diversity

1. Sexual
Harassment &
Diversity
Office of Student-Athlete Success: Tutor Training

2. What is Sexual Harassment?
• Harassment of any kind is bothersome, demeaning, irritating,
and annoying behavior. Sexual harassment is specifically
harassment of a sexual nature.
• Most sexual harassment is simply disrespectful behavior
toward others. The involved parties can be men or women;
supervisors; subordinates or peers.
• We all suffer when our workplace tolerates abusive and
demeaning behavior. To eliminate sexual harassment, we need
to understand it.
Copyright 2012 Workplace Answers, LLC

3. University of Arkansas Policy
(Adopted by the Campus Council, February 17, 1994; amended, March
17, 1994)
It is the policy of the University of Arkansas to provide an
educational and work environment in which thought,
creativity, and growth are stimulated, and in which
individuals are free to realize their full potential. The
university should be a place of work and study for
students, faculty, and staff, which is free of all forms of
sexual intimidation and exploitation. Therefore, it is the
policy of the University of Arkansas to prohibit sexual
harassment of its students, faculty, and staff and to make
every effort to eliminate sexual harassment in the
university.

4. University of Arkansas Policy
• The policy prohibiting sexual harassment applies
regardless of the gender of the harasser or of the
person being harassed.
• The policy applies to sexual harassment that takes
place in any relationship, including both those
involving a power differential and those between
peers, colleagues, and co-workers.
• The university policy prohibits sexual harassment
between or among students, faculty, staff, and
others visiting or conducting official business on
campus, and in all areas of the university's work and
educational environments.

5. Laws
• Sexual harassment of employees is a form of sex
discrimination prohibited by Title VII of the Civil Rights Act
of 1964.
• Sexual harassment of students is a violation of Title IX of
the Education Amendments of 1972.
• These laws apply to both the university and to individuals.
• Those who engage in sexual harassment may be subject to
legal consequences, including civil and criminal penalties
and monetary damages (University of Arkansas, 2012)

6. Definitions
• Sexual harassment as defined by the U.S. Equal Employment
Opportunity Commission and adapted to the academic environment
consists of unwelcome sexual advances, requests for sexual favors,
and other verbal or physical conduct or written communication of a
sexual nature, regardless of where such conduct might occur, when:
(1) submission to the conduct is made either implicitly or explicitly a term
or condition of an individual's employment with the university or of an
individual's academic status or advancement in a university program,
course, or activity;
(2) submission to or rejection of the conduct by an individual is used as the
basis for employment or academic decisions affecting that individual;
and/or
(3) the conduct has the purpose or effect of unreasonably interfering with
an individual's work or academic performance or creating an intimidating,
hostile, or offensive working or learning environment. (University of
Arkansas, 2012)

7. Two Types of Sexual Harassment
•Quid Pro Quo
•Hostile Environment

8. Quo Pro Quid
• Latin for "this for that" or "something for something" and refers to
an exchange.
 Exchange can be between
• Employees
• Tutors
• Students
 One is asked to provide sexual favors in exchange for something else
 For example:
 Special treatment in work assignments
 Increased pay or promotion.
Copyright 2012 Workplace Answers, LLC
Reference: 212

9. Examples of Quid Pro Quo
• "Have sex with me and you will get
raise,"
or
• "Have sex with me or you will be fired."
Quid pro quo is typically more severe and
happens less frequently than hostile work
environment sexual harassment
Copyright 2012 Workplace Answers, LLC
Reference: 213

10. Hostile Work Environment
• Unwelcome conduct of a sexual nature creates an
uncomfortable work environment for some employees.
• Examples of this conduct may include:
• Sexually explicit talk or emails
• Sexually provocative images
• Comments on physical attributes or inappropriate
touching
Copyright 2012 Workplace Answers, LLC
Reference: 216

11. Hostile Work Environment… Continued
• Sexual Harassment is common in the
workplace
• Found in all occupations and professions,
educational backgrounds, age, racial and
ethnic groups, and income levels
• In 2010, the EEOC received 11,717 complaints
at the Federal Level
• 16.4% were reported by males
• Most cases go unreported
Copyright 2012 Workplace Answers, LLC
Reference: 151

12. Unwelcomeness
• Unwelcome behavior can be classified as mild or severe.
• Behavior can range from harmful joking to physical abuse.
• What defines something as sexual harassment depends on
whether the behavior is unwelcome to the target.
• Unwelcomed behavior is simple. It is behavior that is not
welcome, not solicited, and not wanted by the offended
person.
• What you may think is friendly can be taken as offensive to
someone else. This is why it is important to think before you
act in a way that can be reasonably perceived as sexually
offensive.
Copyright 2012 Workplace Answers, LLC
Reference: 260

13. Unwelcomeness
• How can you know beforehand if a behavior is unwelcome?
• Here are some general guidelines to avoid committing
unwelcome behavior:
• respect the people around you,
• think before acting,
• imagine how other people might be feeling,
• be sensitive to diverse perspectives,
• exercise common courtesy, and
• think twice before making a joke
Copyright 2012 Workplace Answers, LLC
Reference: 265

14. The "Reasonable Person" Standard
• If an unwelcome behavior of a sexual nature causes someone
to take offense, it will be judged based on whether a
"reasonable person" would find it offensive.
• This standard of a reasonable person has arisen from court
attempts to interpret what behaviors should reasonably be
considered sexual harassment. Since not everyone interprets
behaviors in the same way, the courts find that, in order to be
illegal, the conduct must be severe or pervasive and offensive
to a reasonable person in similar circumstances.
• Under this standard, one-time unwelcome behavior will
seldom qualify as sexual harassment unless it is sufficiently
severe as judged by a reasonable person.
Copyright 2012 Workplace Answers, LLC
Reference: 285

15. Categories of Sexual
Harassment
• Sexual harassment can take many forms. Most sexual
harassment falls into three categories:
• Verbal
• Physical
• Written or visual
(University of Arkansas, 2012)

16. Verbal
• Verbal sexual harassment may include, but is not limited to:
• sexual innuendoes, comments, and suggestive remarks about
clothing, a person's body, or sexual activities;
• suggestive or insulting sounds;
• whistling in a suggestive manner;
• humor and jokes about sex;
• sexual propositions, invitations, or other pressure for sex; and
• implied or overt threats
(University of Arkansas, 2012)

17. Physical
• Physical sexual harassment may include, but is not limited to:
• patting, pinching, feeling, or any other intentional inappropriate
touching;
• brushing against the body;
• making obscene or offensive gestures;
• attempted or actual kissing or fondling;
• coerced sexual intercourse; and
• assault (See the University of Arkansas Sexual Assault Policy)
(University of Arkansas, 2012)

18. Written or Visual
• Written or visual sexual harassment may occur when the
following types of materials are directed to a specific
individual or when people cannot reasonably avoid seeing
them (the list is not inclusive):
• pictures or drawings of a sexual nature;
• sexually derogatory pin ups, posters, cartoons, magazines, or
calendars;
• messages, words, comments, rhymes, or other writing of a
sexually derogatory or suggestive nature.
University of Arkansas, 2012

19. Different Perspectives
• It is important to know that men and women, people from
different cultures, even people of different ages, often have
quite different perspectives on harassment and at times may
be unable to know the perceptions or intents of another
person. The reasons for these differences are many and
complex, but it is important for everyone to know that
substantial differences may exist, and that assumptions you
believe you make in good faith about another's behavior may
be invalid. Knowing this, it is advisable for you to exercise
restraint, and perhaps consult others, before acting on
assumptions
Copyright 2012 Workplace Answers, LLC

20. Other Discriminatory Harassment
• All forms of discriminatory harassment are unlawful under
applicable local, state, and federal law. Other types of
federally prohibited discrimination include harassment based
on race, color, religion, gender, age, national origin, disability,
and genetic information. State and local laws often include
additional protections.
• The same general principles (such as unwelcomeness, severity
or pervasiveness, hostile environment) that you have learned
constitute sexual harassment also apply to other forms of
harassment.
Copyright 2012 Workplace Answers, LLC
Reference: 480

21. Other Discriminatory Harassment
• Examples of such harassment include:
• using epithets, slurs, or stereotypes
• threatening, intimidating, or engaging in hostile acts that relate to
a protected characteristic
• offensive jokes or pranks targeted at members of a protected
group
• placing on walls, bulletin boards or elsewhere on the employer's
premises, or circulating in the workplace by oral, written,
electronic or graphic means any material that belittles, mocks or
shows hostility toward a person or group because of protected
characteristics.
Copyright 2012 Workplace Answers, LLC
Reference: 480

22. Other Discriminatory Harassment
• The standard for other discriminatory harassment is
essentially the same as that for sexual harassment - the
harassment must be offensive to a reasonable person in the
position of the person being harassed, considering all of the
circumstances including that person's protected characteristic
(such as that person's race, color, religion, age, sex, national
origin, or disability).
• NOTE: There is often confusion regarding harassment based
on sex; such as pervasive "male bashing" or offensive but non-
sexual comments regarding women. This type of harassment
is equally prohibited by the Civil Rights Act of 1964. However,
it is not emphasized in this course on sexual harassment,
which is harassment that is "sexual in nature" as defined by
the EEOC.
Copyright 2012 Workplace Answers, LLC

23. Scenario #1
• Sandy makes personal phone calls to her friends at work on a
regular basis. Her calls tend to be loud and distracting. Many
times they contain sexually explicit language making her co-
workers feel uncomfortable.
• Although Sandy is not directing her language directly to
anyone she works with, her behavior may add to creating a
sexually harassing workplace if those around her find the
conversation offensive and unwelcome.
• True or False?

24. True!
• Sexual Harassment in the office does not have be
targeted at a specific person. Sandy’s co-workers may
find her behavior offensive, unwelcome and contributing
to a hostile work environment, even though her
conversations were not aimed at them.

25. • Philip repeatedly asks his co-worker, Sue, out on a date. Each
time she turns him down and has even told him to stop
asking.
• Philip’s actions are not at risk for sexual harassment, because
sexual harassment can only occur between a boss and
subordinate.
• True or False?
Scenario #2

26. False!
• Although often times harassment involves power
relationships, sexual harassment can happen between
any individuals at work.
• If Sue finds Philip’s requests unwelcome and if continues
to ask her out regardless of her directly saying no, his
behavior is at risk for sexual harassment.

27. • Adam regularly shares sexually-explicit
jokes with his colleagues. Adam’s co-
worker, Sarah, is very offended by his
jokes. Adam’s behavior is not at risk
because his jokes are for fun and he
does not mean to sexually harass
anyone.
• True or False?
Scenario #3

28. False!
• It does not matter what the intention of the joke is. It
depends on the impact it had on the recipient to make it
sexual harassment. Adam may not have meant to offend his
colleagues, but the impact of his behavior is what matters.
• One joke will most likely not result in a sexual harassment
claim, but if the behavior pervades the work environment, it is
probable that some workers will find it offensive and
unwelcome.
• Adam's management is obligated to keep the workplace free
of offensive behavior of a sexual nature

29. • Bill and Katie have a great working
relationship and have newly started
dating. They are completely
infatuated with each other outside of
the office. At work though, they limit
their interactions to breaks and lunch.
It is obvious they are crazy about each
other, but they do not engage in public
displays of affection.
• Romance of any kind is not acceptable
in the work place. Bill and Katie’s
relationship is at risk for sexual
harassment.
• True or False?
Scenario #4

30. False!
• The law on sexual harassment refers only to non-consensual
relationships. This suggests that one of the parties is not
willing, does not consent, and finds the behavior unwelcome.
• Bill and Katie do have a consensual relationship, and they do
not engage in publicly offensive behaviors, so their conduct
cannot be interpreted as sexual harassment.
• However, romances may go bad and potentially lead to
harassment situations. This is why some organizations have
made policies concerning office romances.

31. Scenario #5
• Carl and Nancy, both tutors, carpool together to work. On the
car ride to the academic center, Carl tries to kiss and hold
Nancy’s hand. Nancy strongly protests and Carl backs off.
• While Nancy finds Carl’s behavior offensive and unwelcome,
the regulations regarding sexual harassment in the work place
do not apply, since Nancy and Carl are not at the academic
center when the incident occurred.
• True or False?

32. False!
• Sexual harassment can happen both on and off regular work
grounds. This can include business trips, at conventions, and
at holiday work parties.

33. Employee Responsibilities
• The Supreme Court ruled in 1998 that employers are
responsible for the behavior of their employees, but that
employees must report any complaints they have, and that
employers with well-publicized sexual harassment policies and
complaint procedures can cite this in defending themselves.
• Employees who object to behavior of others should
• ask the offender to stop if they are comfortable doing so; and/or
• report their concerns to a supervisor or other member of
management to ensure the problem is properly handled.
Copyright 2012 Workplace Answers, LLC
Reference: 400

34. Diversity
in the
Student
Population

35. Addressing Diverse Audiences: Tutoring
the Underprepared
• Many of today’s college students are not adequately prepared
for college
• Expectations of high schools vary from place to place that
there seems to be no correlation between grades or the
quality of education that students are receiving
• Tutor centers are seeing an increase in number of students
that are not properly prepared, lack study skills, and
frequently lack direction and maturity.
• The success of the student is directly related to the
effectiveness of tutorial services and meeting the student on a
level he/she understands.

36. Addressing Diverse Audiences:
Tutoring the Underprepared
In summary, there are several approaches that tutors can apply to best
serve the needs of the underprepared student:
1. The tutor should be aware of the heightened anxiety of the student.
2. The tutor should consider the fact that study skills are most crucial to
the underprepared student. Spending time in this area will not only
be beneficial to the student, but will make the tutor’s job easier as
well.
3. The tutor should be conscious of the fact that most under-prepared
students have a great deal of difficulty concentrating on the task. The
tutor should attempt to utilize all of his or her best skills in this area.
4. The tutor should frequently check the written work, notes and
homework of the student for clarity, accuracy, and completeness.
5. The tutor should attempt to highlight understanding of concepts
throughout all of their sessions since it is the case that many under-
prepared students tend to try to memorize rather than to learn.
6. Tutors should be encouraging of even small victories to help motivate
the student to succeed and continue to learn.

37. Cultural
Diversity

38. • Today’s college campuses reflect the diversity of
the U.S. population
(University of Louisiana at Lafayette Academic Success Center)

39. Race, Ethnic Groups and
Culture
• Race: refers to a group with similar inherited features.
• Ethnic group: refers to a group that shares language,
national origin or religious tradition.
• Culture: refers to the behaviors and beliefs characteristic
shared by a group of people. The ideas and behaviors of
an ethnic group, for example, are part of their culture.
• (University of Louisiana at Lafayette Academic Success Center)

40. Diversity on Campus
• College campuses are among America’s most diverse settings,
including both students and faculty.
• Despite opportunities to mix, people often associate with people
like themselves.
• The fear of the unknown may keep us close to those whose
backgrounds we relate to.
• This prevents us from taking advantage of the abundant
opportunities on campus to meet and learn about people who are
different from us.
(University of Louisiana at Lafayette Academic Success Center)

41. Appreciating Diversity
Diversity is the reason that America’s culture and
accomplishments are as flourishing and
assorted as they are!
Yet…
Even in college, people often times seek out other people that are
similar to them…
College is a wonderful opportunity to meet people unlike yourself!
Explore different student groups, volunteer opportunities, and
organizations that help meet new people.
Research as shown that students benefit from positive relations with
other students of different racial and ethnic backgrounds.
(University of Louisiana at Lafayette Academic Success Center)

42. All people and groups should feel welcome,
including those with differences in sexual
orientation, age or ability (University of Louisiana at Lafayette
Academic Success Center)

43. Be Considerate of Others
• Respect culture and diversity
• Understand gender issues
• Respect sexual orientation
• Improve your relationships with diverse others
• Different isn’t bad, it’s just different
(University of Louisiana at Lafayette Academic Success Center)

44. Ethnicity, Stereotypes,
and Prejudice on Campus
• Many of us genuinely think that we are not prejudiced, but experts
believe that every person holds some prejudices.
• Stereotypes lead us to see others in limited and restricting ways.
There is so much more to people than the social roles they play, or
the groups to which they belong.
• We tend to identify with others who are like us, and fear people who
are different from us.

45. International Students
• Most colleges, including the University of Arkansas, have
students from a wide range of countries.
• Students bring traditions, values, and behaviors that may be
different from those of American students.
• If you are an American-born student, think about getting to
know one or more international students; it will help expand
and further your education. Not only do we have international
student-athletes, but several of our tutors are also international
students!
• If you are an international student, adjusting to college in
America may bring some confusion and problems; for help,
read your text and ask your instructor. (University of Louisiana at Lafayette
Academic Success Center)

46. Homosexuality and Bisexuality
• A recent figure estimates that about 2–5% of people are
homosexual, and about 1% are bisexual.
• People sometimes experiment with homosexual behavior in
adolescence, but not as an adult.
• In most ways, the college goals of homosexual and bisexual
students are no different from those of heterosexual students.
• These students do experience some difficulties due to their
minority status.
• Many of these individuals may be in varying stages of their sexual
orientation development, just like many of us are in our personal
development.
• We support all individuals, regardless of their sexual
orientation or other type of background.
(University of Louisiana at Lafayette Academic Success Center)

47. Summary
• Harassment is any kind is bothersome, demeaning, irritating,
and annoying behavior. Sexual harassment is specifically
harassment of a sexual nature.
• Most sexual harassment is simply disrespectful behavior
toward others. The involved parties can be men or women;
supervisors; subordinates or peers.
• We all suffer when our workplace tolerates abusive and
demeaning behavior.
• To eliminate sexual harassment, we need to understand it.
• There is 2 types of sexual harassment: (1)quid pro quo and (2)
hostile environment

48. Summary
• What defines something as sexual harassment depends on whether
the behavior is unwelcome to the target.
• Unwelcomed behavior is simple. It is behavior that is not welcome,
not solicited, and not wanted by the offended person.
• Most sexual harassment falls into three categories:
• Verbal
• Physical
• Written or visual
• It is important to know that men and women, people from different
cultures, even people of different ages, often have quite
different perspectives on harassment and at times may be unable to
know the perceptions or intents of another person.

49. Summary
• Many of today’s college students are not adequately
prepared for college, lacking study skills and direction
• This is why excellent tutors are needed!
• College campuses are among America’s most diverse
settings, including both students and faculty
• Most interact only with people like themselves
• Be considerate and respect others

50. References
• Baril, H. (n.d.). Addressing diverse audiences: tutoring the
underprepared student. Retrieved from
http://hawaii.hawaii.edu/tlc/Be a tutor/diverse audience.html
• University of Arkansas. (2012, July 25). Staff handbook. Retrieved
from http://hr.uark.edu/currentemployees/153.aspx
• University of Louisiana at Lafayette Academic Success Center
Academic Affairs Division (2013). Cultural Diversity. Retrieved from
http://studentsuccess.louisiana.edu/content/tutoring/employment-
tlc/crla-tutor-certification-training#sthash.KvtNUg8U.dpuf
• University of Louisville. (2013). Crla certification: Preventing sexual
harassment. Retrieved from
http://training.newmedialearning.com/psh/louisville/guest/choice.s
html