Gender Equity Policy #503
Subject: GENDER EQUITY POLICY
Board Policy Number: 503 (with procedure 503.01)
Date Adopted: June 13, 1995
Date Revised:
Peninsula College is committed to an environment free of GENDER DISCRIMINATION. Peninsula College complies with Title IX of the Education Amendments of 1972, which ensure equal opportunity without regard to gender in all areas of admission, education, application for employment, and employment. Any applicant for admission, enrolled student, applicant for employment, or employee of Peninsula College who believes he/she has been discriminated against on the basis of gender is encouraged to invoke the Peninsula College Gender Equity Procedure.
Peninsula College is also committed to an environment free of SEXUAL HARASSMENT. Sexual harassment impedes the mission of Peninsula College by hindering work and education and is illegal under Title VI and Title VII of the Civil Rights Act of 1964, Title IX of the 1972 Education Amendments, and chapter 49.60 RCW. The College is committed to vigorous action against sexual harassment in all segments of the college community; thus, behavior found in violation of college policy and the law will be subject to disciplinary action, the range of which may include dismissal or expulsion.
Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct when one or more of the following conditions is present:
(1) submission to the conduct is either explicitly or implicitly a term or condition of education or employment;
2) submission to or rejection of such conduct is used as the basis for education and employment decisions affecting an individual;
(3) such conduct interferes with an individual's education or work or creates an intimidating, hostile, or offensive environment.
Peninsula College encourages the open and enthusiastic exchange of ideas, a process critical to intellectual inquiry. The institution believes that learning occurs best where participants can express themselves freely without fear of retribution for ideas and perspectives that may offend others. Classroom course material that explores issues of sexuality in context of the subject matter being taught does not constitute sexual harassment.
Subject: GENDER EQUITY
Administrative Procedure Number: 503.01
Date Adopted: June 13, 1995
Revised: December 1997 Peninsula College understands the importance of a learning and working environment free of discrimination and harassment. All complaints of gender discrimination or sexual harassment will be taken seriously. Any person who believes education or work experience is compromised by gender discrimination or sexual harassment should pursue remedy for the problem by following the procedure outlined below.
Advising Process
A person who believes he/she has experienced gender discrimination or sexual harassment in the college environment may discuss the issue with a gender equity advisor. This advisor's role is to help the claimant determine how to proceed. A current list of gender equity advisors, appointed by the president, appears in the student handbook and in the college telephone directory. The advising process is designed for free and open discussion between the individuals seeking information and the advisor. No record will be kept of the advising conversation other than the Peninsula College Gender Inequity Incident Report. That report will NOT contain the names of any party involved with the incident, but will be used only in annually reporting the number of incidents. Every attempt will be made to protect the privacy of the individuals during the advising process. The advisor will discuss mediation, formal hearing, and appeal options available to the claimant.
Gender Equity Advisors:
| Alma Chong | 417-6237 | Helen Julio | 417-5726 |
| Alice Derry | 417-6241 | Marca Davies | 417-6455 |
| Bob Lawrence | 417-6344 | Marty Martinez | 417-6559 |
| Carmen Germain | 417-6371 | Paula Doherty | 417-6275 |
| Dwight Barry | 417-6586 | Tami Barry | 417-6489 |
| Fred Thompson | 417-6251 | | |
1. Mediation
After the advising process the claimant may request mediation among any parties involved. The goal of mediation is to provide a process of mutually agreed upon resolution. Mediation will occur only if all parties involved willingly agree to the process. If so, the affirmative action officer will initiate mediation within ten working days of receiving the request from the advisor unless availability of the parties involved necessitates an extension. Both parties have the option to bring a support person to mediation. If resolution does not occur through mediation, any party may request a formal hearing.
2. Formal Hearing
Any party may request a formal hearing by submitting a claim on Peninsula College's Complaint/Grievance Form to the affirmative action officer. The affirmative action officer will forward the claim to the sexual harassment investigative team appointed by the president. The investigative team will include classified, student, faculty, and administrative representation. The team may hold interviews or request input from respondent, claimant, or other involved parties. At the conclusion of the investigation, the investigative team will issue a written report which will include recommendations to the claimant, the respondent, and the college president.
In both the formal hearing and appeal processes all parties are entitled to legal counsel.
3. Appeal If the claim is not resolved as the result of the formal hearing, the claimant or respondent may file an appeal in writing to the college president within ten working days following the receipt of the formal hearing report. Within ten working days after receiving the written appeal, the college president or designee will conduct the appeal hearing and report the findings in writing to both the claimant and the respondent.
The college president or designee, the affirmative action officer, the claimant, and the respondent shall attend the presidential appeal hearing. The president or designee shall preside. Either the claimant or the respondent may have witnesses present.
The findings and recommendations of the presidential appeal hearing shall constitute final college disposition of the matter.
Disciplinary Action The president may take disciplinary action should the investigative team find (by majority) discrimination in the form of gender inequity or sexual harassment. The disciplinary action may include, but is not limited to, the following:
a) findings placed in personnel or student file;
b) suspension
c) dismissal
In all cases of discipline, existing procedures for students, exempt, faculty, or classified staff should be followed. Vendors and any other outside agents shall be subject to action by the college as deemed appropriate by the investigative team.
Follow-up The advisor handling the claim should continue to stay in contact with the claimant and respondent for a reasonable time after the settling the issue to ensure that the conditions causing the claim have been ameliorated, that retaliation in the workplace or the classroom has not occurred, and that the involved people are working together productively, effectively, and in a professional manner.
Non-District Options
Inquiries or appeals beyond the institutional level may be directed to:
Regional Director, Office of Civil Rights,
HEW 1321 Second Avenue
Seattle, Washington 98101
The Equal Opportunity Commission
705 Second Avenue,
Seattle, Washington 98101
Human Rights Commission
402 Evergreen Plaza Building
P.O. Box 42490
Olympia, Washington 98504
At conclusion of the investigation all material pertaining to the investigation will be filed with the affirmative action officer