1. Type Header Here Topic 1 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) Topic 2 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) – Additional bullet point (take out if not needed) Sexual Harassment/Discrimination Workshop Presented by: Rose Costello, Eric Wagenfeld and Mariah Butler

2. Type Header Here Topic 1 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) Topic 2 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) – Additional bullet point (take out if not needed) Objectives: Define Harassment in general and Sexual Harassment specifically. Define Discrimination as well as protected classes. Provide a working understanding of how to apply the definitions of Sexual Harassment and Discrimination. Identify examples of Sexual Harassment and Discrimination. Consider appropriate responses to Sexual Harassment and Discrimination. Share IPFW policies and procedures.

3. Type Header Here Topic 1 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) Topic 2 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) – Additional bullet point (take out if not needed) What is Harassment? Harassment is conduct towards another person or identifiable group of persons that has the purpose or effect of: 1. Creating an intimidating or hostile work and/or educational environment or environment for participation in a University activity; 2. Unreasonably interfering with a person’s educational environment, work environment or environment for participation in a University activity; or 3. Unreasonably affecting a person’s educational or work opportunities or participation in a University activity.

4. Type Header Here Topic 1 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) Topic 2 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) – Additional bullet point (take out if not needed) What is Sexual Harassment? Sexual harassment is any unwelcome sexual advance, request for sexual favors, or written, verbal, physical conduct of a sexual nature when: 1. submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, education, or participation in a University activity; 2. submission to, or rejection of, such conduct by an individual is used as the basis for, or a factor in, decisions affecting the individual’s employment, education, or participation in a University activity; or 3. such conduct has the purpose or effect of unreasonably interfering with an individual’s employment or academic performance or creating an intimidating, offensive, or hostile environment for that individual’s employment, education, or participation in a University activity.

5. Type Header Here Topic 1 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) Topic 2 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) – Additional bullet point (take out if not needed) Types of Sexual Harassment IPFW policy, as well as state and federal law, recognizes two basic types of sexual harassment: 1. Quid pro quo (“this for that”) harassment occurs when sexual favors or activities are explicitly demanded in exchange for a job or educational benefit. 2. Hostile environment sexual harassment occurs when unwelcome sexual conduct significantly interferes with school or work performance. It is behavior that creates an intimidating, hostile or offensive learning or working environment.

6. Type Header Here Topic 1 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) Topic 2 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) – Additional bullet point (take out if not needed) Is it Harassment? Four factors to consider: 1. Was the conduct related to a protected class status? 2. Was the conduct unwelcome? 3. Was the conduct severe or pervasive? 4. Would a “reasonable person” find the conduct hostile, intimidating or offensive?

7. Type Header Here Topic 1 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) Topic 2 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) – Additional bullet point (take out if not needed) Is it Harassment? (continued) IPFW policy states that in determining whether harassment has occurred, “the alleged behavior will be evaluated by considering the totality of the particular circumstances, including the nature, frequency, intensity, location, context and duration of the questioned behavior.” This means that although no one factor may be decisive, an accumulation of factors might be. Executive Memorandum C-33, Antiharassment Policy

8. Type Header Here Topic 1 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) Topic 2 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) – Additional bullet point (take out if not needed) Examples of Sexual Harassment If unwelcome: direct/indirect threats/bribes for unwanted sexual activity sexual innuendos and comments intrusive sexually explicit questions sexually suggestive sounds or gestures repeatedly asking a person for a date touching, patting, pinching, stoking, squeezing, tickling, or brushing against a person a neck/shoulder massage rating a person’s sexuality oogling or leering, starring at a woman’s breast or a man’s derriere sexual ridicule spreading rumors about a person’s sexuality graffiti about a person’s sexuality name-calling, such as bitch, whore, slut, queer or dyke frequent jokes about sex or males/females letters, notes, emails, telephone calls, or material of a sexual nature pervasive displays of pictures, calendars, cartoons or other materials with sexually explicit or graphic content stalking a person attempted or actual sexual assault

9. Type Header Here Topic 1 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) Topic 2 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) – Additional bullet point (take out if not needed) Same-Sex Harassment Sexual Harassment can be found when the harasser and victim are of the same gender. And, the sexual orientation of either the victim or the harasser is irrelevant.

10. Type Header Here Topic 1 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) Topic 2 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) – Additional bullet point (take out if not needed) Who gets Harassed the Most? Females in non-traditional fields; Females in graduate school; Females of color; Young, inexperienced, unassertive, socially isolated women or men; Lesbian and gay individuals; Undergraduate assistants or young women teachers at the college/high-school level; Persons who are economically disadvantaged; Students or individuals in low-level jobs; Persons who have been sexually assaulted or abused.

11. Type Header Here Topic 1 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) Topic 2 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) – Additional bullet point (take out if not needed) Reasons People Do NOT Report Embarrassment Belief that the behavior will end if ignored Fear of losing a job Fear of retaliation Fear of being blamed for inviting the behavior Concern about not being believed Concern about being labeled a troublemaker Fear of harmful rumors and loss of privacy Convictions that nothing will be done about the problem

12. Type Header Here Topic 1 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) Topic 2 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) – Additional bullet point (take out if not needed) If you are a victim… Don’t ignore it. Don’t blame yourself. If you are comfortable doing so, tell the offending person that you do not approve of the behavior and wish for it to stop. Know your rights. Keep a written, dated record of your experiences. Talk to someone and ask for help. Remember you deserve to be treated with respect.

13. Type Header Here Topic 1 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) Topic 2 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) – Additional bullet point (take out if not needed) If you are a perpetrator… Be aware of you behavior. Your intentions are not a defense. Remember that harassment is based how your behavior affects others. It is NOT to late to stop unacceptable behavior. Having sexual integrity means respecting the rights and wishes of those around you.

14. Type Header Here Topic 1 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) Topic 2 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) – Additional bullet point (take out if not needed) EVERYONE has a role… Even if you have never been a victim or perpetrator of sexual harassment, you can help combat it. – Support victims by providing comfort, assurances and information; – Speak up when harassment occurs.

15. Type Header Here Topic 1 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) Topic 2 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) – Additional bullet point (take out if not needed) Nondiscrimination Policy Statement IPFW prohibits discrimination against any member of the University community on the basis of race, religion, color, sex, age national origin or ancestry, marital status, parental status, sexual orientation, disability or status as a veteran. Nondiscrimination Policy Statement

16. Type Header Here Topic 1 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) Topic 2 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) – Additional bullet point (take out if not needed) Employment Discrimination To treat a person adversely because of an indisputable characteristic. To implement facially neutral policies and/or procedures that unintentionally exclude protected class individuals. To act on the basis of prejudice and bias. To “unlawfully” differentiate or make distinctions on the basis of a protected class.

17. Type Header Here Topic 1 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) Topic 2 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) – Additional bullet point (take out if not needed) Employee Responsibilities Meet the essential qualifications of the position. Disclose the disability in a timely manner to a supervisor. Provide appropriate documentation. Inform the supervisor of accommodation needs. Talk with the supervisor about accommodations in the workplace.

18. Type Header Here Topic 1 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) Topic 2 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) – Additional bullet point (take out if not needed) Reasonable Accommodations Who is Responsible for Identifying a Need? – Employee must identify and request services – Human Resources Documents Disability – Director approves accommodations and recommends to the supervisor

19. Type Header Here Topic 1 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) Topic 2 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) – Additional bullet point (take out if not needed) Prevention Encourage the reporting and resolution of discrimination/harassment complaints. Create and keep records of all complaints of discrimination/harassment. Monitor and be aware of the conduct of supervisors. Protect employees against retaliation.

20. Type Header Here Topic 1 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) Topic 2 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) – Additional bullet point (take out if not needed) Prevention (continued) Implement a sexual harassment and discrimination policy that has clear definitions and explains prohibited conduct. Keep records showing when and where the policy was disseminated. Educate employees about the policy and the process for properly reporting complaints.

21. Type Header Here Topic 1 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) Topic 2 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) – Additional bullet point (take out if not needed) Strategies for Dealing with Harassment and Discrimination Be a role model Do NOT allow sexist, stereotyped or sexual/racial remarks in your presence Be aware of your verbal language, body language, and gestures Be aware of your audience Be consistent with everyone Be an active listener Seek advice from AA/EEO Office, Dean of Students Office, Human Resources or a campus leader

22. Type Header Here Topic 1 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) Topic 2 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) – Additional bullet point (take out if not needed) Complaints of Harassment and Discrimination Office of Affirmative Action/Equal Employment Opportunity – Located in Kettler Hall, Room 110P – Telephone Number is 260-481-6106 – Fostering Respect, Creating Community Formal Process Informal Process

23. Type Header Here Topic 1 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) Topic 2 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) – Additional bullet point (take out if not needed) IPFW is committed to maintaining a community which recognizes and values the inherent worth and dignity of every person; fosters tolerance, sensitivity, understanding and mutual respect among its members; and encourages each individual to strive to reach his or her own potential. Nondiscrimination Policy Statement

24. Type Header Here Topic 1 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) Topic 2 Bullet point 1 (take out if not needed) Bullet point 2 (take out if not needed) – Additional bullet point (take out if not needed)