TITLE IX EXAMINATION QUESTIONS AND VERIFIED
ANSWERS
Discrimination - Discrimination is conduct that is based upon an individual's race, color, religion,
sex, national origin, sexual orientation, gender identity, disability status, protected veteran status, or any
other characteristic protected by law that excludes an individual from participation, denies the individual
the benefits of, treats the individual differently or otherwise adversely affects a term or condition of an
individual's employment, education, or participation in a CWI program or activity. This includes failing to
provide reasonable accommodation, consistent with state and federal law, to persons with disabilities.
Harassment - Harassment is covered under this policy if it is based upon an individual's race, color,
religion, sex, national origin, sexual orientation, gender identity, disability status, protected veteran
status, or any other characteristic protected by federal, state, or local law. Harassing conduct may take
various forms, including, name-calling, graphic or written statements (including the use of cell phones or
the Internet), or other conduct that may be physically threatening, harmful, or humiliating. Harassment
does not have to include intent to harm, be directed at a specific target, or involve repeated incidents.
Sex-based harassment includes sexual harassment, which is further defined below, and non-sexual
harassment based on stereotypical notions of what is female/feminine v. male/masculine or a failure to
conform to those gender stereotypes.
Sexual Harassment - Sexual Harassment encompasses unwelcome sexual advances, requests for
sexual favors, or other verbal or physical conduct of a sexual nature, including sexual assault and can
involve persons of the same or opposite sex.
Hostile Environment - Sexual harassment that creates a hostile environment occurs when the
unwelcome behavior:
• is sufficiently serious (i.e., severe, pervasive, or persistent) and objectively offensive so as to deny or
limit a person's ability to participate in or benefit from the Colleges programs, services, opportunities, or
activities ; or
• when such conduct has the purpose or effect of unreasonably interfering with an individual's
employment.
Harassment that creates a hostile environment ("hostile environment harassment") violates this policy.
A hostile environment can be created by anyone involved in a CWI program or activity (e.g.,
administrators, faculty members, students, and even campus guests). Mere offensiveness is not enough
to create a hostile environment. Although repeated incidents increase the likelihood that harassment
has created a hostile environment, a serious incident, such as a sexual assault, even if isolated, can be
sufficient.
In determining whether harassment has created a hostile environment, consideration will be made not
only as to whether the conduct was unwelcome to the person who feels harassed, but also whether a
reasonable person in a similar situation would have perceived the conduct as objectively offensive. Also,
the following factors will be considered:
ANSWERS
Discrimination - Discrimination is conduct that is based upon an individual's race, color, religion,
sex, national origin, sexual orientation, gender identity, disability status, protected veteran status, or any
other characteristic protected by law that excludes an individual from participation, denies the individual
the benefits of, treats the individual differently or otherwise adversely affects a term or condition of an
individual's employment, education, or participation in a CWI program or activity. This includes failing to
provide reasonable accommodation, consistent with state and federal law, to persons with disabilities.
Harassment - Harassment is covered under this policy if it is based upon an individual's race, color,
religion, sex, national origin, sexual orientation, gender identity, disability status, protected veteran
status, or any other characteristic protected by federal, state, or local law. Harassing conduct may take
various forms, including, name-calling, graphic or written statements (including the use of cell phones or
the Internet), or other conduct that may be physically threatening, harmful, or humiliating. Harassment
does not have to include intent to harm, be directed at a specific target, or involve repeated incidents.
Sex-based harassment includes sexual harassment, which is further defined below, and non-sexual
harassment based on stereotypical notions of what is female/feminine v. male/masculine or a failure to
conform to those gender stereotypes.
Sexual Harassment - Sexual Harassment encompasses unwelcome sexual advances, requests for
sexual favors, or other verbal or physical conduct of a sexual nature, including sexual assault and can
involve persons of the same or opposite sex.
Hostile Environment - Sexual harassment that creates a hostile environment occurs when the
unwelcome behavior:
• is sufficiently serious (i.e., severe, pervasive, or persistent) and objectively offensive so as to deny or
limit a person's ability to participate in or benefit from the Colleges programs, services, opportunities, or
activities ; or
• when such conduct has the purpose or effect of unreasonably interfering with an individual's
employment.
Harassment that creates a hostile environment ("hostile environment harassment") violates this policy.
A hostile environment can be created by anyone involved in a CWI program or activity (e.g.,
administrators, faculty members, students, and even campus guests). Mere offensiveness is not enough
to create a hostile environment. Although repeated incidents increase the likelihood that harassment
has created a hostile environment, a serious incident, such as a sexual assault, even if isolated, can be
sufficient.
In determining whether harassment has created a hostile environment, consideration will be made not
only as to whether the conduct was unwelcome to the person who feels harassed, but also whether a
reasonable person in a similar situation would have perceived the conduct as objectively offensive. Also,
the following factors will be considered:
