4.6 Educational Programs

  1. Education as a key element of University policy.
    1. Educational efforts are essential to the establishment of a campus milieu that is free of sexual harassment. There are at least four goals to be achieved through education:
      1. ensuring that alleged victims (and potential victims) are aware of their rights;
      2. notifying individuals of conduct that is proscribed;
      3. informing administrators about the proper way to address complaints of violations of this policy; and
      4. helping educate the community about the problems this policy addresses.
    2. Mandatory sexual harassment prevention education.
      1. All faculty, staff, and students meeting the following criteria are required to complete an approved course offered by the University on sexual harassment prevention.
        1. Faculty: All faculty, any title, who hold at least a 50 percent appointment,
        2. Staff (P&S): All regular staff, employed at least 50 percent or greater time,
        3. Staff (merit): All regular staff, employed at least 50 percent or greater time,
        4. Medical residents and fellows: All who hold at least a 50 percent appointment during the academic year,
        5. Postdoctoral scholars/fellows: All who hold at least a 50 percent appointment during the academic year,
        6. Students (graduate/professional): All graduate/professional students who hold a teaching assistantship for a period of one semester or longer, and any other students as determined by the Provost,
        7. Students (undergraduate): University housing resident assistants, and any other students as determined by the Office of the Vice President for Student Life.
      2. Current faculty/staff: All current faculty and staff members meeting the criteria set out in paragraph 2(a) above are required to participate in an approved sexual harassment prevention course every three years (i.e., three calendar years from the date of their most recent training), unless more frequent training is required by the employing unit or college.
      3. New hires: All faculty and regular staff members, who hold a 50 percent or greater appointment, shall receive sexual harassment prevention education in the first six months of their employment (except for those whose positions fall under the definition of "academic and administrative officers"). Options for satisfying this requirement may include: instructor-led sessions, specifically designated online courses, and/or annual new faculty orientations.
      4. Academic and administrative officers (AAOs): All faculty/staff hired into and/or promoted to a position defined by II-4.1c(1) of this policy as an academic/administrative officer (e.g., vice president, dean, DEO, student advisor, supervisor) shall complete an approved sexual harassment prevention course for supervisors within the first two months of their appointment. Academic and administrative officers are responsible for knowing and understanding the contents of this policy and the procedures for processing complaints brought to them pursuant to this policy.
      5. The Office of Equal Opportunity and Diversity, in consultation with the Office of the Provost, shall provide centralized oversight and monitoring of compliance with this mandatory sexual harassment prevention education requirement on an annual basis.
    3. To achieve the goals set forth in paragraph (1) above, the Office of Equal Opportunity and Diversity offers programs designed to educate the University community about sexual harassment prevention. The Office of Equal Opportunity and Diversity also offers programs designed to inform those whose behavior does not rise to the level of a violation of this policy as defined in II-4.1b, but if repeated could rise to the level of a violation, of the problems they create by their insensitive conduct. Educational programs may be recommended for those described in II-4.1b(5) and may be an element in the resolution of a matter. Educational programs and/or individual training also may be mandated for persons found to have violated this policy.
  2. Preparation and dissemination of information. The Office of Equal Opportunity and Diversity is charged with distributing information about this policy to all current members of the University community and to all those who join the community in the future. An annual notification from the Office of Equal Opportunity and Diversity is provided to all faculty and staff to remind them of the contents of this policy. Information about this policy will be made available continually at appropriate campus centers and offices and on the University of Iowa website.
  3. Review of policy. This policy will be reviewed within three years after the latest revisions are implemented and revised as appropriate. This policy is subject to review at any other time deemed necessary by the President, the General Counsel, the Chief Diversity Officer, or the Sexual Misconduct Response Coordinator.

(See also II-5 Consensual Relationships Involving Students; IV-2 Sexual Misconduct Involving Students, Including Sexual Assault and Sexual Harassment.)