Emory’s policy prohibits discriminatory harassment of a non-sexual nature, which includes verbal, physical, or graphic conduct that denigrates or shows hostility or aversion toward an individual or group on the basis of race, color, religion, ethnic or national origin, gender, age, disability, veteran’s status, or other status protected by applicable law and that Has the purpose or effect of creating an intimidating, hostile, or offensive employment , educational, or living environment; or

· Has the purpose or effect of unreasonably interfering with an individual’s work performance or a student’s academic performance.

In determining whether the conduct at issue is sufficient to constitute discriminatory harassment in violation of this Policy, the conduct will be analyzed from the objective standpoint of a “reasonable person” under similar circumstances. No violation of the Policy should be found if the challenged conduct would not create a hostile environment (i.e., substantially affect the work environment of a “reasonable person.”)

Prohibited behavior may, for example, include conduct or material (physical, oral, written, or graphic, including e-mail messages posted or circulated in the community) involving epithets, slurs, negative stereotyping, or threatening, intimidating, or hostile acts, that serves no scholarly purpose appropriate to the academic context and gratuitously denigrates or shows hostility or aversion toward an individual or group because of race, color, religion, ethnic or national origin, gender, age, disability, sexual orientation, gender identity, gender expression, veteran’s status, or any factor protected by applicable law.

Discriminatory harassment includes conduct (oral, written, graphic, or physical) directed against any person because of their race, color, national origin, religion, sex, sexual orientation, gender identity, gender expression, age, handicap, or veteran's status and that has the purpose or reasonably foreseeable effect of creating an offensive, demeaning, intimidating, or hostile environment for that person or group of persons. Such conduct includes but is not limited to, objectionable epithets, demeaning depiction or treatment, and threatening or actual abuse or harm.

An [Act of Intolerance] is defined as any act directed against any person or group as a result of their personage including but not limited to race, color, national origin, religion, sex, sexual orientation, gender identity, gender expression, age, ability, or veteran's status and that has the effect of creating an offensive, demeaning, intimidating, or hostile environment for that person in particular or others who may see, hear, or otherwise witness the act. Furthermore, students' use of epithets or names in a derogatory manner will be constituted as an [Act of Intolerance].

Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when: [...] Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance (or a student’s academic performance) or creating an intimidating, hostile, or offensive work (or academic) environment.

Under the law, sexual harassment does not refer to occasional compliments or conduct of a socially acceptable nature. Nor does it refer to the use of materials or discussion related to sex and/or gender for scholarly purposes appropriate to the academic context. It does refer to any non-academic remarks or actions of a sexual nature that are not welcome and are likely to be viewed as personally offensive. This can include but is not limited to any of the following activities that are unwelcome by the recipient: physical or verbal advances; sexual flirtations; propositions; verbal abuse of a sexual nature; vulgar talk or jokes; degrading graphic materials or verbal comments of a sexual nature about an individual or his or her appearance; the display of sexually suggestive objects outside a scholarly context and purpose; and physical contact of a sexual or particularly personal nature. Cartoons, pictures, or other graphic materials that create a hostile or offensive working environment may also be considered as harassment.

Threatening harm to any person, or behaving in a manner that a reasonable person would consider alarming or intimidating.

Emory University, as a staunch upholder of academic freedom, supports and
encourages the exchange of ideas within the University community, including
ideas that may be unpopular or controversial.

Electronic system usage or information that is perceived by its recipient as sexual or discriminatory harassment as defined by University policy may be considered a violation. The display of offensive material in any publicly accessible area is likely to violate University harassment policy. Public display includes publicly accessible computer screens and printers.