Preventing Sexual Harassment In Our Schools

1. Preventing Sexual HarassmentIn Our Schools

2. There are several forms of harassment…. • Harassment can be based on: • Sex • Race • National Origin • Disability • Religion All are illegal and a violation of civil rights!

3. Sexual harassment is the most common form of harassment in schools.

4. What’s your responsibility? • As an employee of Southeastern California Conference Office of Education, you have a duty to provide a learning environment that is free of sexual harassment. • As an employee you are obligated to foster a working environment that is free of sexual harassment.

5. What is sexual harassment? Any unwelcome behavior of a sexual nature, whether the behavior is written, verbal, or physical.

6. Verbal forms of sexual harassment may include: • Sexual or gender based jokes or teasing • Words such as “honey”, “sweetie” or “babe” • Wolf whistles or other derogatory noises • Rumors about a person’s sex life • Comments about a person’s body • Derogatory comments based on gender

7. This may also include visual forms of sexual harassment such as: • Obscene posters, cartoons, and pin-ups • Computer graphics and obscene messages on computer bulletin boards • Offensive models, statues, and figurines • Inappropriate clothing

8. Physical forms of sexual harassment may include: • Inappropriately touching another person • Grabbing and/or fondling • Rubbing up against a person • Messaging or stroking another person • Stalking

9. Sexual harassment can also result from: • Staring • Physical gestures that have a sexual connotation • Suggestive looks and facial expressions that have sexual implications • Blocking the pathway of another to make a sexual advance.

10. What do we know about sexual harassment? Sexual harassment is most prevalent in (elementary, middle, or high) schools. (choose one) Answer: Middle School Where in the school environment does most sexual harassment occur? Answer: School Bus What percent of girls experience some form of sexual harassment during their K-12 education? Answer: 80%

11. What do we know about sexual harassment? (continued) A one-time comment, joke, or verbal innuendo does not constitute sexual harassment. Answer: True Verbal forms of sexual harassment are considered least offensive but can become the basis for sexual harassment if comments are persistent. The number of sexual harassment claims by males is increasing. Answer: True “I didn’t mean anything by it” is a valid defense to excuse offensive behavior. False It is the impact, not the intent, that is important.

12. What constitutes sexual harassment? • An act that is severe, persistent, or pervasive. • Limits a student’s ability to participate in, or benefit from, an educational program, or • Creates a hostile or abusive environment.

13. Unattractive or unstylish girls Physically mature girls. Who are the likely victims? Boys or girls who don’t fit the stereotypical mold for their gender

14. In schools sexual harassment is... • A Student Issue • An Employee Issue Anyone can be a victim or perpetrator of sexual harassment

15. A word of caution… • Sexual harassment behavior can be a “career killer”. • Even unsubstantiated allegations can be very damaging. • Don’t take unnecessary risks!

16. How do sexual harassment issues show up in schools? • Peer-to-peer sexual harassment among students • Sexual harassment behavior between school staff members including administrators • Inappropriate touching of students by teachers and staff members • Inappropriate behavior of coaches in athletic programs

17. If you witness any type of harassment do the following: • Take prompt action and stop the harassment. • Report all incidents to the appropriate school administrator. • Provide the names of all parties involved and any witnesses. • Help document exactly what was said or done. Remember that liability begins when nothing is done!

18. Pacific Union Policy on Harassment The following harassment policy applies to all certificated administrative and instructional personnel in the union. A. Working Environment The union recognizes its responsibility to all employees to maintain a working environment free from harassment. It endeavors to achieve this environment through educating employees that harassment violates the law and will not be tolerated. The union also endeavors to prevent harassment by publishing this policy, by developing appropriate sanctions for misconduct, and by informing all employees of a right to complain of harassment.

19. Pacific Union Policy on Harassment (cont’d) • B. Personal Conduct • Education employees are to exemplify the Christ-like life and should avoid all appearances of wrongdoing. Engaging in behavior that is harmful to self or others, or that casts a shadow on or dedication to the Christian way of life should be avoided. Personal attire, posters, banners, bumper stickers, tags, flags, and other symbols whose message, historically or currently, is, or could reasonably be construed to be, one of prejudice, discrimination, or that is inflammatory, may not be displayed anywhere on the premises or while representing the employer in any capacity. Employees should respect and uplift one another. Employees should never be placed in a position of embarrassment, harassment, ridicule, and belittlement or disrespected because of gender, race, color, national origin, age, disability, or any other classification under state or local law that does not conflict with the tenets of the church. To do so would be a violation of God's law and civil laws protecting human rights and governing workplace conduct.

20. Pacific Union Policy on Harassment (cont’d) • Sexual harassment is a form of harassment and involves unwelcome sexual advances, requests for sexual favors or other verbal, written or physical conduct of a sexual nature when: • 1. Submission to such conduct is made either explicitly or implicitly a term or condition of employment; or • 2. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting an individual; or • 3. Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creates an intimidating, hostile or offensive working environment. (cont’d)

21. Pacific Union Policy on Harassment (cont’d) D. Improper Conduct Improper conduct by the employer, co-workers and, in some instances, nonemployees includes, but is not limited to: • 1. Any subtle or other pressure or request for sexual favors or activity, including any suggestion that an applicant's or employee's giving in to or rejecting sexual advances will have an effect on that person's employment or terms of employment • 2. Unwelcome sexual flirtation or propositions • 3. Unnecessary or inappropriate touching of a sexual or abusive nature (e.g., patting, pinching, hugging, repeated brushing against another person's body, etc.) • 4. Displays, whether worn on the person, displayed in offices or on personal vehicles parked in parking lots used by the organization of sexually suggestive pictures, drawings, cartoons or objects or other erotica; • 5. Threats or demands for sexual favors • 6. Unwelcome or derogatory statements related to gender, race, color, • national origin, age or disability (for example, kidding, teasing, degrading • jokes or offensive comments or tricks) • 7. Demeaning or degrading comments about an individual's appearance • (PUC Education Code E-10-140)