Anti-Discrimination Policy and Harassment Policy: Title VI and Title VII

Discrimination and harassment on grounds of race, gender, color, age, religion, disability, sexual orientation, gender identity or expression, genetic information, national or ethnic origin, military status or any other protected status are forms of misconduct that undermine the institutional mission of the College and thus will not be tolerated. All members of the College community are responsible for maintaining an environment of mutual respect for all persons.   

In compliance with Title VI of the Civil Rights Act of 1964 (Title VI), Rhodes College does not permit discrimination on the basis of race, color, or national origin in any program or activity receiving Federal financial assistance. Inquiries concerning the application of Title VI should be directed to the Title VI coordinators, the Chief Human Resources Officer or the Vice President for Finance and Business Affairs. Student complaints related to sex- or gender-based discrimination or harassment, or sexual misconduct are governed by Title IX of the Civil Rights Act of 1964 and are processed accordingly.  

Rhodes College reserves the right to modify these policies and procedures as needed in order to maintain the environment of mutual respect for all persons that is an objective in issuing this present document.

Sexual Harassment

Rhodes College is committed to providing a working, educational, social, and residential environment for all members of our College community, including all faculty, staff, and students, that is free from harassment and discrimination. Harassment and discrimination in any form is unacceptable behavior and will not be tolerated. It is a form of misconduct that undermines the institutional mission of the College.

“Sexual harassment” is defined as unwanted sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: (1) submission to such conduct is made either explicitly or implicitly a term or condition of employment or involvement in a College or academic activity; (2) submission or rejection of the conduct is used as a basis for making employment decisions or decisions regarding inclusion or exclusion of a College or academic activity; or (3) the conduct has the purpose or effect of interfering with work performance or creating an intimidating, hostile, or offensive environment.  

Sexual harassment may include a range of subtle and not-so-subtle behaviors and may involve individuals of the same or different gender. Depending on the circumstances, these behaviors may include, but are not limited to, unwanted sexual advances or requests for sexual favors; sexual jokes and innuendo; verbal abuse of a sexual nature; commentary about an individual’s body, sexual prowess, or sexual deficiencies; leering, whistling, or touching; insulting or obscene comments or gestures; display in the workplace of sexually suggestive objects, pictures, emails, text messages, or content on social media; and other physical, verbal, or visual conduct of a sexual nature.

Harassment 

Harassment on the basis of any other protected characteristic is also strictly prohibited. Under this policy, “harassment” is verbal, written or physical conduct that denigrates or shows hostility or aversion toward an individual because of his/her race, color, religion, gender, sexual orientation, national origin, age disability, genetic information, military status, or any other characteristic protected by law and that a) has the purpose or effect of creating an intimidating, hostile, or offensive environment; b) has the purpose or effect of unreasonably interfering with an individual’s work or academic performance; or c) otherwise adversely affects an individual’s employment opportunities or education.

Harassing conduct includes epithets, slurs, or negative stereotyping; threatening, intimidating, or hostile acts; denigrating jokes; and written or graphic material that denigrates or shows hostility or aversion toward an individual or group and that is placed on walls or elsewhere on College grounds or circulated in the workplace, on the College's grounds, or using the College's equipment including e-mail and phones (including voice messages, tweets, blogs, social networking sites, or other means).

Student Concerns

The Dean of Students is responsible for ensuring that students are informed of the Anti-Discrimination and Harassment Policy and the Sex/Gender Discrimination and Sexual Misconduct Policy.

Student concerns pertaining to sex or gender discrimination or harassment, or sexual misconduct are governed by Title IX of the Civil Rights Act of 1964. If a student has been subjected to discrimination or harassment, or has witnessed such, they should contact the College’s Title IX office.  

Inez Warner, Title IX Coordinator
303 Southwest Hall
2000 N Parkway
Memphis, TN 38112
(901)843-3550
warneri@rhodes.edu

Students who have concerns about all other forms of discrimination or harassment should contact Student Life.

Dr. Darrell Ray, Director of Special Projects
(901)843-3997
rayd@rhodes.edu 

Faculty and Staff Concerns 

It is the responsibility of managers, supervisors, department chairpersons, directors, and vice-presidents to ensure that employees and contract employees under their direction or supervision are informed of this policy. In order to promote and uphold the College’s commitment to a harassment-free environment, it is the responsibility and requirement of all members of the College community to report alleged violations of this policy to the appropriate College official.

If the allegation involves an employee of the College, and it is based on gender or sexual harassment, the Chief Human Resources Officer in conjunction with the Title IX Coordinator will interview the Complainant and gather facts related to the allegations.  The Title IX Coordinator will review the information and make a determination as to whether the complained of conduct meets the jurisdictional definition of “Sexual Harassment” under Title IX and, if so, will proceed under Title IX.  (See Title IX Policy).  

If the allegation is based  on a characteristic other than gender or sexual harassment or if the Title IX Coordinator finds that the allegation does not meet the jurisdictional definition of “Sexual Harassment” under Title IX, then Human Resources will perform a prompt and thorough investigation and will take appropriate remedial action if the allegations are substantiated. This investigation will be kept confidential to the extent possible. Once the investigation is completed, the party making the complaint will be contacted about the completion of the investigation.

Anyone who retaliates against any individual making complaints of discrimination or harassment, or anyone making a false or malicious charge against an employee or student of Rhodes College is in violation of this policy and will be subject to disciplinary actions and/ or sanctions accordingly. Acts of retaliation must be reported immediately. Violations of this policy involving College employees will be dealt with according to Rhodes policies regarding employee discipline.

All employee complaints of discrimination or harassment, including sexual harassment, and / or retaliation must be reported by the employee to:  

Claire Shapiro
Chief Human Resources Officer
West Campus – HR 128
(901)843-3750
shapiro@rhodes.edu

Dr. Katherine Bassard
Provost
300 Halliburton Tower
(901)843-3795
bassardk@rhodes.edu

Inez Warner, Title IX Coordinator
303 Southwest Hall
2000 N Parkway
(901)843-3550
warneri@rhodes.edu

employeehotline@rhodes.edu

Additional Resources

Atlanta Office
Office for Civil Rights
61 Forsyth St. S.W., Suite 19T10
Atlanta, GA 30303-8927 
Telephone: 404-974-9406
Fax: 404-974-9471; TDD: 800-877-8339
Email: OCR.Atlanta@ed.gov

U.S. Department of Education
Office for Civil Rights
Lyndon Baines Johnson Department of Education Bldg.
400 Maryland Avenue, SW
Washington, DC 20202-1100  
Telephone: 800-421-3481
Fax: 202-453-6012; TDD: 800-877-8339
Email: OCR@ed.gov