Federal law (Title IX of the Education Amendments of 1972) protects students from unlawful sexual and gender-based harassment in all school programs and activities.

See Brown's Title IX Policy for definitions and additional information

Victims of Sexual Harassment

Anyone can be a victim of sexual harassment regardless of gender or gender identity. The victim does not have to be the person directly harassed but could be anyone affected by the offensive conduct.

Sexual Harassers

The harasser may be a person of any gender identity. Sexual harassment may occur between any members of the Brown community, for example, between faculty and students, faculty and faculty, students and staff, and student and student. While sexual harassment often occurs when there is a power differential, it can also happen between peers or colleagues where there is no power difference.

Sexual Harassment Incidents

It depends. In "quid pro quo" cases, a single sexual advance may constitute harassment if it is linked to the granting or denial of employment or educational advancement. In contrast, a single incident of offensive sexual conduct or remarks generally does not create a "hostile environment." A hostile environment claim usually requires a showing of a pattern of offensive conduct. However, a single incident that is severe could create a hostile environment. 

 

It is important to remember that every situation is unique and needs to be evaluated based on several factors, including the nature of the behavior, the frequency and context of the behavior, and the relationship between the people involved. Because of this, we recommend talking to any one of the resources listed below so that you can better understand the situation, your options and your rights.

We can all step in to ensure that our community is more free from harassment. If you notice that someone is uncomfortable with comments that someone else is making, you can:

• Interrupt or distract in the moment; and/or engage your peers or authorities all while keeping in mind your own safety and the safety of the victim in the situation.

• Again, considering your own safety and the safety of the victim, first, you can also pull aside the person who is harassing and ask them to discontinue the behavior depending on your relationship and power to influence the situation.

• Take proactive steps within your workplace or other community to ensure that training and policies around these topics are in place, and prioritized appropriately.

It is important to be aware that sexual remarks or physical conduct of a sexual nature may be offensive or can make some people uncomfortable even if you wouldn't feel the same way yourself. Follow these guidelines to help avoid making someone else uncomfortable:

• Do not repeat behavior if you have been told that it is not wanted. If you are in doubt, stop the behavior.

• Ask if something you do or say is being perceived as offensive or unwelcome. If the answer is yes, stop the behavior.

• Do not interpret someone's silence as consent. Look for other nonverbal signals.

• Do not retaliate if someone accuses you of sexual harassment. Retaliation is against the law and is considered an additional or separate offense.

Whether sexual harassment comes from a person in authority or a peer, it is not acceptable. Brown regards any behavior which is sexually harassing as a violation of the standards of conduct required for everyone associated with the University, whether faculty, staff or students.

If you are being sexually harassed, there are a number of things you can do:

• Tell the person that their behavior is making you uncomfortable, if you feel that you can do this. There are other ways of addressing the situation if this approach is not right for you.
• Save any written material, including pictures, notes and email, that is part of the harassment. You may be tempted to get rid of it immediately, especially if it is offensive. However, your feelings may change over time about whether or not you want to file a complaint, and that physical evidence will be very helpful in holding someone accountable.
• Know your rights and Brown's policies. You can contact any of the resources below and ask about services, confidentiality and the process of filing a complaint. You can call a staff member anonymously to discuss the situation and then decide what to do next.
• By discussing the situation with a staff member, you will learn about the options available to you. These options may include:
  • Informal resolution
  • Intervention by a third party (such as a Dean of the College)
  • Formal complaint process for faculty, students, or staff 

• It's important to take what your friend says seriously. Experiencing sexual harassment can be confusing and difficult to sort out. Providing a sympathetic ear will help your friend feel understood.
• Learn as much as you can about the available resources. It may be difficult for your friend to take the first step to talk to someone. You can call any of the resources and discuss the situation without identifying the people involved or filing a formal complaint. Gathering this information for your friend can help them make the best decision for their situation.
• Don't confront the harasser in a threatening way. Although it is normal to want to do this, it may only make things worse for your friend.
• Encourage your friend to save any physical evidence, including notes, pictures and emails. If your friend decides to file a complaint at some point, this evidence will be very important.
• If you are a residence hall staff member, be sure to follow your reporting protocols.
• It's important to recognize that hearing about your friend's situation could affect you in many different ways. Taking care of yourself will enable you to provide your friend with better support.