In cases of alleged conduct based on race, color, ethnicity, national origin, sex, sexual orientation, gender identity, religion, age, ancestry, disability, genetic information, military status, or veteran status, “harassment” is:
- In the work, housing, or other non-academic University environment, conduct toward a person or persons that has the purpose or effect of, OR in the University academic environment, conduct toward a person or persons that has the purpose and effect of:
- Creating an intimidating, hostile, or offensive environment for the person(s); or
- Unreasonably interfering with the work, on-campus housing, or other academic or non-academic University environment of the person(s), as applicable; AND
- That conduct is sufficiently severe or pervasive that it alters the terms, conditions, or privileges of a person’s employment, use of on-campus housing, academic opportunities or participation in university-sponsored activities.
These factors are evaluated from both subjective and objective viewpoints, considering not only effect that conduct actually had on the person, but also the impact it would likely have had on a reasonable person in the same situation. The conduct must subjectively and objectively meet the definition to be “harassment” to be a violation of this Policy.
For purposes of alleged conduct not meeting the definition of Title IX Sexual Harassment, “sexual harassment” is a type of harassment based on sex, sexual orientation, or gender identity that involves unwelcome sexual advances, requests for sexual favors, disparagement of members of one sex, or other conduct of a sexual nature when: ... Such conduct meets either “harassment” definition in B., above; and 2. The conduct is sufficiently severe, or pervasive that it effectively alters the terms, conditions, or privileges of the person’s employment, use of on-campus housing, academic opportunities, or participation in university-sponsored activities or programs.