peterson-
South Asian Noles Association (SANA)
Mr. Somnath Chatterjee-

20. Diversity & Inclusion Learning Opportunities
D&I Certificate Series (core courses):
PDDI01 D&I Certificate Orientation
DDI02 Cultural Competence & Higher Education
PDDI03 Cultural Competence in Administration & Management
PDDI04 Cultural Competence in Teaching & Research
Contact the Training and Organizational Development Office for additional training options, (850) or

21. Heed Award Winner
2016 & 2017 National
Diversity Champion

22. Final Thoughts Model appropriate behavior
Set the tone/culture (professional filter)
Encourage reporting
Silence and inaction also send a message
Proactively manage class/work environment
Know your responsibilities
Actively promote inclusion
If you see something, say something
Remind students/Regularly circulate policies
Contact Human Resources
For consultation
To report incidents BEFORE taking action
Especially if recent protected activity (Retaliation)

23. To make a report or get help contact:
Thank You
To make a report or get help contact:
Human Resources, Equal Opportunity & Compliance, (850) or