12.1 Sexual Harassment

Sexual harassment is defined as unwanted, deliberate or repeated sexual behavior, verbal or non-verbal comments, gestures or touching. Such unwelcome sexual behavior or physical conduct of a sexual nature, or derogatory verbal references to characteristics of persons of a certain sex 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 activities.
2. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual
3. Such conduct has the purpose or effect of unreasonably interfering with a person’s work performance, or creating an intimidating, hostile or offensive working or learning environment.

Club Sport participants shall strive to create and promote environments which are FREE of unwelcome sexual advances, sexually suggestive remarks, or any other sexually harassing action. Any employee or student who has a complaint of sexual harassment is encouraged to follow the procedures outlined below.

12.2 Procedures

The following steps may be helpful if you are in a situation where sexual harassment exists:

1. You should immediately approach the person(s) who is harassing you or another employee. Inform them that their action is offensive, and they should stop their actions or comments. It is advisable that someone else accompanies you when you speak to the person(s), preferably a fellow employee of the Competitive Sports office, or club officer/coach.
2. If the comments or action does not cease or you do not feel comfortable approaching the person(s), you should report the situation to your immediate supervisor.
3. You should immediately write the names of witnesses and a description of the incident. Incident report forms are available at the Competitive Sports Office. When you write the incident report, indicate what has occurred and the action you have taken. Do not provide judgmental information such as “the person should be expelled from the facility”
4. If you feel threatened or in danger, do not leave the building alone. Call 911 and ask that a security officer escort you to your automobile or to your home.

Any sexual harassment by a professional staff member should be reported to Dr. Todd Misener, Chief Wellness Officer.

12.3 Quid Pro Quo

• This for that or something for something
• Hostile work environment
• Employment or educational decisions/expectations are based on employee/student’s submission to or rejection of sexual advances, requests for sexual favors, or other behavior of a sexual nature.

Examples:

• Employer offers the employee a promotion in exchange for a sexual favor.
• Making work assignments or grades conditional upon the submission to a sexual request
• Use of position as leverage to intimidate the student or employee into complying with the request.

12.4 Hostile Work Environment

Speech or conduct that is severe and/or pervasive enough to create an abusive or hostile work environment.

• Unwanted jokes, gestures, offensive
• Words on clothing, and unwelcome comments
• Touching and any other bodily contact such as scratching or patting a student or coworker’s back, grabbing a student or employee around the waist, or interfering with a student/employee’s ability to move
• Repeated requests for dates that are turned down or unwanted flirting
• Displaying sexually suggestive objects, pictures, or posters
• Playing sexually suggestive music

12.5 Sexual Misconduct

Sexual Misconduct is a form of Sexual Harassment. Sexual Misconduct encompasses any nonconsensual contact of a sexual nature. It may vary in its severity and consists of a range of behavior that includes, but is not limited to:

• Sexual violence; sexual advances; requests for sexual favors; indecent exposure; and other verbal, nonverbal or physical unwelcome conduct of a sexual nature, where such conduct is sufficiently severe, persistent or pervasive
• When a hostile environment is created

Examples:

• Unwanted sexual touching/exposure
• Explicit sexual language, gestures or threats directed towards another student or employee
• Nonconsensual sexual assault and Forced rape
• Stalking a student or employee

12.6 Comfort Zones

People have different comfort zones for different relationships, different environments, and different circumstances. Each member of the campus community is responsible for preventing sexual harassment and ensuring that the work and academic environments are harassment-free. Become informed about sexual harassment. Evaluate your own behavior to ensure that you are not engaging in sexual harassment. Just because you believe your behavior, actions or language is appropriate, does not mean others think it is appropriate.

12.7 Retaliation

What is retaliation?

• Adverse action taken against an employee because he/she complained of harassment or discrimination
• Demotion
• Discipline
• Termination
• Salary reduction
• Change in job duties

12.8 Summary

Oklahoma State University is committed to maintaining a work and academic atmosphere which is free of intimidation, fear and coercion.

 

Sexual harassment is defined as:

• Unwelcomed sexual advances
• Requests for sexual favors
• Any behaviors of a sexual nature where:
• Submission to such conduct is a term or condition of an individual’s employment or participation in a university-sponsored educational program or activity
• Submission to or rejection of such conduct is used as the basis for academic or employment success
• Such conduct creates an intimidating, hostile or offensive environment