Introduction
Background
Sexual
harassment is reprehensible and will not be tolerated by the University. Sexual
harassment is illegal; it is a form of gender discrimination prohibited
under Title VII of the Civil Rights Act of 1964, Title IX of the Education
Amendments of 1972, the Iowa Code, and The University of Iowa's Policy
on Sexual Harassment.
Although
sexual harassment most often takes place in situations where a power
differential exists between the persons involved, the University also
recognizes that sexual harassment may occur between people of the same
University status, or when the power relationship is reversed from the
usual case. Sexual harassment
may occur across genders between men and women or between people of
the same gender. Anyone can be targeted for harassment, regardless of
age, race, gender, physical characteristics, or sexual identity; certain
groups may be more vulnerable than others because they hold a position
of lesser power in the relationship.
Sexual
harassment subverts the mission of the University and threatens the
careers, educational experience, and well-being of the students, faculty,
and staff. The University of Iowa is committed to maintaining an environment
that is free of sexual harassment. In particular, managers and departmental
executive officers are responsible for providing and maintaining an
environment conducive to work and learning. Students, faculty, and staff
can help by understanding and working to eliminate sexual harassment.
Sexual
Harassment
The University of Iowa's Policy Definition
The
University of Iowa forbids sexual harassment by any member of the University
community. Sexual harassment
is defined as persistent, repetitive, or egregious conduct directed
at a specific individual or group of individuals that a reasonable person
would interpret, in the full context in which the conduct occurs, as
harassment of a sexual nature, when:
• submission
is made or threatened to be made an express or implied term or condition
of employment, education, on-campus living environment, or participation
in a University activity; or
• submission
to or rejection of the conduct
is used or threatened to be used to make a decision affecting employment,
education, on-campus living environment, or participation in a University
activity (such as hiring, promotion, or grading a course); or
• the
conduct has the purpose or effect of unreasonably interfering with a
person's work or educational performance or creates an intimidating
or hostile environment for employment, education, on-campus living,
or participation in a University activity.
Behavior
that may constitute sexual harassment includes but is not limited to:
• physical
assault
• direct
or implied threats that submission to sexual advances will be a condition
of employment, work status, promotion, grades, or letters of recommendation
• direct
propositions of a sexual nature
• subtle
pressure for sexual activity, an element of which may be repeated staring • a
pattern of sexually explicit statements, questions, jokes, or anecdotes
• unnecessary
touching, patting, hugging, or brushing against a person’s body
• remarks
of a sexual nature about a person’s clothing or body, about sexual activity,
or about previous sexual experience
• a
display of graphic sexual material where others are not free to avoid
it
About
Consensual Relationships The
University Policy on Consensual Relationships Involving Students prohibits romantic and/or sexual relationships between
faculty (all instructional personnel at the University, including graduate
students and instructional staff) and students enrolled in their classes
or subject to their supervision. These romantic and/or sexual relationships
are prohibited and viewed as unethical even when the relationship appears
to be consensual (i.e., both parties have consented). Because of the
power imbalance, the voluntariness of the student's consent is subject
to question.
Such
relationships present a conflict of interest for the parties which significantly
impacts the learning or working environment.
Romantic
and/or sexual relationships between students and faculty outside the
instructional context are discouraged because they also present the
potential for conflicts of interest.
Education
As a Key to Preventing Sexual Harassment Educational
efforts are essential to the establishment of a campus milieu that is
free of sexual harassment. There
are at least four goals to be achieved through education: (a) ensuring
that all alleged victims (and potential victims) are aware of their
rights; (b) notifying individuals of conduct that is proscribed; (c)
informing administrators about the proper way to address complaints
of violations of this Policy; and (d) helping educate the community
about the problems this Policy addresses. The Office of Equal Opportunity
and Diversity provides educational programs and materials on sexual
harassment prevention to individuals and units throughout the campus.
Call 335-0705 (voice) or 335-0697 (text) for more information.
If
You Believe You Are Being Sexually Harassed
You
are entitled to a work or an educational environment free from sexual
harassment. Some things you
can do if you are harassed include:
• Learn
more about your rights and responsibilities:
Consult the
University's Policy
on Sexual Harassment which includes
the complaint procedures. (Printed copies are available from the Office
of Equal Opportunity and Diversity or any
one of
the offices
listed
below.
• Seek
information and support:
You may feel a range of emotions from helplessness, to rage, to confusion,
to fear. Talking with someone often helps to lessen isolation and may help
you to develop strategies to remedy the situation.
• Explore
your informal and formal options:
1) Document
the incidents.
2) Talk
with the student, faculty member, or staff member directly or write
a letter to that person. Clearly recount the incidents in question
and their impact on you, and demand that the behavior stop.
Deliver the letter
by certified mail or in person; keep a copy.
3) Discuss
your experience confidentially with any of the “Other Resources” listed
below.
These offices will maintain your confidentiality and will not disclose
your concerns.
4) Discuss
the situation with your supervisor, dean, department head, or
human resources representative
to request informal resolution. These individuals will have a duty
to take appropriate action based on your concerns.
5) Contact
the Office of Equal Opportunity and Diversity for an informal resolution
or if you wish to file a formal sexual harassment complaint.
What
To Do
• Think
about the impact of your actions and words on the work/learning environment,
performance, and self-esteem of others.
• Distinguish between behaviors which may be acceptable socially, but which may
not be acceptable in the workplace or classroom.
• Stop when someone asks you to discontinue a behavior.
• Learn about sexual harassment and your rights and responsibilities.
What
Not To Do
• Do
not assume that your peers or supervisees enjoy comments about their
appearance, sexually-oriented jokes or comments, being touched, stared
at, or propositioned.
• Do not assume that what you consider to be welcome sexual invitations will
be welcomed by others.
• Do not instruct co-workers and supervisors to put up with offensive behavior.
• Do
not take any action to retaliate against someone who has filed a complaint
or provided information during an investigation. Doing so violates the University’s
Anti-Retaliation Policy (see II-11
University Operations Manual).
If
you would like a copy of the University's Policy on Sexual Harassment,
please contact the Office of Equal Opportunity and Diversity.
Administrative
Resources
Office
of Equal Opportunity and Diversity
202 Jessup Hall
335-0705 (voice)
335-0697 (text)
www.uiowa.edu/~eod
Office
of Human Resources
Associate Vice President for Finance and
Operations and Director of
Human Resources
121 University Services Bldg.
335-3558
www.uiowa.edu/hr/
Office
of the Vice President for Student Services and Dean of Students
249 Iowa Memorial Union
335-3557
www.uiowa.edu/~vpss
Office
of the Provost
Associate Provost for Faculty
111 Jessup Hall
335-3565
www.uiowa.edu/~provost/
Other
Resources
These
offices will maintain confidentiality and will not disclose concerns
or allegations revealed to them.
Women's Resource and Action Center (for faculty, staff, or students)
130 North Madison Street
335-1486
Office
of the Ombudsperson (for faculty, staff, or students)
C108 Seashore Hall
335-3608
Rape
Victim Advocacy Program (for faculty, staff, or students)
320 S. Linn Street
335-6001
Faculty
and Staff Services (for faculty and staff)
121-50 University Services Building
335-2085
University
Counseling Services (for students)
3223 Westlawn
335-7294
A
Supervisor’s Role
Supervisors
and administrators who are authorized to receive complaints of sexual
harassment have a duty to report the allegations to the Office of Equal
Opportunity and Diversity and a responsibility to respond appropriately
to allegations. For further guidance, please see the What
to Do about Sexual Harassment: A Supervisor's/Administrator’s Guide.
|
