Every year 12,000 harassment claims are filed with the EEOC (Bush Lewis Lawyers, 2014). One in four women, to one in 17 men have experiencing sexual harassment (Langer, 2011). Sexual harassment has been so pervasive in our culture that in some organizations and environments, it is so commonplace that it is considered a daily part of life. With the rise of our global technological economy, sexual harassment has taken on additional forms via email, sexting, and through social media.
Sexual Harassment is defined as conduct that is sexual, unwelcomed, and denies the individual the ability to learn or be productive in their environment (U.S. Department of Education, 2008). The Equal Employment Opportunity Commission (EEOC) lists two types of …show more content…
Department of Education, 2008). All academic institutions that receive federal funding must comply with Title IX policies. Title IX protects students from gender based violence, discrimination, and retaliation. Sexual harassment in the education setting can be from a school employee, peer, or third parties conducting business at the school; the victim can be male or female, with their harasser being of the same sex or opposite gender (U.S. Department of Education, 2008). The incident does not need to occur repetitively or be sexual in nature; only that the incident is sufficiently severe enough to create a hostile environment or limit the ability for the student to continue a productive learning process (U.S. Department of Education, …show more content…
Department of Education, 2008). This response must be prompt and effective. Every school must have a Title IX coordinator and policies must be set forth for teacher and student knowledge.
Conclusion
Sexual harassment is often the precursor for sexual assault. Setting a climate where sexual harassment is not deemed as severe as sexual assault we are silencing the resolve for the victim and risking their safety (Kingkade, 2016). When an individual is being victimized by sexual harassment, there is a likelihood they don’t have the clear-mindedness to understand protocol or their rights. Establishing clear policies on the definition of sexual harassment, and the academic institution making a public stance on their legal views of sexual harassment in relation to Title IX need to be part of the onboarding process as well as annual
Sexual Harassment is defined as conduct that is sexual, unwelcomed, and denies the individual the ability to learn or be productive in their environment (U.S. Department of Education, 2008). The Equal Employment Opportunity Commission (EEOC) lists two types of …show more content…
Department of Education, 2008). All academic institutions that receive federal funding must comply with Title IX policies. Title IX protects students from gender based violence, discrimination, and retaliation. Sexual harassment in the education setting can be from a school employee, peer, or third parties conducting business at the school; the victim can be male or female, with their harasser being of the same sex or opposite gender (U.S. Department of Education, 2008). The incident does not need to occur repetitively or be sexual in nature; only that the incident is sufficiently severe enough to create a hostile environment or limit the ability for the student to continue a productive learning process (U.S. Department of Education, …show more content…
Department of Education, 2008). This response must be prompt and effective. Every school must have a Title IX coordinator and policies must be set forth for teacher and student knowledge.
Conclusion
Sexual harassment is often the precursor for sexual assault. Setting a climate where sexual harassment is not deemed as severe as sexual assault we are silencing the resolve for the victim and risking their safety (Kingkade, 2016). When an individual is being victimized by sexual harassment, there is a likelihood they don’t have the clear-mindedness to understand protocol or their rights. Establishing clear policies on the definition of sexual harassment, and the academic institution making a public stance on their legal views of sexual harassment in relation to Title IX need to be part of the onboarding process as well as annual