USF Sexual Harassment Training

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USF Sexual Harassment Training Powered By Docstoc
					USF Sexual Harassment
 Awareness Training




               Equal Opportunity Affairs,
                   Human Resources,
                          and
           Organization Development Training
                  Agenda

•   Introduction
•   Discuss Sexual Harassment
•   Review Video
•   Review What We Are Doing At USF
•   Summary
                       Objectives

By the end of this training, you should be able to :
•   Define sexual harassment
•   Identify the costs of sexual harassment
•   Identify the types of sexual harassment
•   Identify behaviors that constitute sexual harassment
•   Recognize that USF policy prohibits sexual harassment
•   Describe what to do about sexual harassment under USF policy
•   Discuss strategies to prevent sexual harassment
      Pre-Training Survey

Please take a few minutes and complete the Sexual
Harassment Pre-Training Awareness Survey found in
your handouts . . .
         Pre-Training Survey

• How would you define sexual harassment?
• What are the types of sexual harassment?
• Do you believe sexual harassment is increasing or
  decreasing and why?
• If sexual harassment happened to you, what would you
  do?
• How can you prevent sexual harassment?
• What are the effects of sexual harassment?
The Cost of Sexual Harassment

• Title VII of the Civil Rights Act of 1964 and Title IX of
  the Education Amendment of 1972 prohibit sexual
  harassment in educational institutions
• Faculty/teachers/instructors considered supervisors
   > Power differential is key
   > Includes peer reviews
The Cost of Sexual Harassment

• Sexual harassment nationwide appears to be on the rise
• Between 1990 and 1998, sexual harassment complaints
  and charges filed with the EEOC rose 150%
   > From 6,127 to 16,000
The Cost of Sexual Harassment

• In addition to the cost of litigation, sexual harassment
  carries a price - in May 1999 the EEOC reported that a
  typical large Fortune 500 company spends an estimated
  $6.7 million annually in:
   >   Absenteeism
   >   Low morale
   >   Reduced productivity
   >   Increased employee turnover
The Cost of Sexual Harassment

• In addition to the institution, students may also suffer:
   > Receive lower grades
   > Change majors
   > Drop out of school
The Cost of Sexual Harassment

• Acting outside the course and scope of employment, a
  sexual harasser can be held personally liable and be
  sued, affecting employability and credit worthiness
• A sexual harasser can lose his/her job and suffer
  irreparable damage to his/her reputation
• The institution can suffer the withdrawal of federal
  funding, as well as other monetary damages
            Let’s Talk About It

• Time for a video . . .
           Let’s Talk About It

• What’s your reaction to this video?
            Let’s Talk About It
• How would you define sexual harassment now?
     Unwelcome sexual advances, requests for sexual favors, and other
     verbal or physical conduct of a sexual nature when:
      (1) submission to such conduct is explicitly or implicitly a term or
         condition of an individuals employment or educational experience,
      (2) submission to or rejection of such conduct by an individual is used
         as the basis for employment or educational decisions affecting such
         individual, or
      (3) such conduct is sufficiently severe and pervasive so as to alter
         conditions of, or have the purpose or effect of substantially
         interfering with, an individual’s work or academic performance by
         creating an intimidating, hostile, or offensive working or
         educational environment.
            Let’s Talk About It

• What are the different types of sexual harassment?
   > Quid Pro Quo - something for something
      • A form of sexual harassment typically only supervisors,
        those with supervisory authority, or teachers/instructors
        can engage in
      • Requires an individual to choose between submission or a
        negative consequence for failure to submit
      • The focus is on the employer’s or teacher’s/instructor's
        actions, not the actions of the victim
            Let’s Talk About It

• What are the different types of sexual harassment?
   > Hostile Work/Educational Environment - unreasonable
     interference, intimidation, abuse
       • Typically repetitive rather than a single episode
       • Verbal - sexual comments about appearance, innuendoes,
         off-color jokes, vulgar or explicit language or questions
       • Non-Verbal - unsolicited or inappropriate gifts of a sexual
         nature, suggestive notes, nude or suggestive photos or
         materials, staring, e-mail
       • Physical - touching, rubbing or brushing in a sexual
         manner, uninvited massages, uninvited hugging or kissing
            Let’s Talk About It

• What are the different types of sexual harassment?
   > Sexual Favoritism - favored treatment, a form of hostile
     work/educational environment sexual harassment
      • Positive actions for submission to requests for unwelcome
        sexual favors
      • It is sexual harassment because other co-workers or
        students failed to be similarly favored as the one who was
        favored
          Let’s Talk About It

• What are the different types of sexual harassment?
  > Third Party – any person who observes someone else
    being harassed, or observes sexual conduct and is
    adversely affected may claim this type of sexual
    harassment
     • For example, harassment by a coworker, student,
       vendor, contractor, consultant, volunteer, guest
       speaker, or visitor
           Let’s Talk About It

• What do you think sexual harassment might look like
  in the University setting?
   > Among staff
   > Among faculty
   > In the classroom


• The University can be held liable if the University knew
  or should have known of the harassment and failed to
  take prompt and effective action
    Sexual Harassment Policy

“Unlawful discrimination and harassment have no place
on a university campus, particularly one that strives to
meet the needs of an increasingly diverse student, faculty
and staff population. The University of South Florida is
such an institution.”
                                 Betty Castor
                                 Former USF President
      Sexual Harassment Policy

• The University does have a policy on sexual harassment
   > USF Policy 0-008, Sexual Harassment
• Prohibits
   > Sexual harassment in any form, by anyone
   > Retaliation by anyone against any individual who, in good
     faith, has made an allegation of sexual harassment or who has
     testified, assisted, or participated in any investigation,
     proceeding, or hearing regarding sexual harassment
   > Knowingly making false accusations or allegations of sexual
     harassment
      Sexual Harassment Policy

• Cautions against and encourages refraining from
   > Involvement in consensual amorous or sexual relationships
     between persons of “unequal power”
• Provides a reporting process for sexual harassment
   > Tell the harasser to stop - that the behavior is unwelcome and
     unacceptable
   > Tell your supervisor, the department head, or the
     supervisor’s/department head’s supervisor of the offensive
     behavior
   > Tell the Equal Opportunity Affairs office (ADM 274/974-4373)
      Sexual Harassment Policy

• Who can file a sexual harassment complaint?
   > The person who believes he/she has been sexually harassed
   > Any person on behalf of any other person
      • Any student, faculty member, or staff member who has
        knowledge of alleged sexual harassment
      • University employees (faculty or staff) who are in
        supervisory positions and who are aware of, or become
        aware of, possible instances of sexual harassment
       Sexual Harassment Policy

• Who must report sexual harassment?
   > Supervisory employees: administrative personnel, or any
     employee who supervises one or more employees, Faculty
     administrators, and teachers/instructors
   > To the Equal Opportunity Affairs office
• Who can help deal with the effects of sexual harassment?
   >   Human Resources - 974-2970
   >   Victims’ Advocacy Program - 974-5756
   >   24-hour Crisis Line - 974-5757
   >   Employee Assistance Program - 974-5469
  Sexual Harassment Prevention

• Heed the “dos” and “don’ts”
• Implement internal policies against all forms of
  discrimination - then enforce these policies
• Investigate sexual harassment complaints promptly,
  thoroughly, and fairly
• Protect against and do not permit retaliation
• Sexual harassment - don’t even think about it
                   Summary

• Sexual harassment is wrong and prohibited not only by
  University policy, but by Federal and State law
• A commitment to fostering an atmosphere free of
  sexual harassment is a key element of the USF vision
  and values
• Every faculty, staff, and student has an opportunity or
  an obligation to report sexual harassment
• By working together we can create a fair and open
  professional and educational environment for all