Sexual Harassment

Sexual harassment is an issue that affects schools from elementary up through post-secondary institutions. Although many people dismiss the issue as "just boys being boys" or as normal emerging sexuality, the truth is sexual harassment can have damaging effects to both the victim and harasser. The victim may drop out of classes or school, lose interest in learning, experience a decrease in self-esteem and fear for their personal safety. The person doing the harassing is likely to continue harassing or escalate the seriousness of the harassment if not stopped. A school administrator has a responsibility to its students and staff to be aware of sexual harassment issues and concerns. In order to create an environment in which sexual harassment is unlikely to occur and/or is dealt with properly, an administrator should consider these issues.

UNDERSTANDING LEGAL ISSUES

The complicated legal issues involved with sexual harassment are constantly being challenged and redefined. Basically, sexual harassment is a form of sex discrimination that is a violation of federal and state law. Sexual harassment that is based on gender is a violation of Title VII of the Civil Rights Act of 1964. http://www.eeoc.gov/facts/fs-sex.html Sexual discrimination in schools is specifically barred in Title IX of the Education Amendments from 1972.

Many school districts continue to face legal issues concerning sexual harassment complaints that were mishandled or ignored. The Supreme Court has ruled, and will continue to rule, on cases of sexual harassment in schools. http://www.chronicle.duke.edu/chronicle/1998/09/30/10ShowAnd.html

One thing that has in the past protected companies and school districts in the courts has been clear sexual harassment policies. We've all heard the stories about young students being thrown out of school for violating sexual harassment policies because they innocently kissed a peer. http://www.lbbs.org/ZMag/articles/dec96pitchal.htm These rash judgments were a mistake and a tragedy because it has made many people turn a blind eye to sexual harassment in schools, thinking that nothing more serious does occur. But the truth is, it does occur. Good sexual harassment policies and good administrators should be able to tell the difference between these types of incidents and real sexual harassment.

DEVELOPING A SEXUAL HARASSMENT POLICY

Developing a comprehensive sexual harassment policy can be very difficult work. Hopefully, most school districts have already completed this step which would not make writing one from scratch necessary. If this isn't the case, I would suggest looking at the policies of other schools and take into consideration the things that you like and dislike about those policies. Some policies to consider can be found on these sites:

Once this step has been completed, work with a team to develop a policy that is both legally sound and adequate for the needs you are addressing. You can find excellent sexual harassment policies at this Internet site: http://www.grosman.com/dis5d.html

In the instance a sexual harassment policy is already in place, an administrator would want to assess their building to determine if sexual harassment occurs in the school, where it is occurring, between whom and how serious it is. This can be done through conversations with students and staff, classroom and hallway walk throughs, and questionnaires. Administrators can also take an online quiz and receive training at http://www.capstn.com If the results show sexual harassment issues are not being reported, handled or understood, it may be necessary to revise the current policy or further educate the public on the issue. As stated on the Grosman, Grosman and Gale Website: "The true test of any sexual harassment policy will lie in its day-to-day application." http://www.grosman.com/dis5d.html

EDUCATING STAFF AND STUDENTS ABOUT SEXUAL HARASSMENT

Once a sexual harassment policy is in place, an administrator must take steps to educate the public on all aspects of the policy. Because sexual harassment is often a confusing and misunderstood problem, the education part of the plan may be the most difficult. Some adults feel uncomfortable talking about sexual harassment issues with children for fear they will not understand the language involved, that they will misinterpret innocent behavior and that it is not necessary to discuss such adult issues with children. However, it is an issue that can and should be discussed with students in a manner that they will understand. Students should be taught the behaviors that may constitute sexual harassment: Spoken (taunts, jokes, innuendoes or phone calls); Written (bathroom graffiti, letters, notes); Physical (grabbing, patting, poking, pinching); and Assault (threats, attempted rape). When all students are armed with this knowledge victims can feel empowered to speak up and potential harassers will know specifically what behaviors are improper.

In addition, students (as well as many, if not more, adults) may not recognize what behaviors are considered harassment and which are not. They may not understand the difference between flirting and harassing. Flirting elicits positive self-esteem ("feels good") and is wanted, flattering and reciprocal. Harassing elicits negative self-esteem ("feels bad") and is unwelcome, power based and demeaning. Knowing these basic differences can help victims better explain what is happening to them, potential harassers know their limits and witnesses determine whether or not someone is in danger. Witnesses who perceive sexual harassment can be encouraged to speak up, support the victim and report the incident.

Historically, sexual harassment has always been an issue, it just hasn't been effectively reported and dealt with. Unfortunately, high profile court cases, books and movies have at times presented sexual harassment as feminist propaganda and distorted the realities of the subject. Therefore, adults who grew up in a sexually hostile society, and even those who did not, are often confused by sexual harassment. It is imperative that administrators take the issue seriously and demand seriousness from staff members in discussing and reporting these incidents. Staff members may benefit from the very same basic information given to students. To aid in educating adults, many staff development programs exist and can be researched on the Internet. One example is Northington-Doviak, Inc. http://www.tregistry.com/nd.htm a group specializing in sexual harassment prevention, which offers workshops, training and consulting to employees and employers. Another Internet source is at http://www.rctm.com/ashcbt.html a site, which provides one hour training on avoiding sexual harassment through a computer course. There are many more human relations specialists available who deal specifically with sexual harassment issues.

In conclusion, an adept administrator must tackle the issue of sexual harassment by understanding the legal issues involved, developing a sexual harassment policy and educating the students and staff. Doing these things will hopefully ensure that the children we are committed to educating are able to do so in a safe environment. They will be able to attend school without fear and humiliation and grow into self-respecting, well-adjusted, educated adults.

Assignment: Email the results of the following questions to the instructor.

Study your district sexual harassment policy in reflection on what you have just learned.

1. Is the policy sufficient? Is all staff informed (regularly) about the sexual harassment policy?

2. Do you feel that Peer-to-Peer sexual harassment exists in your school? (Explain)

3. What if anything is your school district doing to be proactive in regards to sexual harassment amongst students?