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Sexual HarassmentDiscrimination Workshop
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Define Harassment in general and Sexual Harassment specifically. ... touching, patting, pinching, stoking, squeezing, tickling, or brushing against a person ... – PowerPoint PPT presentation
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Title: Sexual HarassmentDiscrimination Workshop
1
Sexual Harassment/Discrimination Workshop
- Presented by Rose Costello, Eric Wagenfeld and
- Mariah Butler
2
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
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 persons
educational environment, work environment or
environment for participation in a University
activity or - 3. Unreasonably affecting a persons educational
or work opportunities or participation in a
University activity.
4
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 individuals 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 individuals
employment, education, or participation in a
University activity or - 3. such conduct has the purpose or effect of
unreasonably interfering with an individuals
employment or academic performance or creating an
intimidating, offensive, or hostile environment
for that individuals employment, education, or
participation in a University activity.
5
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.
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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?
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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
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Examples of Sexual HarassmentIf 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 persons sexuality
- oogling or leering, starring at a womans breast
or a mans derriere - sexual ridicule
- spreading rumors about a persons sexuality
- graffiti about a persons 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
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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
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.
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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
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If you are a victim
- Dont ignore it.
- Dont 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.
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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.
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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
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
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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
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.
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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
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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.
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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
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
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
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- 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
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