What is Sexual Harassment?

Sexual harassment, including same-sex sexual harassment, is any unwanted attention of a sexual nature from someone in the workplace or classroom that causes discomfort or interferes with work or academic performance.

Sexual advances, requests for sexual favors, and other verbal or physical conduct of a  sexual nature constitute sexual harassment when:

• Submission to such conduct is made-either explicitly or implicitly- a term or condition of an individual’s employment, education,  living environment or participation in any college activity;
   

• Submission to  or rejection of such conduct is used as the basis for or factor in decision’s affecting an individual’s employment, education, living environment, or participation in any college activity; or
   

• Such conduct has the purpose or effect of unreasonable interfering with an individual’s employment or academic performance, or creating an intimidating, hostile, offensive or abusive environment for that individual’s employment education, living environment, or participation in any college activity.
  
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What Constitutes Sexual Harassment?

Some examples that may constitute sexual harassment are:

- Subtle pressure for sexual activity
- Unnecessary physical brushes or touches
- Offensive sexual graffiti
- Repeated request or pressures for dates
- Unwanted offensive contacts outside the workplace
- Disparaging sexual remarks about one’s gender or
   sexual orientation.
- Physicist aggression such as pinching or patting                                                                                                      
- Verbal sexual abuse disguised as fun
- Sexual innuendos
- Offensive sexual jokes

These examples do not include all types of conduct that can constitute sexual harassment. Each situation must be considered in light of specific facts and circumstances to determine if sexual harassment has occurred.

Same-sex sexual harassment may involve these same types of conduct when exhibited by a member of the same gender.

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Facts and Myths

Each of us must be able to separate fact form myth. Each of us must recognize and take appropriate action to formally and informally resolve sexual harassment situations.

Myths

Educators do not engage in sexual harassment behaviors.
Sexual harassment is usually caused by the victim’s clothing or behavior.

If the Office of Equal Opportunity and Diversity Programs does not receive sexual harassment complains, there are no incidents of sexual harassment in campus.

In Lansing Community College provides students and staff with information or training about sexual harassment, it will polarize males and females, create problems where no problems exist, and encourage students and staff to file false charges.

Facts

Ignoring sexually harassing behavior will not make it disappear.
People are sexually harassed because they are perceived as vulnerable.

Sexually harassing behavior is not protected by an individual’s claims of academic freedom.

Any sexual relationship between a faculty member and a student or a supervisor and staff is potentially exploitative.

Women and men may be victims of sexual harassment regardless of their appearance, age, race, marital status, ability or disability, sexual orientation, occupation or socio-economic class.

Sexual harassment is not “sexually’ motivated. It is an assertion of hostility, intimidation, and/or power in a sexual manner.

A Supervisor’s actions or inaction may result in liability for their employer.

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Preventing Sexual Harassment

Persons accused of harassment are often surprised at how their behavior is perceived by others. To mitigate the perception that a behavior is sexual harassment, consider making the following assessments:             

Review your attitudes and actions toward others. Examine how others respond to what you do and say. Is your behavior gender-neutral and bias free?

Do not assume that your colleagues, peers, employees, or students enjoy sexually oriented comments, comments about their appearance, or being touched or stared at.

Consider the impact you have in others’ attitudes toward their self-esteem, work and education.

Be aware of others’ feelings and responses to sexual harassment. Could your behavior cause others to experience the vulnerability, powerlessness and anger described by people filing complaints?

Do not assume that others will tell you if they are offended-or harassed-by what you say or do. They are not legally required to do so.

Imagine yourself on the receiving end of unwelcome sexual attention from someone who has control of your career, livelihood or educational success.
Be sensitive to curriculum content and reactions of others if information dealing with sexual issues is presented in the classroom.

Supervisors should take all complaints seriously.

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What to do if you are sexually harassed

If you feel like you have been sexually harassed, do not keep it yourself-tell someone who can assist you. Although you may feel embarrassed or worry that you did something to provoke the unwanted behavior, it is important not blame yourself. You have the right to pursue or perform your job in an environment free from this type of interference.

If you feel comfortable taking this step, let the offender know that their behavior is distressing by telling him/her directly in writing. Also e sure that you are keep a written, dated record of every incident that occurs.
 

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Investigation of Sexual Harassment Complaints

Upon receipt of any report or complaint of alleged harassment, a prompt investigation will be initiated and appropriate remedial measures will be taken by the college.

See the Lansing Community College catalog for a complete description of the college’s policy and procedure on sexual harassment.
 

Consensual Relationships

Romantic relationships between a supervisor and an employee or between faculty/staff and students are not expressly prohibited by college policy. However, even when both parties have consented to such relationships, serious concerns can be raised about the validity of the consent, conflicts of interest, ethics, and unfair treatment of others.
 

Retaliation

No retaliation or reprisal shall be taken against any individual because she/he has filed a complaint or report, participated in an harassment investigation, or otherwise opposed unlawful harassment.
 

Sanctions

Anyone found to have violated Lansing Community College’s Sexual Harassment Policy may be subject to discipline as appropriate, including, but not limited to, discharge or expulsion.
 

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