For purposes of this policy, sexual harassment is defined using the definition contained in the Equal Employment Opportunity Commission Guidelines, the 1984 “Policy Statement on Sexual Harassment” as follows:
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of sexual nature constitutes sexual harassment when (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or academic advancement, (2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions or academic decisions affecting such individual, (3) such conduct has the purpose or effect of unreasonable interfering with individual’s work or academic performance or creating an intimidating, hostile or offensive working or academic environment [29 CFR Sec. 11604.11(a)].As defined above, sexual harassment is a specific form of discrimination in which power inherent in a faculty member’s or supervisor’s relationship to his or her students or subordinates is unfairly exploited. While sexual harassment most often takes place in a situation of power differential between persons involved, this policy recognizes also that sexual harassment may occur between persons of the same university stature, i.e., student-student, faculty-faculty, staff-staff, and same sex, i.e., male-male, female-female. Sexual harassment can occur in situations where one person has power over another, but I can occur between equals. Both men and women can be sexually harassed. Sexual harassment can be as blatant as rape or as subtle as a look, Harassment under the third part of the definition often consists of callous insensitivity of the experience of women.