Be aware of your special responsibility to be knowledgeable about sexual harassment and sensitive to its impact on others.

Try to ensure a learning and working environment that actively discourages behavior that could be viewed as sexual harassment, both by clearly informing others about expectations for appropriately professional behavior in the workplace and by serving as a behavioral role model.

Make certain that those you supervise are familiar with the University’s policy on sexual harassment.

Encourage reporting, treat incidents seriously, respond quickly, respect confidentiality where you can.

See Case Studies #3 and #4.

Supervisor’s Note: Part of the University’s liability rests in whether or not immediate and appropriate action is taken on a claim of harassment. As a supervisor (and therefore an agent of the employer), and really as an employee too, you have the responsibility to act quickly when you hear of a complaint. You must not promise someone who is sharing their situation with you that you can keep it confidential as the University could be held liable for inaction when they "knew or should have known about a sexual harassment complaint". As a supervisor, you are an agent of the University and the University depends on you to keep your area (where at all possible) free from liability. When in doubt about how to follow through on a claim of harassment or something you see going on that you think might qualify as harassment, contact one of the University’s grievance officers.