• (a) submission to these actions is made explicitly or implicitly a term or condition of an individual's employment, performance appraisal, or evaluation of academic performance [quid pro quo];

• (b) these actions have the effect of interfering with an individual's performance or creating an intimidating, hostile or offensive environ- ment.

Sexual harassment can range from verbal remarks to sexual assault and can take these forms:

• Slurs or abuse

• Sexual innuendos and other suggestive, offensive or derogatory comments

• Humor and jokes about sex (or gender-specific traits)

• Sexist remarks about someone's body, clothing or sexual activity

• Sexual propositions or subtle pressure for sexual activities

• Insults of a sexual nature

• Requests or demands for sexual favors

• Catcalls

• Leering, ogling, whistling

• Suggestive or insulting sounds or gestures

• Use of inappropriate body images to advertise events

• Visual displays of degrading sexual images

• Unnecessary and unwanted physical contact (e.g. constant touching, brushing, pinching)

• Impeding or blocking movement

• Attempted or actual fondling or kissing

• Physical assault or coerced sexual intercourse

IS THIS SEXUAL HARASSMENT?

• Your TA asks you to stay after class to discuss a paper you wrote. After everyone has left, the TA suggests you come to the TA's apartment for a drink to talk over your paper.

• You are the only woman working with six men in a cafeteria in a small residence hall. Your supervisor continually tells degrading and sexually explicit jokes about women.

• You are a good student with a 3.5 average. Several times your professor has asked you to go out to dinner, and you have refused each time. You are sure that the C you received on your midterm has something to do with your refusals.

• A man in your class continues to ask you for dates, even though you have said you are not interested. For several weeks he called every night even though you hung up on him. Last night he showed up at your room and asked to come in.

All of the scenarios listed above can be examples of sexual harassment.

REVEALING THE FACTS:

• FACT:Sexual harassment does not only affect women. Men can be harassed, and there can also be same sex sexual harassment (woman to woman, man to man).

• FACT:In one survey, 33% of those reporting sexual harassment tried to ignore the unwanted attention. In 75% of these, the harassment continued or became worse. Ignoring sexual harassment does not guarantee it will stop.

• FACT:People who openly charge sexual harassment are often not believed, may be ridiculed, may lose their job, be given a bad grade, or be mistreated in some other way. PEOPLE HAVE LITTLE TO GAIN FROM FALSE ACCUSATIONS OF SEXUAL HARASSMENT.

• FACT:Some people may confuse harassment with flattery, or some may fear being criticized or ostracized if they do not go along with demeaning "jokes" or comments. It is important for both women and men to become educated in order to properly label discriminating behaviors so they can be stopped. Sexual harassment is not harmless or funny; it is a form of harassment that can profoundly affect its victims.

WHAT TO DO IF YOU ARE HARASSED

1. Confront the offender directly as soon as the harassment occurs. State clearly what behavior(s) you want stopped.

2. If you can't confront the offender directly, write a letter and give it directly to the offender. Make sure you keep copies of any correspond ence you give the offender. The letter should consist of three parts:
   1. a detailed account of the harassment
   2. how you felt when this happened
   3. what you would like to see happen in the future
3. Talk with others and see if they have had similar experiences with the offender. The more support you get, the stronger your case when you confront the offender.

4. Call one of the resources listed to find out your options.

5. Report the harassment. If the confrontation does not stop the harassment, report it to a supervisor or department that deals with harassment (see resources).

6. If you feel more should be done or you were treated unfairly as a result of your complaint, contact the CT Human Rights and Opportunities Commission at 566-3350.

• To file formal complaints against faculty and staff, call Affirmative Action 486-2942.
• To file formal complaints against students, call Dean of Students 486-3426.

OTHER RESOURCES

• Women's Center 486-4738
• Police Department 486-4800
• Mental Health Services 486-4705
• Residential Life 486-3030

UCONN BRANCHES

• AVERY POINT
  • Dr. James L. Baird, Jr. Campus Director 445-3478
  • Diana Hanford Assistant to Dean of Students 445-3404
• HARTFORD
  • Dr. Russell Farnen Director, Undergraduate School 241-4830
• STAMFORD
  • Mark Swanson Director, Stamford Campus 322-2466, ext.225
  • "Student to Student" Donna Perrone Executive Assistant to the Director 322-3466, ext. 406
• TORRINGTON
  • Adriane Lyon Director, Torrington Campus or Judy Pruchnicki Director of Student Affairs 482-7635
• WATERBURY
  • Stewart Brown Assistant to Dean of Students 486-2292
  • "Faculty to Students" Otha Brown Director, Waterbury Campus 486-2292

CWEALF (Connecticut Women's Education and Legal Fund) - for information and referral 524-0601.

The Violence Against Women Prevention Program (VAWPP) is a service offered by the: University of Connecticut Women's Center (860)486-4738 TDD# (860)486-1546 417 Whitney Road, U-118 Storrs, CT 06269-1118

Click here to go to the Homepage of Marita McComiskey.

Click here to go to the Women's Studies Homepage.

Click here to go to UConn's Homepage.