Sexual Harassment, Non Discrimination, and Title IX
Non-discrimination and Non-Retaliation
The University of Washington, as an institution established and maintained by the people of the state, is committed to providing equality of opportunity and an environment that fosters respect for all members of the University community (Executive Order 31). This policy has the goal of promoting an environment that is free of discrimination, harassment, and retaliation. To facilitate that goal, the University retains the authority to discipline or take appropriate corrective action for any conduct that is deemed unacceptable or inappropriate, regardless of whether the conduct rises to the level of unlawful discrimination, harassment, or retaliation.
- Prohibits discrimination or harassment against a member of the University community because of race, color, creed, religion, national origin, citizenship, sex, age, marital status, sexual orientation, disability, or military status.
- Prohibits any member of the University community, including, but not limited to, the faculty, staff, or students, from discriminating against or unlawfully harassing a member of the public on any of the above grounds while engaged in activities directly related to the nature of their University affiliation.
- Prohibits retaliation against any individual who reports concerns regarding discrimination or harassment, or who cooperates with or participates in any investigation of allegations of discrimination, harassment, or retaliation.
Sexual Harassment and Title IX
Title IX Reporting Policies
Our University of Washington community is committed to maintaining a civil and compassionate environment. To that end, our community does not condone or tolerate sexual harassment. The University’s non-discrimination policy is guided by state and federal laws that prohibit sexual harassment. These state and federal laws include, among others, the Washington State Law Against Discrimination (RCW 49.60), Title IX of the Education Amendments of 1972, and Title VII of the Civil Rights Act of 1964, as amended.
The University’s policy defines sexual harassment as follows:
“Sexual harassment” is a form of harassment based on the recipient’s sex that is characterized by:
1. Unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature by a person who has authority over the recipient when:
Submission to such conduct is made either an implicit or explicit condition of the individual’s employment, academic status, or ability to use University facilities and services, or
Submission to or rejection of the conduct is used as the basis for a decision that affects tangible aspects of the individual’s employment, academic status, or use of University facilities; or
2. Unwelcome and unsolicited language or conduct that is of a sexual nature or that is sufficiently severe, persistent, or pervasive that it could reasonably be expected to create an intimidating, hostile, or offensive working or learning environment, or has the purpose or effect of unreasonably interfering with an individual’s academic or work performance (Executive Order 31).
2. Unwelcome and unsolicited language or conduct that is of a sexual nature or that is sufficiently severe, persistent, or pervasive that it could reasonably be expected to create an intimidating, hostile, or offensive working or learning environment, or has the purpose or effect of unreasonably interfering with an individual’s academic or work performance (Executive Order 31
Sexual harassment is illegal and sexual violence is also a form of sex discrimination. Faculty, staff, and students who engage in sexual harassment will be subject to corrective or disciplinary action. Violations can lead to severe penalties, up to and including termination of employment or termination from educational programs, as well as possible personal liability.
Because consensual relationships between students and instructors may interfere with the learning relationship, the Faculty Senate has adopted a policy that states:
No faculty member, teaching assistant, research assistant, department chair, dean, or other administrative officer should vote, make recommendations, or in any other way participate in the decision of any matter which may directly affect the employment, promotion, academic status, or evaluation of a student with whom he or she has or has had a familial, sexual, or romantic relationship (University Handbook, Volume Two, Part II, Chapter 24, Section 24-33, Footnote: Faculty/Student Relationships and Conflicts of Interest).
The University will promptly respond to and take appropriate action concerning allegations of sexual harassment. In addition, the University prohibits retaliation against anyone for reporting, cooperating with, or participating in the University’s complaint process regarding allegations of sexual harassment (Executive Order 31).
Each member of the University community is asked to participate fully in our collective effort to maintain the University of Washington’s commitment to prevent and eliminate sexual harassment and discrimination. Toward that effort, the University also provides a number of resources to members of the campus community who either believe they have been subjected to sexual harassment or discrimination or have knowledge that leads them to believe that a member of our community has been subjected to sexual harassment or discrimination.
The individuals and offices that help coordinate our Title IX, RCW 49.60, Title VII, and University non-discrimination and compliance efforts include:
Title IX/ADA Coordinator, Office of Risk Management
22 Gerberding Hall
Investigation and resolution of allegations of sexual harassment and discrimination involving university employees, and related information and assistance are available by contacting:
Director, University Complaint Investigation and Resolution Office
4311-11th Avenue NE, Suite 630
Investigation and resolution of allegations of sexual harasssment and discrimination involving students, and information regarding student conduct rights and responsibilities are available by contacting:
Director of Student Life and Student Affairs
Assistance and information for graduate students:
Associate Dean, The Graduate School
Information, support, and an explanation of rights and responsibilities for incidents involving students are available by contacting:
Assistant Director of Recreation and Wellness
Consultation and compliance assistance are available by contacting:
Director, Equal Opportunity and Affirmative Action
Office of the Vice Provost for Academic Personnel
231 Gerberding Hall
Consistent with the requirements of Title IX of the Education Amendments of 1972 and its implementing regulations, the University has designated the above individuals as being responsible for coordinating our compliance with Title IX. Faculty, staff or students with concerns or complaints about discrimination on the basis of sex in employment or an education program (including sexual harassment) may contact the relevant individual(s) listed above.
In addition, consultation, conciliation and mediation services are available by contacting:
206 Condon Hall
Referral to the appropriate Human Resources Consultant/Specialist also is available by contacting:
Human Resources Operations, 206-543-2354 (upper Seattle campus, Tacoma, and Bothell)
Human Resources Operations, 206-543-9406 (Health Sciences)
UW Medical Center Human Resources, 206-598-6116
Harborview Medical Center Human Resources, 206-744-9220