Key Points: Harassment, Discrimination, and Equal Opportunity Policy

Community and Support

  • Health care is best delivered as a team; grow personally and professionally together; we rally around each other during rough spots. You have strengths and are not alone.

Castle Branch Compliance: Contact & Process

  • Compliance information is on the College of Health Sciences main website; the site is up to date and informative.
  • For questions, start there; drag-through requirements for Castle Branch accounts; Jamie and Catherine are available via email for help.
  • Compliance can feel overwhelming, but it’s a standard part of a healthcare career.

Discrimination and Harassment: Core Definitions

  • Discrimination: unfavorable treatment based on a protected class (e.g., race, sexual orientation, political belief).
  • Harassment: unwelcome conduct based on a protected class; policy covers harassment and discrimination.
  • Harassment is viewed in two main ways: quid pro quo and hostile environment.

Quid Pro Quo Harassment

  • Quid pro quo = power/authority used to exchange something for compliance (e.g., a TA offering an grade in exchange for a personal favor).

Hostile Environment Harassment

  • Harassment is severe or pervasive and would cause a reasonable person to avoid engaging with the university (e.g., leaving class, not wanting to be a student/employee).
  • Examples include offensive jokes, slurs, physical threats or assault, intimidation, mocking, putting someone down, offensive objects or graffiti, or interference with job performance.
  • You do not have to be a member of the protected class to be offended.

Why University Policies Exist

  • To ensure a safe and comfortable environment for everyone on campus.

Title IX and Sexual Exploitation

  • Title IX policy addresses sexual exploitation: sexual activity between adults is allowed if consensual; exploitation is when it happens without someone’s knowledge or consent.

Reporting, Investigation, and Roles

  • Roles:
    • Complainant: person experiencing the behavior.
    • Respondent: person alleged to have engaged in the behavior.
    • Mandatory reporters: individuals who must report certain concerns.
  • If a mandatory reporter submits a report, they typically receive a confirmation email; further clarifications may be requested.
  • Complainants will be contacted by the office; engagement with outreach is voluntary.
  • If a complainant pursues an investigation:
    • The office will interview involved parties and those with knowledge.
    • The respondent will be given an opportunity to present their side.
    • The respondent will receive notices if a supportive measure affects them (e.g., no-contact orders).
  • You can receive supportive measures without pursuing a formal investigation.
  • Retaliation against anyone involved in the process is taken seriously and can result in disciplinary action, including termination or expulsion.

Confidentiality & Privacy

  • Resources are categorized by confidentiality level:
    • Light blue: private offices with responsible employees or mandatory reporters.
    • Teal: fully confidential.
  • Health care remains confidential when you speak with a health care provider for treatment.

Resources and Contacts

  • Equal Opportunity Mainline for general questions.
  • Georgie Carter (presenter) as a point of contact.
  • Contact information and references will be shared for future access.

Next Steps

  • Reach out if anything comes up; support is available regardless of whether you want to pursue an investigation.
  • Remember: you can engage at your own pace and still receive help and accommodations.