Harassment in any form is prohibited at the Georgia Institute of Technology.
This policy applies to all of Georgia Tech. It covers students and all types of employees. Because Georgia Tech's commitment to an environment free of prohibited discrimination includes freedom from sexual harassment by vendors, contractors, volunteers, and third parties acting as agents for the Institute, this policy also applies to them.
- This policy does not infringe upon free speech or other civil rights of any individual or group.
- This policy enables Georgia Tech to comply with federal and state non-discrimination laws, including Title IX of the Educational Amendments of 1972 (Title IX), which prohibits the Institute from discriminating on the basis of sex in its educational programs and activities.
Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other physical or verbal conduct of a sexual nature, including sexual violence when it meets any of the following:
- Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment or academic status.
- Submission to or rejection of such conduct by an individual is used as the basis for employment or academic decisions affecting such individual.
- Such conduct has the purpose or effect of unreasonably interfering with an individual's work or academic performance or creating an intimidating, hostile, or offensive environment for working, learning, or living on campus. Sexual harassment can occur between any individuals associated with the Institute, e.g., an employee and a supervisor; coworkers; faculty members; a faculty, staff member, or student and a customer, vendor, or contractor; students; or a student and a faculty member.
Each situation must be considered in context to determine if sexual harassment has occurred. Conduct must be severe or pervasive in order to create a hostile environment; conduct may be inappropriate, unprofessional, offensive, or hurtful, yet not be harassment under this policy. The more severe the harassment, the less a pattern of harassment must be present. Sexual harassment may occur between persons of the same sex or members of different sexes.
Workplace and Family and Relationship Violence
- The Georgia Institute of Technology is committed to providing faculty, staff, and students with an environment that is safe, secure and free from threats, intimidation and violence. This includes providing a supportive workplace in which employees can discuss workplace and family and relationship violence occurring in their lives and seek assistance with those concerns. Our goal is to provide a workplace in which violence of any kind is neither tolerated nor excused.
The Institute cannot fulfill its ethical commitment to create a harassment-free environment or its legal obligations to address harassment that occurs unless allegations and complaints are brought to the attention of an appropriate Institute official.
Reporting Sexual Harassment. Employees must promptly report sexual harassment complaints and reports of which they become aware. This means that if you are an employee and someone tells you that he or she has been sexually harassed, or if you are given or told about a sexual harassment complaint or report, you are obligated to bring this to the attention of the Office of Human Resources, the Institute's Title IX Coordinator, or one of the Institute's Deputy Title IX Coordinators. Employees also must report promptly any incident or situation that a reasonable person would understand to be sexual harassment, whether they witness the incident or situation or become aware of it. This means that if you are an employee and you see someone sexually harassing another person, or you learn of a situation that constitutes sexual harassment, you are obligated to bring this to the attention of the appropriate Institute official.
- The Institute's policies prohibiting sexual harassment may be found in the Institute's policy library at http://policies.gatech.edu.