PREVENTING SEXUAL HARASSMENT and DISCRIMINATION

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PREVENTING SEXUAL HARASSMENT and DISCRIMINATION

• Staff Member Training
• Bloomsburg University of PA
• 2006

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Program Objectives

• To increase understanding about sexual harassment
  and discrimination
• To encourage a discussion about these matters at
  our University
• To provide techniques and guidelines for
  confronting harassment and discrimination

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Think Before You Speak

• Respect the Workplace

Keep Your Hands to Yourself
Speak Up
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Write down what it says inside the triangle.
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Pretest

• Please listen
• to each question carefully
• and write down your answers.

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Definition of Harassment

• How do YOU
• define harassment?

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The Law
EEOC guidelines affirm perceptions outweigh
intentions. Unwelcome actions that create
discomfort are prohibited. Law prohibits
behavior that a reasonable person would find
offensive.
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Sexual Harassment

• Harassment exists at all campuses and workplaces
• Affects all professions, ages, and racial, and
  ethnic groups
• In 2000, EEOC received 15,836 complaints of which
  13.6 were filed by men

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Sexual Harassment on Campus

• Illegal and against the law
• Harmful to victim, family members, and the
  University
• Severe legal consequences for the offender and
  the University

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Harassment Is A Behavior

• Adults must be responsible for own behaviors.
• Adults need to be aware of their rights and
  responsibilities to assert these rights so our
  that University is a respectful campus.

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Definition of Sexual Harassment

• Any unwelcome sexual advances, requests for
  sexual favors or other verbal or physical conduct
  of a sexual nature, when
• Submission to or rejection of such conduct is
  made either explicitly or implicitly a term or
  condition of an individual's employment or
  educational advancement, or evaluation, or
• Such conduct, of a severe and pervasive manner,
  has the purpose or effect of interfering with an
  individual's work performance or educational
  experience creates an intimidating, hostile, or
  offensive work/educational environment.

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Quid Pro Quo Sexual Harassment

• Exchange between supervisor and employee or
  faculty member and student
• Person is asked to provide sexual favors in
  exchange for favorable treatment in work
  assignments, pay, promotion or recommendations.

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Quid Pro Quo

• Person does not have to prove he/she suffered
  economic or academic loss
• Show simply a threat of loss was made
• Single advance may constitute harassment if it
  connected to granting or denying employment
  benefits

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Hostile Work Environment A Second Type of
Harassment

• Unwelcome conduct of a sexual nature which
  creates an offensive or disruptive work or
  academic environment
• Examples lewd verbal comments, sexually graphic
  photos, foul language, or touching

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Blue Red Orange Black Yellow Green
Purple Yellow Pink Yellow Blue Black
Red Purple Yellow Black Orange Red
Look at the chart and do your best to say the
color, not the word.
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New Perspectives Video

• Decide on one key learning point from the video.
• Be prepared to share it with the larger learning
  team.

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Examples of Behaviors That May Be Sexual
Harassment

• Unwanted physical contact
• Lewd comments or whistles
• Sexually suggestive calendars, photos, etc.
• Persistent unwanted attention
• (ex asking for dates)
• Sexual jokes, humor, or insults
• Obscene written messages

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Risky Behaviors

• Women and men have different perspectives about
  meanings of actions or statements.
• Assumptions made in good faith can actually be
  untrue.
• Exercise restraint because behaviors may be
  unwelcome.

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ANY DOUBTS????

• Simply ask yourself
• Would my spouse, children, or significant other
  want to be treated in this manner?
• Does this behavior offend or hurt others?
• Would I appreciate this behavior or statement
  being printed in the Communique or the Press
  Enterprise?

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Intent v. Impact

• Intent in ones actions/statements are not
  relevant.
• Focus will be on the impact and how others judge
  the behaviors.
• The statement, I did not mean anything by it
  cannot be used as a defense.

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Reasonableness is the Standard

• Court cases have determined that behaviors will
  be using the reasonable person or in some
  states reasonable woman standard.
• Behavior must be unwelcome and of a sexual
  nature.
• If you have any doubts, simply do not do it.

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Types of Harassment

• Staff member to staff member
• Supervisor or administrator to staff member
• Third party such as vendors or contractors to
  staff members, faculty members and students

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Discrimination Harassment

• University Policy prohibits all forms of
  harassment and discrimination
• Other forms include race, color, religion,
  gender, sexual orientation, age over 40, national
  origin, and disability

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Video Harassment Vignettes

• Decide if the vignette constitutes harassment.
• Determine the reasons it is or is not harassment.
• Share your insights after each vignette.

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General Principles

• Concepts that were discussed with sexual
  harassment apply to all forms of harassment.
• Harassment is primarily based on protected class
  issues.

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Other Forms of Harassment

• Using slurs or negative stereotypes
• Threats or intimidation of hostile acts against a
  protected class member
• Offensive jokes or pranks against a protected
  group of individuals
• Disseminating or placing on university property
  any written, oral, or electronic materials that
  belittles or shows hostility toward a protected
  class person or group

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Primary Action Steps to Prevent Harassment

• Firmly and directly tell the harasser to stop the
  behaviors verbally and in writing.
• Document the behaviors if behaviors continue with
  dates, times, witnesses, and the actual events.
• Notify your supervisor immediately.

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Further Actions To Prevent Harassment

• University Supervisors are responsible to ensure
  their workplace is free of sexual harassment.
• University supervisors must respond promptly to
  every complaint.
• Supervisors should follow University Complaint
  Procedures in the policy.

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University Harassment and Discrimination Policy

• PRP 6814
• Harassment and Discrimination Policy
• All forms of harassment and discrimination are
  addressed in this policy sexual, racial,
  disability, religious and general harassment

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• PRP 6814
• Harassment and Discrimination Policy
• Policy available at the Office of Social Equity,
  Room 115, 2nd Floor, Waller Administration
  Building and the University web page at
• http//www.bloomu.edu/about/govern/pol_idx.htm
• YOU ARE BEING GIVEN THIS POLICY NOW

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University Policy

• Steps in Process
• (File Complaint 180 days after incident (s)
• - Informal Resolution Stage
• - Formal Investigation conducted by Social
• Equity Office
• - Right to appeal to three-member President's
  Appeal Board

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Formal Complaint Stage

• Director of Social Equity will conduct a formal
  investigation and write a report.
• Disciplinary actions will be taken in accordance
  with appropriate CBA or student code of conduct
  by appropriate individuals.

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External Avenues

• Complainants may also choose to make use of
• Pennsylvania Human Relations Commission
• Equal Employment Opportunity Commission
• Office of Civil Rights

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Summary

• What was one key learning point
• that you discovered in this session?

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Think Before You Speak
Filter thoughts before speaking. Avoid
suggestive comments about a persons clothes or
body. Refrain from sexual jokes and
innuendoes. Consider situations from the
others perspective. Dont assume that
everyone shares the same attitudes and comfort
levels.
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Respect the Workplace
Workplace socialization is normal and has
benefits. Workplace socializing can create
confusion. Consider what actions are
appropriate for the workplace. Avoid
displaying pictures or other offensive
material. Demonstrate respect for feelings of
co- workers.
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Keep Your Hands to Yourself
Recognize cultural differences.  Consider
personal space.  Dont ever assume your touch
is welcome.  Avoid touching, hugging, patting
and other contact. Offensive gestures
contribute to a hostile environment.
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Speak Up
Its not easy to confront a harasser.
Address the behavior without emotion. Be
specific. Share your feelings about the
behavior. Firmly ask the harasser to stop.
Listen to the harassers response. If behavior
persists, follow company policies.
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Thank You!