Although higher education institutions have shifted to operating through a virtual workforce setting, there’s still a crucial need for training staff and faculty to prevent perpetual risks such as harassment and discrimination.
More than one-quarter of undergraduate women contend they have experienced nonconsensual sexual contact since enrolling in college, according to a recent survey conducted by the Association of American Universities.
For the past decade, retaliation has been the No. 1 complaint filed with the U.S. Equal Employment Opportunity Commission (EEOC). Charges attributable to retaliation increased from 34% in 2008 to nearly 49% in 2017.
The issues of data security, sexual misconduct, and workplace harassment—pressing concerns on any college campus—present unique challenges for educators and administrators.
What should an institution do when a faculty member expresses views that seem to antagonize and offend members of a protected class?
Institutions should seek to create unity and harmony across policies and procedures related to all forms of harassment and discrimination, not just sexual harassment.
At many colleges and universities, the business officer’s role as risk management administrator competes with other roles that present high-level issues and pressing demands.
While many are wondering what's next for Title IX, administrators can always assess the atmosphere at their own institutions by conducting a campus climate survey.
Title IX compliance is just one of several forces driving educational institutions to focus on preventing and responding to sexual assault. Institutions must remain committed to its prevention.
The Trump administration issued a new "Dear Colleague Letter" (DCL) withdrawing guidance on the civil rights of transgender students, signaling a change in compliance.
Despite 30 years of prevention efforts, workplace harassment continues to be a significant problem, taking an emotional toll on employees and costing employers millions.
