Preventing Sexual Misconduct, Discrimination and Retaliation

• The Preventing Sexual Misconduct, Discrimination and Retaliation education module for employees and supervisors can be found on the My Training page in the Training Hub once you have been assigned to take it. For further assistance, the University has prepared a step-by-step help guide, which includes information about taking and completing the module.
• The length of time required to complete the module varies from person to person. The module for non-supervisory employees will likely take 2-3 hours to complete. The module for supervisors will likely take 3-4 hours to complete. You may begin and return to it at a later date.

Once you complete the module, it will remain available to you through the Past Training tab on the My Training page. You can also review it at any time by following the instructions found on the guide above.
 

• This education module is required for all University leaders, faculty, staff, and student workers. Everyone is responsible for preventing sexual misconduct, discrimination and retaliation, and education is critical to create a community of common knowledge and common action.
• The module is tailored to supervisors and employees based on their roles, and to address varied responsibilities.
• Graduate assistants, fellows, and undergraduate student workers will be assigned the education module. 
• People classified as “persons of interest” (those who are engaged in work, unpaid or paid, in various capacities in our University community, ie; have a role in research, serve  as a consultant, engage in student advising), are required to complete the module. If you are unsure whether you are in this category, please ask your supervisor or University contact.
• If you don’t complete the module, your supervisor will follow up with you as necessary. Completing the education module is considered part of your job duties and may be used by your supervisor to help track your performance.

The University is committed to making education and information available to all faculty and staff. If you require accommodations due to disability or for other reasons, please speak to your supervisor, HR Lead, or contact the University’s Disability Resource Center. 

If you believe you may have difficulty completing this course because you have been negatively impacted by sexual misconduct, you may also contact these resources to discuss an alternative path to complete the education module.

Resources 

Twin Cities, Crookston, Morris, Rochester, Extension and ROCs

• The Aurora Center (confidential resource) 
  • Web - http://aurora.umn.edu/
  • Office Phone - (612) 626-2929
  • 24 Hour Helpline -  (612) 626-9111
  • Text - (612) 615-8911 (text “TALK”)
  • In Person -  117 Appleby Hall, 128 Pleasant St SE, Minneapolis, MN 55455
• Gender and Sexuality Center 
  • Web - https://diversity.umn.edu/gsc/hom
  • Office Phone - (612) 625-0537
  • Email - [email protected]
  • In Person - 40 Appleby Hall, 128 Pleasant Street SE, Minneapolis, MN  55455

Duluth

• Director of Office of Diversity & Inclusion - Susana Pelayo Woodward (confidential resource)
  • In Person - KSC 233Phone - (218) 726-8444
  • Email - [email protected]
• Program Coordinator of Sexuality and Gender Equity Initiatives - Roze Brooks
  • In Person - KSC 245
  • Phone - (218) 726-7300
  • Email - [email protected]

Some highlights from the 2018 education module and following survey:

• When the course launched in  2018, more than 99 percent of all faculty and staff completed the module on sexual misconduct.
• The majority of respondents reported the course was easy to understand, well organized, and the examples were appropriate to their role as an employee. 
• Respondents reported that they felt the course helped in their ability to identify types of misconduct and take action when they observe it.
• Respondents reported that the course improved their awareness in many areas, some of which include; awareness of sexual harassment, resources and UMN Title IX policy, and confidence the University will handle reported cases properly and provide protection from retaliation.
• 20.7% of respondents reported that they have been aware of a situation involving sexual misconduct. Of those that have, 51% said they intervened when they became aware of a situation. 
• Overall, 29.7% of the respondents reported that they had experienced one type of the six types of sexual misconduct asked on the survey and 5.8% reported that they experienced the four most severe types of sexual misconduct behavior.
• Confidence in the University's ability to prevent retaliation and to respond properly do not score as well as many of the other indicators. This is an important area of improvement for the University community.

• This new education module’s content is both deeper and broader than the University’s prior module on sexual misconduct, reflecting that our community has already been provided with baseline information on sexual misconduct definitions, policies, and resources.
• This education module was developed by EVERFI, and a version of it is used by higher education and other organizations across the country. EVERFI’s programs are built in collaboration with leading practitioners, researchers, and national thought leaders including renowned expert Dr. Alan Berkowitz. 

The following are  links to additional systemwide employee resources for reporting, confidential resources, Title IX coordinators, and relevant UMN policies.

Reporting Contact Information 

• Report Misconduct | Equal Opportunity and Affirmative Action (umn.edu)

Confidential Reporting Resources  

• EOAA Resources  (Tab: Resources for Complainants in Sexual Misconduct Cases) 

Title IX Coordinators

• Resources | Equal Opportunity and Affirmative Action (umn.edu)

UMN Policies

• Sexual Harassment, SexualAssault, Stalking and Relationships (Board of Regents Policy)
• Equity, Diversity, Equal Opportunity, and Affirmative Action (Board of Regents Policy)
• Disability Services (Board of Regents Policy)
• Sexual Harassment, SexualAssault, Stalking and Relationships (Administrative Policy)
• Gender Identity, Gender Expression, Names and Pronouns (Administrative Policy)
• Retaliation (Administrative Policy)
• Employee Absences for Religious Holidays (Administrative Policy)
• Accessibility of Information Technology (Administrative Policy)