Gender-Based Misconduct Policy: Definitions of Gender-Based Misconduct

Relevant excerpt

Sexual Harassment: Any unwelcome conduct of a sexual nature, such as unwelcome sexual advances, requests for sexual favors, and other verbal, nonverbal, written, graphic, online, and/or physical conduct of a sexual nature. Sexual harassment may be disciplined or sanctioned when:

1. It creates a hostile environment; or

2. Submission to or rejection of such conduct is made, either explicitly or implicitly, a term or condition of an individual’s employment, academic standing, or participation in any College program or activity, or is used as the basis for College decisions affecting the individual (often referred to as “quid pro quo” harassment).

Gender-Based Harassment: Any unwelcome conduct based on gender, gender identity, gender expression, gender-stereotyping, sexual orientation, or sex, which includes acts of aggression, intimidation, stalking, or hostility, whether verbal, nonverbal, written, graphic, online, and/or physical. Gender-based harassment may occur when individuals are harassed for exhibiting what is perceived as a stereotypical characteristic of their gender, or for failing to conform with stereotypical notions of masculinity or femininity. Gender-based harassment may be disciplined when it creates a hostile environment.

Hostile Environment: A hostile environment exists when conduct is sufficiently severe, persistent, or pervasive, such that it unreasonably interferes with, denies, or limits an individual’s ability to participate in or benefit from the College’s educational or employment programs, activities, or opportunities. The determination of whether a hostile environment exists is made with consideration of both subjective and objective perspectives. A single or isolated incident of sexual or gender-based harassment may create a hostile environment if the incident is sufficiently severe.

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