January 2006

GW Sexual Harassment Policy and Procedures

University Updates Sexual Harassment Policy

BY JAMIE L. FREEDMAN

After considerable discussion and review among key University constituencies, GW unveiled a revised University-wide Sexual Harassment Policy in November. The comprehensive document, spelling out what constitutes sexual harassment, as well as what formal procedures are in place to investigate and resolve claims, replaces the interim policy that the University had operated under since 1999.

The time was ripe for implementing a permanent policy, said Associate Vice President for Human Resources Susan B. Kaplan. “Prompted by judicial decisions, governmental regulations, and, most importantly, for good policy reasons, many universities have continued to refine their sexual harassment policies and procedures in recent years,” said Kaplan. “GW takes great pride in creating and maintaining a positive, dynamic climate for study and work, free from coercion and intimidation. Sexual harassment is destructive of such a climate and will not be tolerated in the University community.”

According to Kaplan, the policy reinforces GW’s commitment to fulfilling its mission statement valuing a “dynamic, student-focused community stimulated by cultural and intellectual diversity and built upon a foundation of integrity, creativity, and openness to exploration of new ideas.” She stated: “We believe that the new policy will help support our mission statement by fostering an environment free of sexual harassment.”

Elliot Hirshman, chair of the department of psychology, chief research officer, and co-chair of the sexual harassment policy revision committee, concured. “One of the most important elements of having a sexual harassment policy is that it reinforces that the University considers harassment to be completely unacceptable and the University has rigorous processes for examining any allegations of harassment,” he said. “The new policy attempts to ensure that instances of sexual harassment will be identified and punished, while protecting the rights of accused parties.”

According to Hirshman, who co-chaired the task force with Ildiko DeAngelis, director of the museum studies program, the 17-member committee met weekly for several months to review and revise GW’s interim sexual harassment policy. “Creating a policy that encourages reporting and rapid review of alleged sexual harassment was a central concern,” said Hirshman. “Similarly, providing accused parties with an opportunity to understand the charges against them was considered critical.” The task force — composed of faculty members, administrators, representatives of the Faculty Senate, and students — engaged in “vigorous but congenial discussions,” according to Hirshman.

The final product is a 16-page document detailing what students, faculty, and staff should do if they feel they are being sexually harassed. A substantial portion of the policy is devoted to explaining the three levels of procedural redress available to members of the University community who believe that sexual harassment has occurred — consultation, administrative review, and formal hearing. Other highlights of the document include the University’s definition of sexual harassment, a discussion about consensual relationships at GW (including abuse of authority), and a summary of disciplinary actions for those found to have engaged in sexual harassment, up to and including expulsion or termination.

“GW faculty, staff, and students should also feel free to call the University’s sexual harassment response coordinator at 202/994-6503 for advice on conduct they are uncomfortable with and feel might constitute sexual harassment,” said Kaplan. In addition to soliciting help from the coordinator, who is based in the Office of the Vice President and General Counsel, community members may consult initially with their department chair or supervisor, the Dean of Students’ Office, the Office of Equal Employment Opportunity, or the Office of the Assistant Vice President for Faculty Recruitment and Personnel Relations.

“We want to make sure that if someone has a concern, they have a number of options of who they can talk to,” added Kaplan. “Above all, we’re striving to create an atmosphere in which everyone feels comfortable and protected.”

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