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How To: Prevention of Sex and Gender Discrimination

How To: Prevention of Sex and Gender Discrimination. Michelle Issadore, M.Ed. Executive Director, School and College Organization for Prevention Educators Wendy Murphy, Esq. Adjunct Professor, New England School of Law Boston Gail Stern, Ph.D.

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How To: Prevention of Sex and Gender Discrimination

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  1. How To: Prevention of Sex and Gender Discrimination Michelle Issadore, M.Ed. Executive Director, School and College Organization for Prevention Educators Wendy Murphy, Esq. Adjunct Professor, New England School of Law Boston Gail Stern, Ph.D. Co-Owner and Director of Consulting, Education and Training, Catharsis Productions

  2. Primary Prevention • Predominant focus on response in DCL is reactive • Federally mandated compliance is attention-getting, not new • Step in the right direction • Existing efforts are often based in raising awareness, not proactive risk management • Legal requirements for primary prevention education are here or in the pipeline (PA, NY, federal)

  3. Strategic Plan for Prevention • Model policy/policies • Understand and apply evidence-based research • 7 C’s- cogent, community-wide, collaborative, concerted, consistent, comprehensive and centrally-planned • Developmentally appropriate programs • Target for culture • Curriculum

  4. Strategic Plan for Prevention • Message, timing, dosage, audience, progression, reinforcement, cross-pollination • Mandates • Master calendar • Funding • Needs survey • Assessment • Academic infusion/faculty support • Variation

  5. Strategic Plan for Prevention • Address role of alcohol • Empower bystanders • Create a survivor-supportive community • Learn from public health model • Apply same strategic planning principles as you do elsewhere • Reinforce

  6. Lessons Learned from the Military • Sexual assault and harassment prevention is fundamentally a leadership issue • When you don’t know, ask someone who does • Invest in your staff • Multiple programmatic interventions are more successful when: • They are aligned and mutually reinforcing • They are culturally relevant • They are timed thoughtfully and strategically • They are supported not only by top leadership, but by leadership at all levels

  7. Why these issues are so challenging • Just World Theory • Education as punishment • Institutions are not in a Culture-Free Bubble • People reject information that they perceive as threatening their identity or belief system • People have justified the actions consistent with rape and harassment as socially acceptable, rather than viewing them as moral violations.

  8. Recommended Actions • Align training programs and policies with latest research and best practices (CDC, 2012) • Provide a direct reporting line and back-up between your advocacy services and university leadership • Focus on positive roles students, faculty and staff can take, as opposed to telling them what not to do • Survey your own campus– know your audience • Place an emphasis on a cultural change model: challenge norms that foster any tolerance or acceptance for sexual violence and harassment

  9. Questions? • Thank you! • Michelle Issadore execdir@wearescope.org • Wendy Murphy wmurphylaw@aol.com • Gail Stern gail@catharsisproductions.com

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