The University
takes sexual harassment very seriously, and there are many resources
on campus to address this problem. This page focuses on providing
information and resources for students. For a more detailed discussion
of these policies, you can refer to Brown's Equal
Employment Opportunity/Affirmative Action Office.
What
is sexual harassment?
Title IX of the Education Amendments of 1972 protects students from
unlawful sexual harassment in all school programs and activities.
The Office of Civil Rights is the federal agency that ensures that
academic institutions comply with Title IX.
Federal
law defines sexual harassment as:
Unwelcome
sexual advances
Requests
for sexual favors
Other
verbal or physical conduct of a sexual nature when
submission
to such conduct is made explicitly or implicitly a term or
condition of an individual's employment or academic success
or
submission
to or rejection of such conduct by an individual is used as
the basis for employment or academic decisions affecting such
individuals or
the
conduct has the purpose or effect of unreasonably interfering
with an individual's work or academic performance or creating
an intimidating, hostile, or sexually offensive working environment.
Examples
of sexual harassment include:
Uninvited
touching or hugging
Requesting
sexual favors for rewards related to school or work
Suggestive
jokes of a sexual nature
Sexual
pictures or displays
Continuing
unwelcome flirtation or propositions
Obscene
gestures or sounds
Written
notes of a sexual nature
Sexual
harassment typically falls into 2 categories: quid pro quo and hostile
environment. Quid pro quo harassment occurs when a professor or
staff member causes a student to believe that he or she must submit
to unwelcome sexual conduct or risk a negative academic outcome.
For example, if a professor tells a student that s/he will not pass
a course unless requests for sexual favors are granted, this is
known as "quid pro quo" sexual harassment. This type of
sexual harassment usually involves a situation where one person
has more power than the other person.
Hostile
environment harassment occurs when unwelcome sexually harassing
conduct is so severe, persistent or pervasive that it affects a
student's ability to participate in University activities or creates
an intimidating, threatening or abusive educational environment.
If a supervisor (or coworker or fellow student) makes sexual jokes,
obscene gestures and/or posts sexual pictures that make people uncomfortable,
this is called "hostile environment" sexual harassment.
It is
important to understand that any type of sexual harassment can be
blatant or it can be very subtle. It can take the form of one serious
incident or more subtle acts that continue over time. Sexual harassment
can be intentional or unintentional.
Who
can be a victim of sexual harassment?
The victim may be a woman or a man. The victim does not have to
be of the opposite sex of the harasser. The victim does not have
to be the person directly harassed but could be anyone affected
by the offensive conduct.
Who
can be a sexual harasser?
The harasser may be a woman or a man. Sexual harassment may occur
between any two members of the Brown community, for example, between
faculty and students, faculty and faculty, students and staff, and
student and student. While sexual harassment often occurs when there
is a power differential between the 2 people, it can also happen
between peers or colleagues where there is no power difference.
Can
one incident constitute sexual harassment?
It depends. In "quid pro quo" cases, a single sexual advance
may constitute harassment if it is linked to the granting or denial
of employment or educational advancement. In contrast, a single
incident of offensive sexual conduct or remarks generally does not
create a "hostile environment." A hostile environment
claim usually requires a showing of a pattern of offensive conduct.
However, a single incident that is severe, could create a hostile
environment.
It is
important to remember that every situation is unique and needs to
be evaluated based on several factors, including the nature of the
behavior, the frequency and context of the behavior, and the relationship
between the 2 people involved. Because of this, we recommend talking
to any one of the resources listed below so that you can better
understand the situation, your options and your rights.
What
can I do to prevent sexual harassment?
It is important to be aware that sexual remarks or physical conduct
of a sexual nature may be offensive or can make some people uncomfortable
even if you wouldn't feel the same way yourself. Follow these guidelines
to help avoid making someone else uncomfortable:
Do
not repeat behavior if you have been told that it is not wanted.
If you are in doubt, stop the behavior.
Ask
if something you do or say is being perceived as offensive or
unwelcome. If the answer is yes, stop the behavior.
Do
not interpret someone's silence as consent. Look for other nonverbal
signals.
Do
not retaliate if someone accuses you of sexual harassment. Retaliation
is against the law and is considered an additional or separate
offense.
What
do I do if I think I'm being sexually harassed?
Whether sexual harassment comes from a person in authority or a
peer, it is not acceptable. Brown regards any behavior which is
sexually harassing as a violation of the standards of conduct required
for everyone associated with the University, whether faculty, staff
or students.
If you
are being sexually harassed, there are a number of things you can
do:
Tell
the person that his or her behavior is making you uncomfortable,
if you feel that you can do this. There are other ways of addressing
the situation if this approach is not right for you.
Save
any written material, including pictures, notes and email, that
is part of the harassment. You may be tempted to get rid of it
immediately, especially if it is offensive. However, your feelings
may change over time about whether or not you want to file a complaint,
and that physical evidence will be very helpful in holding someone
accountable.
Know
your rights and Brown's policies. You can contact any of the resources
below and ask about services, confidentiality and the process
of filing a complaint. You can call a staff member anonymously
to discuss the situation and then decide what to do next.
By
discussing the situation with a staff member, you will learn about
the options available to you. These options may include:
Informal
resolution
Intervention
by a third party (such as a Dean of the College)
Formal
complaint process for faculty, students, or staff
It's
important to take what your friend says seriously. Experiencing
sexual harassment can be confusing and difficult to sort out.
Providing a sympathetic ear will help your friend feel understood.
Learn
as much as you can about the available resources. It may be difficult
for your friend to take the first step to talk to someone. You
can call any of the resources and discuss the situation without
identifying the people involved or filing a formal complaint.
Gathering this information for your friend can help them make
the best decision for their situation.
Don't
confront the harasser. Although it is normal to want to do this,
it may only make things worse for your friend.
Encourage
your friend to save any physical evidence, including notes, pictures
and emails. If your friend decides to file a complaint at some
point, this evidence will be very important.
If
you are a residence hall staff member, be sure to follow your reporting protocols.
It's
important to recognize that hearing about your friend's situation
could affect you in many different ways. Taking care of yourself
will enable you to provide your friend with better support.
Psychological Services 401.863-3476 Confidential support and appointments available for any Brown student dealing with sexual harassment.
The
Advocates Program
Available Monday through Friday, 9am to 5pm. A Brown staff member
is trained to provide information and to help Brown undergraduate
and graduate students (male and female) explore their options to
address an incident of sexual assault or sexual harassment. Talking
with an Advocate does not require a student to file a disciplinary
complaint, to press criminal charges or to pursue any specific course
of action.
The Advocate coordinator is:
Gail
Cohee, 401.863-1781
Director, Sarah Doyle Women's Center
Sexual
Harassment Information Liaisons
If you would like assistance or wish to report sexually harassing
behavior by faculty or staff, contact the Sexual Harassment Reporting
Liaisons:
Gail Cohee, 401.863-1781
Dean Carla Hansen, 863-3800
Dean Kathleen McSharry, 863-2536
Student-to-Student
Harassment
To report sexual harassment between students, contact Dean Allen Ward at the Office of Student Life, 863-3145.
Brown
Department of Public Safety 401.863-3322
You may also direct any complaints to the Department of Public Safety.
This web page provides extensive information on the definition of
sexual harassment, available resources at Brown and the options
for informal resolutions and disciplinary options. Explains confidentiality
and the limits of confidentiality when sexual harassment is reported.
A list of several different links provided by the Feminist Majority
Foundation.
This website lists several publications on sexual harassment and
the educational setting.
This website contains fact sheets and recent court decisions on
sexual harassment.
Disclaimer: Health Education is part of Health Services at Brown University. Health Education maintains this site as a resource for Brown students. This site is not intended to replace consultation with your medical providers. No site can replace real conversation. Health Education offers no endorsement of and assumes no liability for the currency, accuracy, or availability of the information on the sites we link to or the care provided by the resources listed. Health Services staff are available to treat and give medical advice to Brown University students only. If you are not a Brown student, but are in need of medical assistance please call your own health care provider or in case of an emergency, dial 911. Please contact us if you have comments, questions or suggestions.
