Title IX: Prohibiting Sex-Based Discrimination in Education
Explore the significance of Title IX in preventing sex-based discrimination in education programs receiving federal financial support. Learn about the definitions of sex-based discrimination and harassment, including examples of behavior covered under Title IX. Discover the key components of Title IX and its impact on creating a safe and inclusive educational environment.
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Presentation Transcript
Title IX EMPLOYEE TRAINING 2024
Welcome! -Alisha Drain Title IX Coordinator
What is Title IX? No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving Federal financial assistance. 20 U.S.C. 1681(a) . TITLE IX PROHIBITS Sex based discrimination and Harassment (ALL EMPLOYEES and Students).
Sex based Discrimination Includes sexual harassment and is defined as conduct directed at a specific individual or a group of identifiable individuals that subjects the individual or group to treatment that adversely affects their education or employment, or school-related benefits, on account of sex or gender (including sex stereotypes, sex characteristics, pregnancy or related conditions, sexual orientation and gender identity). This may include acts of verbal, nonverbal, or physical aggression, intimidation, or hostility based on sex or sex-stereotyping, even if those acts do not involve conduct of a sexual nature. (Example: Male student being denied the opportunity to cheer, sex-based hiring practices- male coaches only, etc.)
Sex Based Harassment Under Title IX, SBH is considered a form of Sex- based discrimination. Sex-based harassment is defined broadly to include any instance of: quid pro quo harassment, the creation of a hostile environment through unwelcome conduct so severe OR pervasive that it denies a person equal education access, and any specific offense of sexual assault as defined by federal law. This includes harassment based on sex stereotypes, sex characteristics, pregnancy or related conditions, gender identity and sexual orientation, as well as any other sex-based conduct.
The BIG 6 1. Quid Pro Quo (QPQ) (example: a teacher offering a better grade in exchange for a sexual favor). An employee, agent, or other person authorized by the district to provide an aid, benefit, or services under the recipients education program or activity explicitly or impliedly conditions the provision of such aid, or services on a persons participation in unwelcome sexual conduct. 2. Hostile Environment Harassment (example: An inappropriate image is being spread via social media, leading to the student being subjected to bullying, negative comments, etc.) The event has led to a hostile environment so severe OR pervasive that the students access to the educational environment or activity has been affected. (Down Stream Effect- obligated to determine if an incident occurring outside of the educational environment is leading to a hostile environment). 3. Sexual Assault (SA) 4. Dating Violence (DV) 5. Domestic Violence (DV) 6. Stalking (What other types of Incidents can you think of that could fall under Title IX?)
Why Does Title IX Matter? Eight in 10 students experience some form of harassment during their school years, and more than 25% of them experience it often. Girls are more likely than boys to experience sexual harassment (56% versus 40%), but boys today are more likely to be harassed than boys were in 1993. Girls are more likely than boys to say that sexual harassment caused them to not want to go to school, change the way they go home from school, and have trouble sleeping.
What Should Staff Report? ALL employees are mandated reporters and must report ANY notice or report of sexual discrimination or sexual harassment that occurs within the scope of the educational setting directly to the Title IX Coordinator. -On school grounds. -At a school sponsored event. -Conduct leading to the down stream effect. -Conduct involving a staff member regardless of location. -Pregnancy.
Staff Reporting Requirements! WHO: All school district employees are required to immediately report to the District s Title IX Coordinator upon notice of an event. An employee is considered onnotice the moment they are aware of any information or behavior that could fall under title IX. What: *Any suspicion or incident of sex-based discrimination and/or harassment MUST be reported, regardless of the severity or personal opinion of severity. Allegations of specific offences of sexual assault may also be reported to local law enforcement or the Department of Human Services. *ALL district employees are responsible for taking all appropriate action to prevent sex discrimination or sexual harassment, to correct it when it occurs, and must promptly report it to the Title IX Coordinator and administration. **Failure to do so may result in disciplinary action up to and including termination.** *If you are unsure if the incident could be Title IX..REPORT
How should staff Report? Report to the District Title IX Coordinator ASAP Title IX Coordinator: Alisha Drain (918)-696-7656 EXT3249 adrain@stilwellk12.org Office Location: SGS 10 S 6th ST Stilwell, OK Deputy: Darrel Hendrix (918)-696-7001 EXT 2209 dhenrix@stilwellk12.org Office Location: SHS Inform your site administration. R eporting to the Title IX C oordinator does N OT relieve any person(s) of their m andated obligation to report suspected child abuse to the D epartm ent of H um an Services and law enforcem ent!
Student reporting requirements Students shall report any instances of sex discrimination or sexual harassment to any district employee and the Title IX Coordinator. Only victims or their parents or guardians can initiate a complaint of sexual harassment. A complaint should be filed as soon as possible. If either the complainant or the respondent is a student, the incident will be addressed through the Title IX process. The report can be made in person, by phone, mail, or email using the contact information listed for the Title IX Coordinator or by any other means that result in the Coordinator receiving the report. The report can be made any time, even during non-business hours.
Notes! All Employees must remain neutral. Respondent is presumed innocent until the determination is made. We can NOT discipline a respondent prior to following the Title IX process, even if the respondent admits to the alleged conduct. We can implement an emergency removal, only in EXTREME incidents and after a threat assessment indicates the need. Supportive measures will be put in place. If you have a student with supportive measures, you will be informed regarding the measures in place. Teachers will not be provided with detailed information regarding the event/ allegations. Staff and students must refrain from speaking about the event to others during the grievance process. Staff are required to engage in the grievance process if instructed to do so. Students may refuse to participate.
