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 Return to: Student Handbook
Andrews University affirms that every human being is valuable in the sight of God. The University expects students, employees and guests to treat each other and the wider community with respect and dignity, and will not tolerate discrimination or harassment. Students have the right to supportive academic, work and residential settings that are free from conduct that could create a hostile, intimidating or offensive environment. Students and employees should report inappropriate, erratic, harassing, threatening or violent behavior, no matter how mild or severe, that may jeopardize the health or safety of an individual or the community or that disrupts the mission and/or normal processes of the University. This allows the University to address behavioral concerns in a timely manner.
Discrimination
Andrews University prohibits discrimination against any student on the basis of race, color, national origin, sex, religion, age, disability or any other legally protected characteristic. Discrimination that occurs because of a legally protected characteristic may violate the policies of the University even if the discriminatory behavior is not unlawful.
Sexual orientation, which is not a legally protected characteristic, is regarded by the University in a manner consistent with the position of the Seventh-day Adventist Church, which makes a distinction between orientation and behavior. Sexual orientation is not to be a consideration in issues related to academic, work or residential environments, except as necessary to upholding the University’s commitment to moral propriety as understood by the Seventh-day Adventist Church. However, promoting or engaging in certain behaviors is prohibited in the University’s Code of Student Conduct (see Code of Student Conduct ).
Harassment
Andrews University prohibits harassment of any kind. Harassment is often based upon an intentional intolerance or disparagement of personal characteristics such as race, color, national origin, sex, sexual orientation, religion, age or disability, or any legally protected characteristic. Harassment occurs when a person or group engages in unwelcome conduct so severe and/or pervasive that it unreasonably interferes with an individual’s work or academic performance or creates an intimidating, hostile or offensive academic, work or residential environment. Harassment is prohibited whether it takes place on-campus, off-campus, or in cyberspace. This definition of harassment should not be construed to infringe on the right of faculty, staff and students to discuss, inquire, express and petition within the limits described later in this section.
Sexual Harassment
Like other forms of harassment that are based on an individual’s legally protected characteristic, sexual harassment is a form of discrimination, and it is strictly prohibited. Unlawful sexual harassment takes one of two forms: 1) quid pro quo harassment or 2) hostile environment harassment. Quid pro quo harassment typically involves an exchange of sexual favors for some benefit, and it most often occurs where there is a power differential (e.g., professor and student or boss and employee). Hostile environment harassment can occur when conduct is so severe and/or pervasive that it unreasonably interferes with an individual’s work or academic performance or creates an intimidating, hostile or offensive work or academic environment. Both kinds of harassment are prohibited. The following are types of behavior which may constitute sexual harassment:
- Unwelcome sexual advances or requests for sexual favors
- Unwelcome touching
- Showing/displaying sexually suggestive or objectifying pictures or words
- Sexually suggestive jokes
Other unwanted verbal, visual or physical conduct of a sexual nature may constitute sexual harassment when:
- Submission to such conduct is made either explicitly or implicitly as a term or condition of an individual’s employment, academic achievement or advancement
- Submission to or rejection of such conduct is used, threatened or insinuated as the basis for decisions affecting employment, wages, promotion, assigned duties or academic standing of an individual
- Such conduct has the purpose or effect of interfering with an individual’s ability to carry out his or her responsibilities
Stalking
Stalking is an insidious form of harassment that may initially be dismissed as harmless yet can dramatically impact the life of the person stalked and pose both physical and psychological risks. Most stalkers know the person they target. Stalking behavior is strictly prohibited and all concerns about stalking should be taken seriously, whether or not there appears to be a level of threat. Stalking behaviors include, but are not limited to:
- Non-consensual communication, including face-to-face, telephone calls, voice messages, electronic mail, online communication, written letters, unwanted gifts, etc.
- Threatening or obscene gestures
- Pursuing or following
- Surveillance or other types of observation
- Trespassing
- Vandalism
- Non-consensual touching
What to do about Discrimination or Harassment
If you witness or experience behavior which you think is inappropriate, you should do something about it. The following steps are suggestions you may want to consider. Every circumstance is different, however, and the important thing is that you do take some steps to correct the behavior.
- Indicate assertively to the alleged harasser that such conduct is offensive, unwelcome and should be stopped immediately (studies show that most harassers will stop if they know their behavior is offending someone).
- Document a written report of the incident noting date, time, location; identifying alleged harasser and witnesses; and giving a detailed description of the unwanted behavior incident.
- Submit the report to one of the following: academic advisor or dean (if classroom-related), work supervisor or human resources director (if work-related), residence hall dean or Student Life (if peer-related or you are unsure who to report to).
Andrews University takes seriously any reports it receives of sexual and other forms of unlawful harassment or discrimination. A process is available for an investigation to be conducted and, where necessary, for corrective action to be taken.
Any student who makes, in good faith, a complaint/report of harassment or discrimination will suffer no adverse action from the University because of that complaint/report.
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