Sexual harassment is a form of illegal sex discrimination.  Northwestern’s policy protects men and women equally from harassment, including same-sex harassment, and protects students from harassment by other students.   Prohibited acts that constitute sexual harassment may take a variety of forms.  Examples of the kinds of conduct that may constitute sexual harassment include, but are not limited to the following:  

·                    Offering or implying an employment-related reward (such as a promotion, raise, or different work assignment) or an education-related reward (such as a better grade, a letter of recommendation, favorable treatment in the classroom, assistance in obtaining employment, grants or fellowships, or admission to any educational program or activity) in exchange for sexual favors or submission to sexual conduct;

·                    Making threats or insinuations that a person's employment, wages, grade, promotional opportunities, classroom or work assignments or other conditions of employment or educational life may be adversely affected by not submitting to sexual advances;

·                    Engaging in unwelcome sexual propositions, invitations, solicitations, and flirtation;

·                    Leering, staring at someone, or looking at someone with “elevator eyes” (i.e. looking someone up and down);

·                    Using unwelcome sexually degrading language, sexual jokes, innuendos, or gestures;

·                    Displaying sexually suggestive objects, pictures, videotapes, graffiti and/or visuals that are not germane to any business or academic purpose; 

·                    Displaying or transmitting sexually suggestive electronic content, including inappropriate e-mails;

·                    Making unnecessary and unwanted physical contact, such as hugging, rubbing, touching, patting, pinching, or massages;

·                    Engaging in sexual assault or pressure for sexual activity, including requesting sexual favors;

·                    Making unwelcome suggestive or insulting sounds, such as whistling and cat calls;

·                    Giving unwelcome personal gifts, such as flowers;

·                    Asking about a person’s sexual fantasies, sexual preferences, or sexual activities;

·                    Commenting on a person’s body, dress, appearance, gender, sexual relationships, activities, or experience; or

·                    Repeatedly asking someone for a date after the person has expressed disinterest.

The University cannot promise complete confidentiality in its handling of harassment complaints.  Northwestern makes every reasonable effort to handle inquiries, complaints and related proceedings in a manner that protects the confidentiality of all parties.  Each situation is resolved as discreetly as possible, with information shared only with those who need to know in order to investigate and resolve the matter.  In certain circumstances, the University may be able to address your concerns and stop the behavior without revealing your identity to the alleged harasser. However, this is not possible every matter, as some situations require the disclosure of the complainant’s identity in order to fully investigate the matter and/or to enable the accused harasser the ability to fully respond to the allegations against him or her.

In its investigation, the University will be sensitive to the feelings and situation of the alleged victim and/or reporter of sexual harassment.  Nonetheless, the University has a compelling interest to address all allegations of sexual harassment brought to its attention.  Northwestern reserves the right to take appropriate action in such circumstances, even in cases when the complainant is reluctant to proceed. 

At the conclusion of the investigation, the investigator will provide her or his conclusions and recommended sanctions, if any, to the appropriate disciplinary office. For staff, the appropriate disciplinary office generally will be the respondent’s supervisor or manager. For students, the appropriate disciplinary office generally will be the office of the Associate Vice President for Student Affairs/Dean of Students. For faculty, the appropriate disciplinary office will generally be the faculty member’s Chair or Dean.  The appropriate disciplinary office will review the recommendation and then, in consultation with the Director of the University Sexual Harassment Prevention Office and, where appropriate, Human Resources, will make a decision concerning the resolution of the complaint and any sanctions that will be imposed.

The University’s response is tailored to the severity of the allegations; in some circumstances, an investigation may result in a written or verbal apology from the harasser, harassment education for the affected school or department, and other measures designed to prevent problems from recurring.  When appropriate, corrective action will be taken, ranging from formal reprimands, warnings and suspensions, up to and including the separation of the offending party from the University, consistent with University procedure.  For additional information, please refer to the Complaint Resolution Guidelines.