Internet Explorer is recommended for accessing this content with speech recognition software.
Thank you for your participation.
Each member of our campus community plays a role in creating a safe and inclusive environment at U-M. By understanding how the university responds to student concerns about sexual assault, sexual and gender-based harassment, intimate partner violence, and stalking, and what specific role you may play in that response, together we can continue to create an environment that is safe for all.
The goals of the course are:
In 2015, we surveyed our student body about sexual violence. 11.4% of our students reported that they had experienced unwanted sexual touching in the preceding 12 months. If we limit the data to responses from undergraduate female students, that percentage increases to 22.5%. That means that within a 12-month period, approximately 4,973 of our students experienced sexual assault. We also learned that only 3.6% of our students report their assault to any University official.
Students indicated that they do not report for the following reasons:
Sexual violence happens in society and on our campus. We continue to build upon our current prevention and response efforts, and work toward increased reporting. We expect every member of our community to join together in these efforts.
Some community members wonder why the University is addressing this type of behavior, which can be criminal in nature. Federal law recognizes many of these behaviors as forms of discrimination that the University, as an educational institution and employer, must address. For this reason, the University is required to respond when issues of this type are brought to it its attention.
Since a student can request that the University address an incident of sexual assault, stalking, intimate partner violence or other behaviors that might be a crime, the University has policies and procedures in place for doing so. The University also encourages students to report crimes to law enforcement.
A student may, therefore, seek help from the University, but not law enforcement. Or they might file a complaint with law enforcement and not the University. Or they might seek help from both…or neither.
This program addresses the University’s internal policies and procedures and, in particular, the obligations of our Responsible Employees. Thus, this program discusses sharing information within the University in more detail than reporting to law enforcement.
To further our efforts to respond to student concerns about these types of incidents, effective July 1, 2016, the University adopted a Policy and Procedures on Student Sexual and Gender-Based Misconduct and Other Forms of Interpersonal Violence (PDF).
The Policy requires Responsible Employees who learn about sexual assault, intimate partner violence, sexual and gender-based harassment, stalking, and violation of interim measures to share that information with the Office for Institutional Equity.
Thus, it is important for you to know if you are a Responsible Employee and, if you are, what you must share and how you may do so.
Although the University uses the term Responsible Employee in the Policy, some individuals who fall under this definition are not University employees. For example, some individuals who fall within the definition of Responsible Employee are volunteers.
When trying to determine if you are a Eeponsible Employee, please consider all the ways in which you interact with the University community.
Two factors determine if you are a responsible employee:
AND
If you meet both of the above criteria, you are a responsible employee and need to review the Information for Responsible Employees section of this course.
If you do not meet both of the above criteria, you are not a responsible employee and need to review the Information for Non-Responsible Employees section of this course.
If you are unsure about your status, contact the Office of the Vice President and General Counsel to discuss your specific circumstances. You may reach that office at 734-764-0304 or ovpgc@umich.edu.
You are not obligated to share information with the University if a student indicates they have experienced sexual assault, sexual or gender-based harassment, stalking or intimate partner violence.
You are still strongly encouraged to do so.
Later in this course we will address why you are encouraged to share information about these types of incidents. But first, you will learn what the University means by these terms.
The Policy (PDF) contains nuanced definitions of the various behaviors at issue. These behaviors are:
We are not, however, asking you to become an expert in these definitions or to make judgments about whether the behavior falls inside or outside of the definitions. Indeed, a thorough investigation may be necessary to reach that conclusion.
Next you will learn about these behaviors and evaluate situations to determine if they are examples of the behaviors.
Sexual assault is sexual touching, from touching breasts, buttocks, groin or genitals to oral, vaginal or anal penetration, which occurs without consent.
It is not necessary to try to figure out if the student consented to the behavior or exactly what behavior occurred. You should not seek to investigate the matter.
Here are two examples of situations that indicate possible sexual assault:
A statement such as "I had a great time with my partner this past weekend. We even had sex for the first time." indicates consensual sexual activity, not sexual assault.
Intimate partner violence (IPV), also called domestic violence or dating violence, includes physical violence or threats of physical violence, including sexual violence.
IPV may also include economic or emotional abuse (intimidation, manipulation, humiliation, isolation, seeking to induce fear, seeking to induce terror, coercion, threats, blame, hurt, injury or wounds).
Here are two examples of situations that indicate possible intimate partner violence:
A situation where a student tells you "I decided to go home this weekend to see my parents and my partner was so mad because we had already made other plans together that I broke. My partner didn't call or text me all weekend and wouldn't respond to my calls or texts, so it was good to reconnect today.", they are describing something that can occur in a non-abusive relationship.
Stalking is when one person engages in a course of conduct toward another under circumstances that would cause a reasonable person to fear bodily injury to themselves or others, or experience substantial emotional distress.
Stalking can happen in person, online, directly or through other persons.
Here are two examples of situations that indicate possible stalking:
An example of situation that is uncomfortable but does not indicate stalking is if a student says that another student who lives in their residence hall follows them on Instagram and also "friended" them on Facebook. They felt they had to accept the friend request, but they don't really like this person.
Sexual harassment is unwelcome conduct of a sexual nature. This can encompass behavior from telling dirty jokes to sexual assault and everything in between.
Gender-Based Harassment is harassment based on actual or perceived gender, sexual orientation, gender identity or gender expression.
Sexual harassment and gender-based harassment can be verbal, non-verbal, graphic, physical or other behavior.
Here are four examples of situations that indicate possible sexual or gender-based harassment:
Why consider sharing information when you aren't required to?
First, the purpose of sharing the information is to ensure the student is aware of all forms of available assistance and that they know their options.
This is important, because the University can provide supportive and protective measures ("interim measures") that an individual generally cannot. Examples include housing modifications, no contact directives, etc.
We want our students to remain engaged in their University life and to make informed choices for themselves, and part of doing that is making sure they have the information they need to do so.
Second, sharing information with the University does not always take away the student's control to determine what happens.
It is a common misunderstanding that the University does not consult with the student and try to honor their preferences.
For example, if the student only wants some interim measures (e.g., not to live in the same residence hall or take the same classes as the respondent), it is uncommon for the University to do more.
Third, the more the University knows about concerns raised within our community, the better we can address safety needs.
When we learn of concerns, we almost always follow the student's wishes, including requests not to investigate.
Exceptions are uncommon, but can happen if there is a greater safety concern. For example, if we receive various separate reports regarding sexual assault that, when viewed as a whole, indicate that one person may have committed all of the assaults, the University will look into the matter in an effort to protect our entire campus community. This happens even if each individual who experienced the behavior would prefer that we not do so. Information shared by our Responsible Employees is an important component of our ability to monitor for these patterns and provide for the safety of our entire community.
Fourth, the information that is shared is treated in a responsible manner and not provided to individuals who do not need to know.
So even if you are not a "Responsible Employee," please consider letting the University know if you hear that a student has experienced sexual assault, intimate partner violence, sexual/gender-based harassment or stalking.
We will ensure the student has appropriate and relevant information to receive assistance and make informed choices. We will also assess the situation to consider the safety of every member of our community.
How do you share?
Online (24/7): Visit the Office for Institutional Equity website and complete the Discrimination, Discriminatory Harassment and Sexual Misconduct Reporting Form. Provide whatever information you feel able to share.
To locate the form, navigate to the umich.edu home page, then search for OIE and click the link to the OIE website. The Discrimination, Discriminatory Harassment and Sexual Misconduct Reporting Form is listed on the main OIE page.
If you do not wish to provide information online, you can contact OIE in person, via email or via telephone (business hours). Please contact Title IX Coordinator, Office for Institutional Equity. He is located at 2072 Administrative Services Building. Contact by phone at 734-763-0235 (voice) or 734-647-1388 (TTY). Or email institutional.equity@umich.edu.
What happens after I share information?
OIE may contact you directly for more information, if available. OIE will proceed to address the matter consistent with University policy (PDF).
It can be very difficult for a student to share this information with you, and it can also be hard to know how to respond well.
There are three steps to help create a supportive disclosure environment.
Realistically, we can't always predict when a student or a third party (such as a friend of the student) may disclose information about sexual assault, intimate partner violence, sexual and gender-based harassment, stalking, violation of interim measures or retaliation.
While we want to help students with these concerns, we respect that to the extent possible they should control when and how information is shared about their concerns.
For this reason, please let the student or third party know that you want to help, and whether you will be sharing certain forms of information with OIE.
If it is possible to share this information before the student or third party discloses information to you, please do, and answer questions about what it means when you share information with OIE.
If a student discloses before you are able to provide this information or you do not realize the student is going to disclose, please let the student know during that conversation, if possible, that you will be sharing information with OIE.
If it would be helpful, you can call OIE with the student to talk about what happens when information of this type is shared with OIE.
Some faculty and staff place signs in their workspaces to notify students that they will be sharing information with OIE. An example of the sign text is: "On Confidentiality... Almost everything we talk about here is confidential - just between us. But, if I learn of an instance of sexual or gender-based misconduct, or other forms of interpersonal violence, I share this information with the University."
Note that this sign may not be appropriate for individuals who are obligated to report certain types of behavior due to the nature of their work or position at the University.
Please bear in mind, however, that even if you have a sign, that does not mean it was seen or understood, so be mindful to provide this information as early as possible in conversations that may lead to a disclosure.
For example, you may start conversations by saying:
"I'm not sure why you're here to speak with me today, but whatever it is, I hope I can help and that's my goal. I just want you to know, though, that there are certain types of information that, if I become aware of them, I plan to share with the Office for Institutional Equity. These are things like sexual assault, intimate partner violence, sexual or gender-based harassment, stalking, violation of interim measures and retaliation. If it's one of those things, I will share what I know with OIE and they then follow up with you. There are places where you can go to speak with somebody confidentially about these matters. Do you have questions or would you like the list of confidential resources?"
It is also important to know that while you want the student/third party to understand that you will share information about certain topics, you should be careful not to use language that seems to dissuade the person from disclosing to you or from using the University's administrative complaint process.
A factual conversation about what sharing information means is usually best.
It is important to listen without asking questions. Keep in mind that you are not being asked to (nor should you) investigate the matter. Sometimes even well-intended questions or comments can seem judgmental.
It is always okay to ask how you can help the person.
Another step in creating a supportive environment is to give information.
Provide a copy of the Our Community Matters (PDF) brochure and help the student connect with a confidential resource, if the student wishes.
Although the student may wish to share information only with you, there are places where students can go to speak about these matters confidentially and receive support.
In addition to providing information about confidential resources, it is also helpful to provide a copy of the Our Community Matters (PDF) brochure.
This document provides information on resources and options, and also answers questions students may have on issues that might otherwise form a barrier to their ability to seek services or redress.
It can be very difficult to hear a first-hand account of another individual's traumatic experience. This is sometimes referred to as "secondary trauma."
If you have been impacted by such a disclosure and would like to speak with somebody about it confidentially, please contact:
What happens after you share information with the University?
First, the University seeks to address immediate health and safety concerns.
Then the University asks the student what action they would like to take.
If the student would like an investigation or other response (e.g., alternative resolution), that action begins at the student's request.
During the investigation process, the parties have a full opportunity to share and review information before a decision is reached, but the parties will never be asked to be in the same room.
If the student does not wish for an investigation or other action to take place, or does not want the Respondent to know they raised concerns, that request is considered by a Review Panel.
After receiving the Review Panel's advice, the Title IX Coordinator decides how to proceed.
In most instances, the University follows the student's wishes, although the student is informed that they may request an investigation or other action in the future.
Although it is not common, in some instances (usually due to safety concerns) the University moves forward with an investigation or other action even though the student does not want action or does not want their concerns known by Respondent. The University is transparent with the student when this occurs and makes support available.
What does this process look like from the student's perspective?
After information is received by OIE, OIE emails the student, describing their options and available resources and support. This ensures that students are aware of how to lodge a complaint and understand that they can receive support and interim measures even if they do not want an investigation. Depending on the issue, DPSS may also contact the student to see if they want to lodge a criminal complaint and would like assistance with that process.
If the student wants an OIE investigation to occur, OIE speaks with the student and the investigation process begins.
When the student doesn't respond to email or indicates that they do not want an OIE investigation, OIE emails the student a final time to provide the student with information about options and resources, to let the student know that interim measures are still available, and to ensure the student understands that they may request an OIE investigation at a later time if they wish. OIE has no further contact with the student unless, after the Review Panel process, it is decided that the University must move forward with an OIE investigation. The student would be informed, offered support, and offered the opportunity to participate if they wish.
This has been a relatively short discussion of a very complex subject.
We hope you will take the opportunity to learn more about the University's response to issues of sexual and gender-based violence, including:
If desired, you can review the Responsible Employees section of this training to learn additional information. Otherwise, proceed to the Course Completion section.
You are a Responsible Employee, along with many other individuals on campus.
As a Responsible Employee, your responsibility is to share information with the University if you learn (directly or indirectly) that a student may have experienced the following behaviors:
Although you are a Responsible Employee, it is not your responsibility to investigate these types of concerns.
Under the law, individuals who address these matters must receive specific training.
As a Responsible Employee, your obligation is to share information with the University. The University will then consider next steps consistent with the Policy (PDF).
The Policy (PDF) contains nuanced definitions of the various behaviors at issue. These behaviors are:
We are not, however, asking you to become an expert in these definitions or to make judgments about whether the behavior falls inside or outside of the definitions. Indeed, a thorough investigation may be necessary to reach that conclusion.
Next, you will learn about these behaviors and evaluate situations to determine if they are examples of the behaviors. When you aren't sure if the behavior falls under the Policy, we recommend you err on the side of sharing the information.
If you hear that a student has concerns about sexual assault, share it.
Sexual assault is sexual touching, from touching breasts, buttocks, groin or genitals to oral, vaginal or anal penetration, which occurs without consent.
It is not necessary to try to figure out if the student consented to the behavior or exactly what behavior occurred. Again, you should not seek to investigate the matter.
Rather, if a student has raised concerns about possible unwanted sexual contact, that should be shared.
Here are two examples of situations you would need to share with the University:
A statement such as "I had a great time with my partner this past weekend. We even had sex for the first time." indicates consensual sexual activity, not sexual assault, and does not need to be shared.
As with sexual assault, if you hear that a student has concerns about intimate partner violence, share it. If you aren't sure whether the behavior falls under the policy, err on the side of sharing information.
Intimate partner violence (IPV), also called domestic violence or dating violence, includes physical violence or threats of physical violence, including sexual violence.
IPV may also include economic or emotional abuse (intimidation, manipulation, humiliation, isolation, seeking to induce fear, seeking to induce terror, coercion, threats, blame, hurt, injury or wounds).
Here are two examples of situations that would need to be shared with the University:
A situation where a student tells you "I decided to go home this weekend to see my parents and my partner was so mad because we had already made other plans together that I broke. My partner didn't call or text me all weekend and wouldn't respond to my calls or texts, so it was good to reconnect today.", they are describing something that can occur in a non-abusive relationship, and does not need to be shared.
Stalking can happen in person, online, directly or through other persons.
Stalking is when one person engages in a course of conduct toward another under circumstances that would cause a reasonable person to fear bodily injury to themselves or others, or experience substantial emotional distress.
Here are two examples of situations that need to be shared with the University:
An example of situation that is uncomfortable but does not need to be shared is if a student says that another student who lives in their residence hall follows them on Instagram and also "friended" them on Facebook. They felt they had to accept the friend request, but they don't really like this person.
Sexual harassment and gender-based harassment can be verbal, non-verbal, graphic, physical or other behavior.
Sexual harassment is unwelcome conduct of a sexual nature. This can encompass behavior from telling dirty jokes to sexual assault and everything in between.
Gender-Based Harassment is harassment based on actual or perceived gender, sexual orientation, gender identity or gender expression.
Here are four examples of situations that need to be shared with the University:
Every person who in good faith reports or participates in the investigation of sexual assault, IPV, stalking or sexual/gender-based harassment is protected from retaliation. This means retaliation by anybody who is aware of their participation, not just the person about whom they raised concerns.
In addition, the University often puts "interim measures" in place while the matter is being addressed. These may include instructing a party to have no contact of any kind, direct or indirect, with the other party; limiting a party's access to certain buildings or spaces so as to avoid contact; interim suspension; etc.
If you learn that a party may have engaged in retaliation or violated an interim measure, you are expected to share that information with the University as soon as practicable using the same reporting avenues as for sexual assault, IPV, stalking and sexual/gender-based harassment.
What exactly would you share?
All of the details known to you, including the names of the persons involved, when you were told, precisely what information was shared, and your contact information. It is okay if you don't have many details, just share what you know.
When should you share?
You should share as soon as possible upon learning of the behavior.
What happens after I share information?
If you submit information online, you will receive a confirmation email. OIE may also contact you for more information, if available. OIE will then proceed to handle the matter consistent with University policy (PDF).
How do you share?
Online (24/7): Visit the Office for Institutional Equity website and complete the Responsible Employee Information Sharing form. Please answer all questions that you can.
To locate the form, navigate to the umich.edu home page, then search for OIE and click the link to the OIE website. Click "Information for Responsible Employees", then click "Share information with OIE using this form". You are taken to the Mandatory Reporting at U-M web page. Click the Responsible Employee Information Sharing button to access the form.
You can also contact OIE in person, via email or via telephone (business hours). Please contact Title IX Coordinator, Office for Institutional Equity. He is located at 2072 Administrative Services Building. Contact by phone at 734-763-0235 (voice) or 734-647-1388 (TTY). Or email institutional.equity@umich.edu.
It can be very difficult for a student to share this information with you, and it can also be hard to know how to respond well.
There are three steps to help create a supportive disclosure environment.
Realistically, we can't always predict when a student or a third party (such as a friend of the student) may disclose information about sexual assault, intimate partner violence, sexual and gender-based harassment, stalking, violation of interim measures or retaliation.
While we want to help students with these concerns, we respect that to the extent possible they should control when and how information is shared about their concerns.
For this reason, please let the student or third party know that you want to help, but that as a Responsible Employee, you are obligated to share certain forms of information with OIE.
If it is possible to share that you are a Responsible Employee before the student or third party discloses information to you, please do, and answer questions about what it means when you share information with OIE.
If a student discloses before you are able to provide this information or you do not realize the student is going to disclose, please let the student know during that conversation, if possible, that you are a Responsible Employee and that you will be sharing information with OIE.
If it would be helpful, you can call OIE with the student to talk about what happens when information of this type is shared with OIE.
Some faculty and staff place signs in their workspaces to notify students of their obligation to share information.
The University has created a sign that faculty and staff may wish to use to identify themselves as Responsible Employees.
Faculty and staff should bear in mind that they should not fully rely upon this sign to signify their Responsible Employee status. For example, a student may not be able to see the RE sign. In addition, the University is in the process of educating our students about this RE sign and what it means, so many students will not, at this point, be familiar with the sign. Even if one has the RE sign hanging in their office or on their door, it is always important to be transparent with students about your Responsible Employee status and the availability of confidential resources.
Please bear in mind, however, that even if you have a sign, that does not mean it was seen or understood, so be mindful to share your status as a Responsible Employee as early as possible in any conversation that may lead to a disclosure.
For example, you may start conversations by saying:
"I'm not sure why you're here to speak with me today, but whatever it is, I hope I can help and that's my goal. I just want you to know, though, that under University policy there are a few issues that, if I become aware of them, I have to share them with the Office for Institutional Equity. These are things like sexual assault, intimate partner violence, sexual or gender-based harassment, stalking, violation of interim measures and retaliation. If it's one of those things, I need to share what I know with OIE and they then follow up with you. There are places where students can go to speak with somebody confidentially about these matters, but I just can't do that. Do you have questions or would you like the list of confidential resources?"
It is also important to know that while you want the student/third party to understand that you will share information about certain topics, you should be careful not to use language that seems to dissuade the person from disclosing to you or from using the University's administrative complaint process.
A factual conversation about what sharing information means is usually best.
It is important to listen without asking questions. Keep in mind that you are not being asked to (nor should you) investigate the matter. Sometimes even well-intended questions or comments can seem judgmental.
It is always okay to ask how you can help the person.
The third step to creating a supportive environment is to give information.
Provide a copy of the Our Community Matters (PDF) brochure and help the student connect with a confidential resource, if the student wishes.
Although you as a Responsible Employee must share information with the University about sexual assault, IPV, etc., there are places where students can go to speak about these matters confidentially and receive support.
Let the student know this.
The resources are:
In addition to providing information about confidential resources, it is also helpful to provide a copy of the Our Community Matters (PDF) brochure.
This document provides information on resources and options, and also answers questions students may have on issues that might otherwise form a barrier to their ability to seek services or redress.
It can be very difficult to hear a first-hand account of another individual's traumatic experience. This is sometimes referred to as "secondary trauma."
If you have been impacted by such a disclosure and would like to speak with somebody about it confidentially, please contact:
What happens after you share information with the University?
First, the University seeks to address immediate health and safety concerns.
Then the University asks the student what action they would like to take.
If the student would like an investigation or other response (e.g., alternative resolution), that action begins at the student's request.
During the investigation process, the parties have a full opportunity to share and review information before a decision is reached, but the parties will never be asked to be in the same room.
If the student does not wish for an investigation or other action to take place, or does not want the Respondent to know they raised concerns, that request is considered by a Review Panel.
After receiving the Review Panel's advice, the Title IX Coordinator decides how to proceed.
In most instances, the University follows the student's wishes, although the student is informed that they may request an investigation or other action in the future.
Although it is not common, in some instances (usually due to safety concerns) the University moves forward with an investigation or other action even though the student does not want action or does not want their concerns known by Respondent. The University is transparent with the student when this occurs and makes support available.
What does this process look like from the student's perspective?
After information is received by OIE, OIE emails the student, describing their options and available resources and support. This ensures that students are aware of how to lodge a complaint and understand that they can receive support and interim measures even if they do not want an investigation. Depending on the issue, DPSS may also contact the student to see if they want to lodge a criminal complaint and would like assistance with that process.
If the student wants an OIE investigation to occur, OIE speaks with the student and the investigation process begins.
When the student doesn't respond to email or indicates that they do not want an OIE investigation, OIE emails the student a final time to provide the student with information about options and resources, to let the student know that interim measures are still available, and to ensure the student understands that they may request an OIE investigation at a later time if they wish. OIE has no further contact with the student unless, after the Review Panel process, it is decided that the University must move forward with an OIE investigation. The student would be informed, offered support, and offered the opportunity to participate if they wish.
This has been a relatively short discussion of a very complex subject.
We hope you will take the opportunity to learn more about the University's response to issues of sexual and gender-based violence, including:
If desired, you can review the Responsible Employees section of this training to learn additional information. Otherwise, proceed to the Course Completion section.
Send an email with subject line: Responsible Employees: Course Completed
to Accessible.Responsible.Employee.Training@umich.edu to let us know that you have completed the course.
If you have questions about the Policy, your role or any other aspect of this program, please contact:
Title IX Coordinator, Office for Institutional Equity
2072 Administrative Services Building
734-763-0235 (voice); 734-647-1388 (TTY); institutional.equity@umich.edu