1. Sexual Harassment Prevention Training
by:
Dr. Sue Guenter-Schlesinger
Vice Provost for
Equal Opportunity & Employment Diversity

2. Sexual Harassment Prohibition: It’s the Law
Title VII (Civil Rights Act of 1964) Faculty & Staff
Title IX (Ed Amendments of 1972) Students
WAC

3. Western Policies Equal Opportunity/Non-Discrimination Policy
Sexual Harassment
Related Policies: Faculty Handbook, Section I, VIII & Appendix F, Section 7

4. Sexual Harassment: Definition
Unwelcome sexual advances and/or
Requests for sexual favors
Other 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 progress
Submission to or rejection of such conduct or activity is used as the basis for employment or evaluation
Such 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 Quo
Hostile Environment

7. Who Could Be Sexually Harassed?
EVERYBODY!
Power vs. Sex

8. CRITICAL ISSUES
Flirtation vs. Harassment
Intent vs. Impact

9. Examples of Sexual Harassment
Turning work discussions to sexual topics
Asking personal questions about social/sexual life
Making sexual comments about a person’s clothing or body
Staring at someone
Blocking a person’s path
Massaging a person’s neck, shoulders
Patting, 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.”