This policy on Harassment will be widely disseminated to members of the University community, and will be consistently enforced. The policy will be reexamined, updated as appropriate, and distributed regularly to all students, faculty, and staff.

It is the policy of Georgetown University to prohibit harassment on the basis of race, color, religion, national origin, personal appearance, sexual orientation, family responsibilities, political affiliation, source of income, pregnancy, disability or other factor prohibited by law.

Sexual Harassment

For the purposes of this policy, sexual harassment is defined as any unwelcome sexual advance, request for sexual favors or other verbal or physical conduct of a sexual nature when:

• Submission to such conduct is made explicitly or implicitly a term or condition of an individual's employment or academic advancement; or
• Submission to or rejection of such conduct is used as a basis for making an employment or academic decision affecting an individual; or
• Such conduct has the purpose or effect of interfering with an individual's work or educational performance, or of creating an intimidating, hostile, or offensive environment for work or learning.

Sexual harassment may occur between persons of the same or opposite gender.

Sexual harassment subverts the University’s mission, diminishes the dignity of both perpetrator and victim, and threatens permanent damage to the careers, educational experience, and well-being of our students, faculty and staff.

Sexual harassment is especially serious when it occurs between teachers and students or supervisors and subordinates. In such situations, sexual harassment unfairly exploits the power inherent in a faculty member’s or supervisor’s position. Although sexual harassment often occurs when one person takes advantage of a position of authority over another, the University recognizes that sexual harassment may also occur between people of equivalent status. This includes peer student sexual harassment. Regardless of the form it may take, the University will not tolerate conduct of a sexual nature that creates an unacceptable working or educational environment.

It is contrary to University policy for the University or any officer, administrator, dean, department chair, faculty member, or any other employee to base an adverse academic or employment-related action affecting a person on an unsubstantiated allegation or rumor of sexual harassment. It is also unacceptable for students to subject their peers to sexual harassment.

The University recognizes that supervisors bear an important responsibility to deter sexual harassment, to investigate any such allegation that is brought to their attention and if warranted, to consult with the Office of Affirmative Action Programs about the situation. In addition, the supervisor must report the matter to a higher authority responsible for ensuring a prompt review and taking strong remedial action.

The “Grievance Procedures to Investigate Allegations of Unlawful Discrimination,” administered by the Affirmative Action Office, is a confidential process that is available to any member of the University community, who wishes to file a complaint of sexual harassment. The process is administered by trained counselors in the Office of Affirmative Action Programs. Students, faculty members, or non-teaching academic employees who believe that they have been sexually harassed and wish either additional information or assistance in filing a complaint can contact Rosemary Kilkenny, Esq., Special Assistant to the President for Affirmative Action Programs. Staff employees seeking information or assistance can contact Michael Smith, Associate Director. The Affirmative Action Programs Office is located at M36 Darnall Hall. The telephone number is (202) 687-4798.