It is the policy of Chicago State University that the sexual harassment of one member
of the academic community by another will not be tolerated. This policy applies to
all members of the campus community: students, employees, and visitors. It applies
to incidents which occur on University property, as well as off campus functions sponsored
or supervised by the University. One of Chicago State University's goals is to foster
an open learning and working environment free from sexual harassment and from the
fear that it may occur.
Harassment on the basis of sex is a violation of Title VII of the Civil Rights Act
of 1964, and the State of Illinois Human Rights Act. Sexual harassment has been defined
"unwelcome sexual advances, requests for sexual favors, and other verbal or physical
conduct of a sexual nature constitute sexual harassment when submission to such conduct
is made either explicitly or implicitly a term or condition of an individual's employment,
submission to or rejection of such conduct by an individual is used as the basis for
employment decisions affecting such individual, or such conduct has the purpose or
effect of substantially interfering with an individual's work performance or creating
an intimidating, hostile, or offensive working environment."
There are two categories of behaviors which may constitute sexual harassment. "quid
pro quo" refers to situations in which a tangible benefit (a grade, a job, a promotion)
is contingent upon the performance of sexual favors. This occurs in situations of
unequal power such as supervisor/subordinate in the workplace or faculty/student in
the classroom. The second category, "hostile environment," refers to patterns of behavior
or incidents (including verbal, non verbal, physical, or other) which may seem harmless
as individual events, but which may be considered intimidating, hostile, or offensive
when taken together.
Intimate relationships between faculty and students, as well as between supervisors
and subordinates raise serious professional concerns. When one party has power over
the other, the relationship is inherently unequal. The faculty member or supervisor
cannot be certain that the relationship is truly welcome or consensual. If the relationship
deteriorates, possible allegations of "quid pro quo" harassment may arise. Furthermore,
others who perceive preferential treatment between the parties to the relationship
may feel themselves in an offensive environment.
All University employees in a supervisory role have the duty to report to the Equal
Employment Opportunity (EEO) Office any alleged sexual harassment and/or behavior
that creates a hostile environment, as soon as they become aware of the allegation,
even in the absence of a complaint.
To report sexual harassment contact the
Equal Employment Opportunity Office
Phone: 773- 995-2462