Harassment and Discrimination

Goodwin College is committed to maintaining a work environment free from all forms of harassment and discrimination.  Such conduct, whether by a fellow employee, manager, supervisor, or non-employee doing business with or visiting the College, will not be tolerated.  This policy extends to each and every level of the College’s operations.  All employees, supervisors, and managers are responsible for working to prevent and eliminate workplace harassment and discrimination at all times.

Sexual Harassment: Sexual harassment is a form of discrimination prohibited by state and federal law. Sexual harassment is defined as unwelcome or unwanted sexual advances, requests for sexual favors, or other physical, verbal, or visual conduct based on sex when (1) submission to the conduct is an explicit or implicit term or condition of employment, (2) submission to or rejection of the conduct is used as the basis for an employment decision, or (3) the conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment. Examples of sexual harassment include unwanted sexual advances; sexual propositions; demands for sexual favors in exchange for favorable treatment or continued employment; sexual innuendos, suggestive comments, sexually oriented kidding, teasing, or practical jokes; jokes about gender-specific traits; foul or obscene body language or gestures; display of foul or obscene printed or visual material (including but not limited to e-mail); and physical contact, such as touching, patting, pinching, or brushing against another's body. The offender or the victim of harassment may either be a man or a woman and, in addition, harassment can occur involving persons of the same or opposite sex.

Other Unlawful Harassment and Discrimination: In addition to prohibiting sexual harassment, Goodwin strictly prohibits harassment and discrimination based upon an employee’s race, color, age, sex, sexual orientation, gender identity, national origin, ancestry, religion, marital status, genetic information, disability, pregnancy, veteran status, or any other characteristic protected by law. Examples of such behavior include, but are not limited to: verbal comments, epithets, slurs, insults or negative stereotyping; “kidding,” “teasing” or “jokes” that involve or implicate these characteristics; written or graphic material that demeans, ridicules or shows hostility toward an individual or group because of a characteristic described above; circulating or sharing improper emails or websites which involve or implicate these characteristics.

Harassment Prevention Training: In order to promote a harassment-free work environment for faculty, staff and students, Goodwin requires that all employees successfully complete harassment prevention training.  You can expect to receive information about the training program at the following times:

  • Shortly after beginning your initial employment with the college;
  • If a substantial period of time has elapsed since you last completed training; or
  • If you move into a supervisory position. 
It is important that this training is successfully completed within the time frame specified.  A failure to do so could result in termination of employment.

For further information regarding sexual harassment and gender-based discrimination please see the Title IX section and Goodwin College’s complete Gender-based and Sexual Misconduct Policy.