Understanding Sexual Harassment Reporting at MCW

 From the 12/11/2020 newsletter

 

 

Three Questions for Katie Kassulke – MCW Administrative Director of Faculty Relations/Title IX 

 

 

 

Understanding Sexual Harassment Reporting at MCW

 

 

The term, “Title IX” refers to a specific section of the Education Amendments of 1972 that protects people from discrimination based on sex in educational programs or activities that receive Federal financial assistance. Ms. Kassulke, the Administrative Director of Faculty Relations and Title IX coordinator for MCW, is responsible for coordinating the investigation of   reports and offering supportive resources and services. She was interviewed by Transformational Timeseditor, Bruce Campbell, MD …

 

 

QUESTION 1: How will recent Title IX legislative changes affect institutions like MCW? 

 

The U.S. Department of Education released new regulations governing reports of sexual harassment that went into effect in August 2020.  The regulations include new, narrow definitions of sexual harassment, requiring a significant shift in our grievance procedures, including a requirement that MCW hold live hearings.  In a hearing, both the reporting party and the accused will participate in cross examination of parties and any witnesses involved. 

 

MCW can maintain current investigation processes without live hearings for any report of inappropriate conduct such as unwelcome verbal comments, microaggressions or unprofessionalism that fall outside of the new Title IX definitions.  MCW is not unique in the practice of maintaining dual processes.  My role will be to carefully review all reports to ensure the appropriate procedure is used.  Both processes provide support and equitable treatment to all involved.

 

 

QUESTION 2: How does the office support victims when they come forward? 

 

It takes incredible courage for an individual to come forward and make a report.  I recognize that and seek ways to provide individualized support.  Support might include: 

·      providing resources such as arranging a no-contact order

·      helping arrange counseling

·      making academic accommodations

·      assisting with reporting a crime to law enforcement

Listening can be the best initial response to provide support. Reports may come to me from witnesses, colleagues, and/or the person who is experiencing unwelcome behavior.  I seek to understand how the reporting party  wants to proceed after a  report is provided.  Sometimes, individuals want to proceed with a full grievance process, and at times they prefer alternative resolution options.  Under the new regulations, we can now explore mediation, restorative justice, or other options.  

 

In my role, the regulations require I must avoid any type of judgment and remain neutral. What this means is I reserve making any judgment until fact finding and full grievance processes are completed, and I offer equitable treatment including supportive resources to all parties involved.

 

 

QUESTION 3: How has the #MeToo movement affected how you see your work?

 

The #MeToo Movement began in 2006 when Tarana Burke first coined the phrase and is designed to raise awareness of women subject to abuse.  The Movement has encouraged many individuals across the world to come forward and has shined a spotlight on how power structures have facilitated widespread sexual harassment.  #MeToo not only promotes hearing victims’ voices, it also hopes to force largescale changes. 

 

I am committed to providing a safe space for all involved parties to be heard and to reach appropriate resolution for each incident.   It is my hope all people come forward and make a report of any type of oppression or abuse they are experiencing.  

 

The #MeToo movement has made it clear to me that I can make a difference by addressing inappropriate behavior starting with disrespect and helping everyone know how to be an ally by speaking up when they see any type of unprofessionalism.  I love MCW’s focus on maintaining a culture of professionalism and work hard to support the efforts, and the IWill MCW that engages the MCW community in conversation and action around gender equity.  The annual Respect Training provided by MCW is another area I focus on to promote guidance about our policies, expectations, how to make a report, be an active bystander, and how to seek out resources.

 

 

Resources:

MCW Title IX Webpage

IWill MCW

MCW Policies

·      Professional Conduct Policy

·      Anti-Harassment and Non-Discrimination Policy

·      Prohibiting Sexual Harassment and Abuse in Education Programs