Sexual Harassment PolicyBoth women and men can be targets of sexual harassment. Advisors are available at SLAC to help you understand your options.
Dealing with Harassment at SLACIn a society of differing generations, cultures and backgrounds, what is acceptable behavior to one person may be unacceptable to another, and it may be illegal.If you believe you are being sexually harassed, or know someone who is, you should act promptly. Correcting the situation immediately or at least talking with someone familiar with the issues and ways to respond is in everyone's best interest. Ignoring the situation and hoping that it will correct itself allows the harassment to continue. Nor should you be afraid that if you talk with someone about the situation, you will be subject to retaliation, particularly if the person causing the harassment has power over you (a supervisor, a teacher, etc.). Under no circumstances will Stanford allow reprisals against a person who in good faith reports or provides information about sexual harassment or behavior that might constitute sexual harassment. In some instances, you may simply want to talk to someone. Perhaps you are not sure that the other person's behavior is wrong, or maybe you know that it is wrong, but you are unsure what to do about it. Similarly, if you are not sure about your own interactions with someone in your office, classroom or dormitory and are concerned that they have been misunderstood, you should consider talking with someone to see how the situation can be resolved. As the attached policy indicates, there are several ways that you can talk with people on campus, including anonymously, to help you sort out your own thoughts or decide what action can be taken to correct the situation. Sexual harassment advisers are available to help you understand your options. Each school and administrative unit has its own advisor. While these advisers may be most familiar with the issues and options for a particular setting, you are free to seek consultation from any adviser. Click to see a list of advisers available here at SLAC. In addition to confidential discussions, the policy describes other options, including intervention by neutral third parties, and the formal grievance and disciplinary procedures. Here is how SLAC defines sexual harassment: "Unwelcome sexual advances, requests for sexual favors, and other visual, verbal or physical conduct of a sexual nature constitute sexual harassment when:
If you think someone is sexually harassing you or someone you know, or if you are troubled by the definition quoted above as it may apply to your own behavior, you should read the following policy and consider what actions are appropriate. You are encouraged to take advantage of the resources described in the policy and take responsibility for getting the situation corrected. If you have any questions, at SLAC please feel free to contact Carmella Huser. Written by: Laraine T. Zappert, Director, Sexual Harassment Policy Office at Stanford University (Dealing with Harassment at Stanford). Text has been modified for SLAC. A Word About ConfidentialityMany people who have a concern about sexual harassment want assurances about confidentiality.If you feel intimidated unless discussions can take place in confidence, faculty and others will respect such a request to the extent feasible. As stated more specifically in the policy, one way to help assure confidentiality is for you not to identify the person who is the alleged wrongdoer, at least during your preliminary discussions. Another way is to talk with persons who have an independent "privilege" under the law. See below, Confidential Resources. Nevertheless, we hope you will understand that, to correct the situation, not only for yourself, but for others in the future, it is probably in everyone's interests that some form of intervention take place. Sometimes this can be accomplished without necessarily confronting the person. For example, efforts can be made to increase the amount of training that is directed to a department, work unit or living unit regarding behavior without ever indicating that some one specific person's behavior is a problem. Other appropriate methods of intervention often can be developed on a case-by-case basis. As stated very clearly in the policy, the University will take vigorous action against anyone who retaliates against you or others because a legitimate concern or complaint is raised. With this in mind, experience indicates that the best way to resolve a current issue, and to protect others in the future, is to have frank and open discussion with the alleged wrongdoer, either directly or through mediation or other third party intervention. Here, too, confidentiality generally can be maintained, especially since, in most cases, all of the persons involved usually prefer to resolve the matter in a confidential setting. One final point should be remembered. Stanford does not exist in isolation from the rest of the world. If there is an independent investigation or lawsuit in a matter you have raised, or in an incident wholly unrelated to yours, there are times when you or others may be required by law to provide documents or testimony. Thus, even where everyone involved in a given situation may wish to preserve confidentiality, sometimes such confidentiality cannot be guaranteed absolutely. Other instances where confidentiality may not be possible include situations where someone reasonably believes a complainant or other parties are clearly in risk of being subjected to further harassing behavior that will create significant emotional or other harm, or where the University needs to intervene because of its own potential liability for failing to do so. Confidential Resources for SLAC EmployeesThe level of confidentiality depends on what legal protections are held by specific persons receiving the information and should be addressed with them before specific facts are disclosed.
What can be done to stop sexual harassmentIf you feel you have been sexually harassed, do not remain silent. Ignoring sexual harassment does not make it go away. Indeed, it may make it worse as the harasser may misinterpret a lack of response as approval of the behavior. There are several things that can be done to stop sexual harassment:Know your rights. Sexual harassment is illegal. Stanford University has a specific policy prohibiting sexual harassment. Familiarize yourself with this policy. Speak up. If you can, tell the person to stop. State clearly and firmly that you want a particular behavior to cease. This is not a time to be polite or vague. There is a chance that the harasser does not realize that a particular behavior is offensive. If you feel you cannot speak up, talk with one of the resource persons listed for further help and guidance. Get information and support. Sexual harassment advisers can provide support and advice about Stanford's policy and procedures. An adviser can help you understand your options and explore ways of resolving your particular situation. They will review with you the informal and formal steps available for dealing with issues of sexual harassment. If you choose to file a formal complaint, it will be investigated by the appropriate University officer. Sexual harassment advisers can assist in informal resolutions which might include any of the following: Write a letter. Many people have successfully stopped sexual harassment by writing a letter to the harasser. The letter includes a factual account of the offending behavior, a description of how the behavior was experienced by the writer, and a simple statement that the writer wants that particular behavior to stop. The letter should be polite, low-key and factual. A copy should be kept by the writer. In the unlikely event that the letter fails to achieve its purpose, it could be used as evidence in support of a formal complaint or lawsuit. Copies should be sent to no one else. If the letter is to work, it must be a private communication between the persons involved. The recipient of the letter rarely writes back and usually the sexual harassment stops immediately. A moderated discussion. If you request this (and the other party agrees), a moderated discussion can be set up to assist in resolving the situation. A more structured mediation is also possible, if both parties agree. Direct intervention on your behalf. If you wish, a University officer and/or adviser could speak to the other party to assist in resolving the situation. Keep records or a journal. Save any letters, e-mail, or notes received, as they can be helpful if the harassment persists. Record dates, places, times, witnesses and the nature of the harassment what was said when, and how you responded. What not to do
The above information is from Stanford University's Sexual Harassment Policy web site modified for SLAC. |
