It is the policy of Bryn Mawr College ("the College") to maintain a work and academic environment free from discrimination and offensive or degrading remarks or conduct. Unlawful harassment, including sexual harassment, will not be tolerated.
The College is committed to maintaining an environment in which all members of the community, staff, student and faculty, are treated with respect and dignity. It is the policy of the College not to discriminate on the basis of sex, including sexual harassment, in any of its programs, activities, or employment practices. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct constitute sexual harassment when:
- Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment or academic treatment, or is accompanied by implied or overt threats concerning one's job, grades, letters of recommendation, etc.
- Submission to or rejection of such conduct by an individual is used as a basis of employment or academic decisions affecting such individual; or
- Such conduct has the purpose or effect of interfering with an individual's work performance or academic performance or creating an intimidating, hostile, or offensive environment.
The College also prohibits this type of behavior when it is based on race, color, age, national origin, and religion or on any other basis prohibited by law. Harassment on the basis of one's sexual orientation can also constitute discrimination on the basis of sex.
Back to the top.
Sexual harassment can include verbal behavior such as unwanted sexual comments, suggestions, jokes or pressure for sexual favors; nonverbal behavior such as suggestive looks or leering; and physical behavior such as pats.
Some specific examples of behavior that are inappropriate include:
- Negative or offensive comments, jokes or suggestions about another employee's gender or sexuality.
- Obscene or lewd sexual comments, jokes, suggestions or innuendoes.
- Slang names, or labels which others find offensive.
- Talking about or calling attention to an employee's or student's body or sexual characteristics.
Back to the top
Definition of Discrimination
Discrimination is unequal or disparate treatment of groups or individuals, including their exclusion from any of the College's programs or activities, or any attempt to hinder their access to the College's resources on the basis of race, religion, color, age, national origin, physical ability, sex or sexual orientation. It is important to recognize that not all conduct that might be offensive to an individual or a group necessarily constitutes discriminatory conduct. Whether a specific act constitutes discrimination must be determined on a case-by-case basis in the light of all relevant circumstances.
Back to the top.
Individuals Covered Under This Policy
This Policy covers all staff members, faculty members as well as students. The College will not tolerate, condone or allow harassment, whether engaged in by fellow staff members, students, faculty members or non-employees who conduct business with the College.
Back to the top
Reporting a Complaint of Harassment or Discrimination
If College community members believe they are being harassed or discriminated against by a staff member, student, or faculty member or any other person in connection with their obligations at the College, or if a community member is aware that another College community member has been harassed or discriminated against, it is the community member's responsibility to take the following steps:
- Staff or faculty members should take action immediately by discussing their concerns with their Supervisor, the Director of Human Resources or the Equal Opportunity Officer.
- Students should take action immediately by discussing their concerns with their Dean or the Equal Opportunity Officer.
If community members are uncomfortable for any reason in discussing this issue with these individuals, they may contact the President of the College, who will help community members to find appropriate College officials with whom to discuss their concern.
The College encourages prompt reporting of complaints so that a rapid response and appropriate action may be taken. No retaliation against employees or students who make a good-faith report of a violation of this policy will be tolerated.
Investigating the Complaint
The College will investigate promptly all complaints of violations of this policy. The investigation may include interviews with the parties who are directly involved and possibly with others. Each situation will be responded to promptly and handled as discreetly as possible.
Resolving the Complaint
If the College determines that this policy was violated, it will take corrective action as warranted by the circumstances. Resolution of complaints can include an apology, transfer, direction to stop the behavior, counseling or training, suspension without pay, or termination of employment or, in the case of students, temporary or permanent separation from the College.
If an investigation results in a finding that the complainant falsely accused another of harassment knowingly or in a malicious manner, the complainant will be subject to appropriate sanctions, up to and including termination of employment or, in the case of students, up to and including permanent separation from the College.
Back to the top, to the Handbook's Table of Contents, to the Provost's website.
Maintained by the Office of the Provost.
Posted Summer 2001.