In This Section...
Title IX of the Higher Education Act at the UW-Whitewater
The University of Wisconsin-Whitewater (UWW) is committed to maintaining a learning and working environment that is free of sexual misconduct. Title IX of the Education Amendments of 1972 (Title IX), 20 U.S.C. §§ 1681 et seq., and its implementing regulations, 34 C.F.R. Part 106, prohibit discrimination on the basis of sex in education programs or activities operated by recipients of Federal financial assistance. Sexual harassment of students, which includes acts of sexual violence, is a form of sex discrimination prohibited by Title IX. A number of different acts fall into the category of sexual violence, including rape, sexual assault, sexual battery, and sexual coercion. All such acts of sexual violence are forms of sexual harassment covered under Title IX. Inquiries or complaints may be addressed to Elizabeth Ogunsola, Title IX Coordinator, Hyer Hall 330, University of Wisconsin, Whitewater, WI, Phone: 262-472-5669, firstname.lastname@example.org or Mary Beth Mackin, Deputy Title IX Coordinator, Dean of Students, Hyer Hall 200, Phone: 262-472-1533, email@example.com.
In accordance with Title IX regulations, the University has designated Elizabeth Ogunsola as the University's Title IX Coordinator. She is charged with monitoring compliance with these regulations. Questions regarding Title IX, as well as concerns and complaints of non-compliance, may be directed to her. She is responsible for receiving complaints of sexual harassment, including sexual assault, sexual violence or other sexual misconduct, against employees. Mary Beth Mackin, Deputy Title IX Coordinator, is responsible for receiving complaints of sexual harassment, including sexual assault, sexual violence or other sexual misconduct, against University students.
Dr. Elizabeth Ogunsola
Title IX Coordinator
University of Wisconsin-Whiteater
Hyer Hall 335
Mary Beth Mackin
Deputy Title IX Coordinator
Dean of Students
University of Wisconsin-Whiteater
Hyer Hall 200
The University of Wisconsin-Whitewater is proud to affirm its commitment to a community in which all students, staff and faculty are accepted and judged as individuals, independent of ancestry, social background, physical characteristics or personal beliefs.
The university has no tolerance for discriminatory or harassing behaviors. The Board of Regents has clearly stated that discriminatory harassment based on race, sex, religion, color, creed, disability, sexual orientation, national origin, ancestry or age is contradictory to the goals of the institution. If you witness or are subjected to behaviors of this kind, there are offices and services to offer you support, counseling and advice.
Sexual harassment has been defined as . . .
Any unwelcome sexual advances, requests for sexual favors and other verbal and physical conduct of a sexual nature. It includes instances when such conduct is indicated to be a term or condition of an individual's decisions, interferes with an individual's academic or employment performance or creates an intimidating, hostile or offensive academic or employment environment.
The following examples are intended to illustrate sexual harassment behavior. They are drawn from actual cases.
- It was common practice in a professor's lectures during the first week of class to show a technical anatomical slide show that included unrelated slides of nude women taken from popular magazines. Complaints had been filed with the dean, but the practice had continued.
- Margaret, a work study student, applied for and accepted a job in a department even though several of her friends had warned her about the harassment other women had experienced there. She saw the calendars of nude women in men's offices and heard sexual innuendos being made about fellow female workers or students whenever she went to the employee lounge. Two weeks after she started the job, she saw a male supervisor grab a woman from behind and fondle her breasts. The woman struggled and ran from the room. Margaret filed a complaint.
- Jay, a sophomore, requested a meeting with his instructor to discuss a low grade he received on an essay exam. In her office, the instructor made advances toward Jay and placed her arm around his waist and hugged him to her. She told Jay that he could get an "A" if he would go to bed with her. Jay did resist her physical advances, but declined to go to her apartment. He received a final grade of a "D" for the class. It is all too common for someone accused of sexual harassment to say, "I didn't realize that she (or he) would be offended by that."
All members of the university community should become more knowledgeable about sexual harassment, and be sensitive to the impact of their behavior on others. Members of the university community who supervise others have a special responsibility in this regard. They must help create an environment that actively discourages behavior that could be viewed as sexual harassment. Everyone is encouraged to speak out when they see, hear of or experience incidents of sexual harassment.
If you feel that you may be the victim of sexual harassment, talk to someone you trust about the situation. You may feel embarrassed to provoke the unwanted behavior, but you have a right to pursue your education or perform your job in an environment free from this type of experience. Sexual harassment can be as subtle as a look or a blatant as a grope. It can occur within and beyond the classroom and workplace. Both men and women can be sexually harassed, although women are most often victims. Verbal harassment may include humor or jokes about women, sex or sexual orientation. Sexual harassment often occurs in situations where one person has power over another, but may also occur among peers.
You may also contact the Title IX Coordinator at 472-5669 for assistance or to file a complaint.