Harassment

• What is harassment?
• What should I do if I'm harassed?
• Is my behavior harassing?
• I'm a supervisor - what are my responsibilities?
• Whom should I contact?

What Is Harassment?

It's a form of discrimination consisting of verbal or physical behavior/conduct which is:

• Unwelcome
• Based on a protected class (such as race, sex, age, national origin, veteran status or sexual orientation)
• Severe or pervasive and
• Has a negative impact or creates a hostile environment

Examples of Harassment Include:

• racist or sexist jokes, comments or e-mails
• display of offensive pictures/photographs, graffiti, screen savers
• subtle or overt pressure for sex or intimate relationships
• unnecessary touching or other unwelcome physical contact
• disparaging remarks about one's protected class status (such as race, sex, or disability)

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What Should I Do If I'm Harassed?

When faced with harassment, it may be difficult to know how to respond. But it is usually best to do something before the situation gets out of hand. Remember, you don't have to tolerate harassment. You are responsible for taking care of yourself. Some direct actions you can take include:

• Read the University's Other Forms of Harassment Policy and Sexual Harassment Policy
• Let the harasser know how you feel. Be direct -- explain that the behavior makes you uncomfortable, you find it offensive, and you want it to stop. You can do this face-to-face or send a letter or e-mail
• Tell someone. Talk to co-workers or fellow students/residents. You're probably not alone in thinking the harasser's behavior is wrong
• Keep a record. If the behavior continues, keep track of specific dates, times, places, behaviors, witnesses, your response, and how the harassment impacted you
• Seek advice and personal support. Remember, you are not alone. Equal Opportunity Office (EOO) staff can assist you
• Report the behavior. Contact the EOO (8-1206), the harasser's supervisor, or your department chair/director

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Is My Behavior Harassing?

Acceptable behavior varies widely from person to person. Our backgrounds and life experiences influence what is comfortable. Some self-protection hints for avoiding harassing behavior include:

• Unless you learn otherwise, assume other people don't enjoy inappropriate jokes/comments (e.g., sexual or racial jokes and slurs) or sexual advances
• Sharpen your listening and observation skills. If a person's response, whether verbal or physical, seems negative, trust that it is. Always assume "no" means no.
• If you're not sure whether your workplace behavior is acceptable, ask yourself how you'd feel if your spouse, child, or close relative witnessed or were on the receiving end of such behavior.
• If you think you have offended someone, try to discuss the matter directly, and apologize if appropriate.

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I'm a Supervisor - What Are My Responsibilities?

As a supervisor, you're legally responsible for ensuring nondiscrimination and preventing harassment. When monitoring the University's academic and working environment, ask yourself the following questions:

• Am I aware of employees who are routinely excluded from participation in the workplace interactions or activities?
• Am I aware of employee interactions in which there is unequal initiation and participation?
• Am I aware of a person with a reputation for exhibiting inappropriate behavior?
• Are there sexually suggestive or offensive materials based on race, sexual orientation, disability, or other protected classes displayed in the workplace?
• Do I hear innuendoes, jokes or insulting remarks based on protected classes?

If the answer to any of these questions is yes, contact the EOO to determine what to do.

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Whom Should I Contact?

The Equal Opportunity Office is responsible for:

• explaining University policies and procedures
• offering advice and assistance
• investigating complaints
• consulting with supervisors and faculty regarding prompt and effective responses to harassment complaints
• mediating disputes to achieve fair resolution.

The University is committed to handling harassment concerns at the earliest and most informal level possible. Informal advice and assistance may be sought from the EOO. A complaint may also be filed with the EOO. The University's Discrimination Complaint Procedure involves an investigation and allows for discipline.