The following is excerpted from the college Bulletin. Affirmative Action, Nondiscrimination and Diversity
The College maintains and promotes a policy of non-discrimination on the basis of race, creed, religion, color, gender, sexual orientation, age, disability, veteran status, marital status and national origin. This policy incorporates by reference and where applicable the requirements of Federal Executive Orders 11246 and 11375 as amended; the Civil Rights Act of 1988; the Civil Rights Act of 1991; Title IX of the Higher Education Amendments of 1972 as emended; Section 503 and 504 of the Rehabilitation Act of 1973; the Americans with Disabilities Act of 1990; Section 402, Vietnam Era Veterans Readjustment Assistance Act of 1974; and pertinent Laws, Regulations and Executive Orders; directives of the Board of Higher Education, the Board of Trustees of Westfield State College and the Common- wealth of Massachusetts, and other applicable local, state and federal statutes.
Non-discrimination requires the elimination of all existing discriminatory conditions, whether purposeful of inadvertent. Westfield State College shall systematically examine all policies and procedures to be sure that they do not, if implemented as stated, operate to the detri- ment of any person on the basis of race, creed, religion, color, gender, sexual orientation, age, disability, veteran status, marital status or nation(al) origin.
Westfield State College is committed to a policy of affirmative action, equal opportunity, non-discrimination and diversity. It is committed to providing a learning, working and living environment for its students, employees, and other members of the College Community that values the diverse backgrounds of all people…The College believes that the diversity of socioeconomic, racial, ethnic, religious, gender, sexual orientation, age and disability backgrounds of members of the College Community enriches the institution. The Colleges will not tolerate behavior based in bigotry which has the effect of discriminating unlawfully against any member of the community. Excerpted from the Personnel Section of the West- field State College Policy and Procedures Manual, Policy Number 2020.
Sexual Harassment
It is against the policy of Westfield State College for any member of the College Commu- nity, male or female, to sexually harass another employee, student, or other person having dealings with the institution. The College is committed to providing a working, living and learning environment that is free from all forms of sexually abusive, harassing or coercive conduct. This policy seeks to protect the rights of all members of the College Community (faculty, librarians, administrators, staff and students) and other persons having dealings with the institution, to be treated with respect and dignity
Sexual harassment is a form of behavior which fundamentally undermines the integrity of academic and employment relationships. It is of particular concern within educational insti-
tutions where all members of the community, but especially students, faculty, librarians, staff and administrators are connected by strong bonds of intellectual interdependence and trust. Both the Federal Courts and the Equal Employment Opportunity Commission have ruled that sexual harassment constitutes sex discrimination as defined under Title VII of the Civil Rights Act of 1964. Sexual harassment has also been judged to be prohibited sex discrimination under Title IX of the Higher Education Amendments of 1972 as amended, and under Chapters 151B and 151C of the Massachusetts General Laws.
Sexual harassment consists of unwelcome verbal, non-verbal and/or physical behavior of a sexual nature which has the effect of interfering with the student, employment, academic or other status, or of creating a sexually intimidating, hostile, or offensive environment. Sex- ual harassment incidents can involve a male harasser and a female victim, a female har- asser and a male victim, or same gender harassment.
Unwelcome sexual advances, requests for sexual favors and other verbal or physical con- duct of a sexual nature constitute sexual harassment when: a. submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or education; b. submission to, or rejection of, such conduct by an individual is used as a ba- sis for academic or employment decisions affecting that individual; or c. such conduct has the purpose or effect of substantially interfering with an individual’s academic or profes- sional performance or creating a sexually intimidating, hostile or offensive employment, educational or living environment.
Examples of sexual harassment may include, but are not limited to: verbal harassment or abuse, subtle pressure for sexual activity; sexual remarks about an individual’s or group’s clothing, body or sexual activities; unnecessary touching, patting, or pinching; demands for sexual favors accompanied by implied or overt threats or offers concerning one’s job, grades, letter of recommendation, etc.; physical sexual assault.
Under this policy, consenting romantic and/or sexual relationships between faculty and stu- dent, librarian and student, administrator and student, classified staff member and student, or supervisor and employee are deemed unprofessional…
Codes of Ethics for most professional associations forbid professional/client sexual rela- tionships. In this context and for purposes of this policy, the professor/student relationship is properly regarded as one of professional and client. The respect and trust accorded a professor by a student, as well as the power exercised by the professor in giving praise or blame, grades, recommendations for further study and employment, and other benefits or opportunities diminish the student’s actual freedom of choice such that relationships
thought to be consensual may in fact be the product of implicit coercion. Many elements of the administrator/student, librarian student, classified staff member/student and the super- visor employee relationship are similar to those of the professor/student relationship be- cause of a similar imbalance of power and a similar need for trust. For purposes of this pol- icy, therefore, these relationships are also discouraged and looked upon with disfavor.
Excerpted from the Personnel Section of the Westfield State College Policy and Proce- dures Manual, Policy Number 2100.
Discrimination Complaint Procedure
A person who believes that s/he has been discriminated against on the basis of race, color, religion, national origin, gender, sexual orientation, age, disability, marital or veteran status may: a. File an informal claim either permitting or not permitting the use of his/her name, in an effort to resolve the matter; b. File a formal complaint either with or without first filing an informal claim; c. Proceed from an informal claim to a formal complaint; d. If provided for by law, file a charge directly with the local, state, or federal agency having appropriate jurisdic- tion.
Information and assistance on any of these options are available from the Director of Equal Opportunity, Parenzo 226, 572-5216. Complete information on Complaint Procedures may be found in the Personnel Section of Westfield State College Policy and Procedures Man- ual, Policy Number 2070.
Hazing Law- Chapter 665
Students are advised to be familiar with the Massachusetts General Laws, Chapter 269, Sections 17, 18, and 19 relative to the crime of hazing. A copy of the law is printed in the Student Handbook, distributed to all full-time students once a year