What is Title IX
Title IX of the Education Amendments of 1972 (20 U.S.C. § 1681 & its implementing regulation at 34 C.F.R Part 106) provides that “no person shall, on the basis of sex, be excluded from participation in, be denied benefits, or be subjected to discrimination under any education program or activity receiving federal financial assistance.”
At the Georgia State University, sexual misconduct includes, but is not limited to, sexual harassment, sexual violence, sexual exploitation, non-consensual sexual contact, non-consensual sexual intercourse, dating violence, domestic violence and stalking.
The Title IX Coordinator monitors GSU’s compliance with Title IX, oversees investigation and adjudication of complaints, and delivers Title IX training to the GSU community.
What is Title IX of the Education Amendments of 1972?
Title IX of the Education Amendments of 1972 was the first comprehensive federal law to prohibit sex discrimination against students and employees of educational institutions. Title IX states, in part:
No person.shall, on the basis of sex, be excluded from participation in, be denied benefits of, or be subjected to discrimination under any education program or activity receiving federal financial assistance…
The policy of Georgia State University is to implement affirmative action and equal opportunity for all employees, students and applicants for employment or admission without regard to race, color, religion, national origin, sex, age, veteran status or disability.
Under Title IX who is protected from sexual harassment?
Title IX prohibits sex discrimination. Sexual harassment is a form of prohibited sex discrimination. Title IX protects students from sexual harassment in educational programs or activities operated by recipients of federal funding.
Who is the Title IX coordinator for Georgia State University?
- Respond to reports of sex discrimination by students, faculty, and staff.
- Oversee Title IX complaints and identifying and addressing any patterns or systemic problems that arise during the review of such complaints, in consultation with the Office of Legal Affairs.
- Conduct Title IX training.
How do Students get information regarding Title IX?
Deputy Title IX Coordinator/Student Affairs-Dean of Students
Student Center, Suite 300
Atlanta, Georgia 30303
Office: (404) 413-1515
- Respond to discrimination complaints on the basis of sex reported by students.
- Conduct Title IX training.
For additional information:
How does athletics comply with Title IX?
Title IX of the Education Amendments of 1972 prohibits sex discrimination in educational programs that receive federal funds. While the law applies to all aspects of educational opportunities, it probably is best known for its application to sports. Title IX requires that educational institutions (1) provide male and female students with equal opportunities to play sports, (2) give male and female athletes their fair share of athletic scholarship dollars, and (3) provide equal benefits and services (such as facilities, coaching, and publicity) to male and female athletes overall.
Title IX has helped females participate in interscholastic and intercollegiate athletics in far greater numbers than they had in the past. When Title IX became law, dramatic change was needed to level the playing fields of this nation’s schools and to change the perception of the place of females on them. Just one year before the enactment of Title IX, fewer than 300,000 high school females played interscholastic sports. Today, that number is more than 3.1 million.
The Deputy Title IX Coordinator for Athletics is Kelcey Roegiers, Senior Associate Athletic Director. She can be reached at email@example.com or 404-413-4005.
What are some of the important terms related to Title IX?
Violence committed by a person who is or has been in a social relationship of a romantic or intimate nature with the alleged victim. Dating violence includes, but is not limited to, sexual or physical abuse or the threat of such abuse. Dating violence does not include acts covered under the definition of domestic violence.
Violence committed by a current or former spouse or intimate partner of the alleged victim; by a person with whom the alleged victim shares a child in common; by a person who is cohabitating with, or has cohabitated with, the victim as a spouse or intimate partner, or by a person similarly situated to a spouse of the alleged victim.
General Pattern of Behavior:
- Tension Building: Relationship begins to get strained or tense between partners.
- Explosion: Outburst that includes verbal, emotional, or physical abuse.
- Honeymoon: Apologies where the abuser tries to re-connect with his/her partner by shifting the blame onto someone or something else.
Signs that it could be dating or domestic partner violence:
- constantly blames his/her boyfriend or girlfriend for everything, including his/her own abusive behavior/temper
- makes mean and degrading comments about a partner’s appearance, beliefs or accomplishments
- constantly checks the other person’s cell phone or email without permission
- monitors where the partner is going, who he/she is going with and what he/she is doing
- isolates the other partner from friends and family
- controls money and time
- shows extreme jealousy
- loses his/her temper
- physically and/or sexually assaults another
- damages the other person’s property
The other person:
- gives up things that are important to him/her
- cancels plans with friends to appease the other person
- becomes isolated from family or friends
- worries about making his/her significant other angry
- shows signs of physical abuse like bruises or cuts
- feels embarrassed or ashamed about what is going on in his/her relationship
- consistently makes excuses for his/her significant other’s behavior
Experiencing intimate partner violence can be a serious and frightening experience. The threat of repeated danger can be extremely upsetting. Here is a list of common feelings and reactions that survivors of intimate partner violence have reported:
- Difficulty concentrating, sleeping or remembering things
The physical and/or mental inability to make informed, rational judgments. It can result from mental disability, sleep, involuntary physical restraint, status as a minor under the age of 16, or from the intentional or unintentional taking of alcohol and/or other drugs. Whether someone is incapacitated is to be judged from the perspective of an objectively reasonable person.
Nonconsensual Sexual Contact
Any physical contact with another person of a sexual nature without the person’s consent. It includes but is not limited to touching (or penetrating) of a person’s intimate parts (such as genitalia, groin, breasts, or buttocks); touching (or penetrating) a person with one’s own intimate parts, or forcing a person to touch his or her own or another person’s intimate parts.
Institution employees who have been designated by the institution’s Title IX Coordinator to talk with an alleged victim in confidence. Confidential Employees must only report that the incident occurred and provide the date, time, location, and name of the alleged respondent (if known) without revealing any information that would personally identify the alleged victim. This minimal reporting must be submitted in compliance with Title IX and the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (“Clery Act”). Confidential Employees may be required to fully disclose details of an incident in order to ensure campus safety.
Individuals employed by the institution to whom a complainant or alleged victim may talk in confidence, as provided by law. Disclosure to these employees will not automatically trigger an investigation against the complainant’s or alleged victim’s wishes. Privileged Employees include those providing counseling, advocacy, health, mental health, or sexual-assault related services (e.g., sexual assault resource centers, campus health centers, pastoral counselors, and campus mental health centers) or as otherwise provided by applicable law. Exceptions to confidentiality exist where the conduct involves suspected abuse of a minor (in Georgia, under the age of 18) or otherwise provided by law, such as imminent threat of serious harm.
Individual who is alleged to have engaged in conduct that violates this policy. Responsible Employees: Those employees who must promptly and fully report complaints of or information regarding sexual misconduct to the Title IX Coordinator. Responsible Employees include any administrator, supervisor, faculty member, or other people in a position of authority who is not a Confidential or Privileged Employee. Student employees who serve in a supervisory, advisory, or managerial role are in a position of authority for purposes of this Policy (e.g.,
teaching assistants, residential assistants, student managers, orientation leaders, etc.). Responsible Employees are not required to report information disclosed at public awareness events (e.g., “Take Back the Night,” candlelight vigils, protests, “survivor speak-outs” or other public forums in which students may disclose incidents of prohibited conduct).
Taking non- consensual or abusive sexual advantage of another for one’s own advantage or benefit, or for the benefit or advantage of anyone other than the one being exploited. Examples of sexual exploitation may include, but are not limited to, the following:
1. Invasion of sexual privacy;
2. Prostituting another individual;
3. Non-consensual photos, video or audio of sexual activity;
4. Non-consensual distribution of photo, video or audio of sexual activity, even if the sexual activity was consensual;
5. Intentional observation of nonconsenting individuals who are partially undressed, naked, or engaged in sexual acts;
6. Knowingly transmitting an STD or HIV to another individual through sexual activity;
7. Intentionally and inappropriately exposing one’s breasts, buttocks, groin, or genitals in non-consensual circumstances; and/or
8. Sexually-based bullying
Unwelcome verbal, nonverbal, or physical conduct, based on sex or on gender stereotypes, that: is implicitly or explicitly a term or condition of employment or status in a course, program, or activity; is a basis for employment/ or educational decisions; or is sufficiently severe, persistent, or pervasive to interfere with one’s work or educational performance creating an intimidating, hostile, or offensive work or learning environment, or interfering with or limiting one’s ability to participate in or benefit from an institutional program or activity.
Signs that it could be sexual harassment:
- Sexual comments or inappropriate references to gender
- Sexually explicit statements, questions, jokes, or anecdotes regardless of the means of communication (oral, written, electronic, etc.)
- Unwanted touching, patting, hugging, brushing against a person’s body or staring
- Inquiries or commentaries about sexual activity, experience, or orientation
- Display of inappropriate or sexually-oriented material in locations where others can view them
- Offers of or demands for sex for jobs, promotions, money or other opportunities or rewards
- Unwanted flirtation, advances or propositions
Effects of Sexual Harassment
Being sexually harassed can devastate your psychological health, physical well-being, and vocational development. Survivors who have been harassed often change their jobs, career goals, job assignments, educational programs or academic majors. In addition, survivors have reported psychological and physical reactions to being harassed that are similar to reactions to other forms of stress. They may include:
- Depression, anxiety, shock, denial
- Anger, fear, frustration, irritability
- Insecurity, embarrassment, feelings of betrayal
- Confusion, feelings of being powerless
- Shame, self-consciousness, low self-esteem
- Guilt, self-blame, isolation
- Gastrointestinal distress
- Dermatological reactions
- Weight fluctuations
- Sleep Disturbances, nightmares
- Phobias, panic reactions
- Sexual problems
- Decreased job satisfaction
- Unfavorable performance evaluations
- Loss of job or promotion
- Drop-in academic or work performance due to stress
- Withdrawal from work or school
- Change in career goals
Includes, but is not limited to, such unwanted behavior as dating violence, domestic violence, nonconsensual sexual contact, sexual exploitation, sexual harassment, and stalking.
Engaging in a course of conduct directed at a specific person that would cause a reasonable person to fear for his or her safety or the safety of others or suffer substantial emotional distress. Course of conduct means two or more acts, including, but not limited to, acts in which the stalker directly, indirectly, or through third parties, by any action, method, device, or means, follows, monitors, observes, surveils, threatens, or communicates to or about a person, or interferes with a person’s property. Reasonable person means a reasonable person under similar circumstances and with similar identities to the victim. Substantial emotional distress means significant mental suffering or anguish that may but does not necessarily, require medical or other professional treatment or counseling.
Signs that it could be stalking:
- Following you, with or without your knowledge
- Calling or texting excessively
- Knowing your schedule and/or showing up at places you go
- Threatening to hurt you, your friends, family, pets, or themselves
- Damaging your property
- It can even look romantic or non-threatening, like cards, flowers, emails, etc, but if this behavior is unwanted, it could be stalking.
As a resource, the Office of Opportunity Development – AA/EEO Training and Compliance provides in-person educational sessions for compliance with Georgia State’s policies and guidelines. Focus and interpretation of key terms and definitions, and examination of state and federal laws will be reviewed to educate the audience in the support of Georgia State’s commitment to appropriate conduct of faculty, staff, and students as members of the university community.
Sexual Misconduct and Georgia State University Related Policies
Educational sessions on Title IX sexual misconduct and Georgia State policies include specific definitions of what constitutes sexual misconduct and how to respond as a responsible employee. Upon completion of this educational session, attendees will be able to:
- Define sexual misconduct
- Understand the federal laws and Georgia State policies related to sexual misconduct
- Identify inappropriate behaviors of a sexual nature
- Understand an employee’s responsibility in responding to sexual misconduct
These educational sessions are available for faculty, staff and students in a classroom setting sessions include an interactive presentation and engaging dialogue with the audience using specific examples and appropriate discussion on the subject matter.
Send an email to firstname.lastname@example.org to request more information.
To help promote a violence-free campus, the University System of Georgia (USG) Board of Regents has mandated and required that all faculty and staff members “receive specific education and training with regard to reporting responsibilities, requests for confidentiality and other matters related to the prevention of sexual misconduct.” This mandate is in accordance with the approved recommendations from the Campus Safety & Security Committee. The sexual misconduct related training is being offered in person and via Haven for Employees, is an online learning module that will provide you with the appropriate information on the prevention of sexual misconduct and your role as a responsible employee.*Employees are invited to attend an in-person sexual misconduct educational session or complete Haven for Employees so the university is in compliance with the Board of Regents mandate. If you have not attended an in-person session, Haven for Employees is an option for you to receive the information.
Haven will take you about 45 minutes to one hour to complete you do not need to complete the course in one sitting. Haven consists of two parts, Part 1 includes a pre-survey and course content. Fifteen days after you have completed Part 1 you will receive an email notifying you that Part 2 is ready.
Responses are anonymous, Georgia State will only receive information about the faculty and staff body as a whole and will not see individual faculty and staff answers.
**Select the link below to begin the module:
Instructions for accessing the course:
- Login using your campus ID and password
- Register by selecting your age group, status (faculty or staff), agree to the terms of service, select next and begin the course
Tips for completing Haven for Employees:
- Use Google Chrome or Firefox web browsers (updated versions).
- Make sure to login using your campus id (example: employee1) do not use your Georgia State email.
- You may stop the training and pick back up at a later time, click on the link above to return to the Georgia State login page.
- You will complete Survey1 and the Pre-Course Quiz before you begin the training modules.
- You cannot skip or advance to other areas of the training.
- There are interactive elements (accurate responses must be achieved to proceed to the next module).
- When requesting help take screenshots to assist in troubleshooting efforts, send to email@example.com
- Request the In-Person Sexual Misconduct Training schedule via email: firstname.lastname@example.org
8:30 a.m.-5:15 p.m.
One Park Place
P.O. Box 3983
Atlanta, GA 30303