The following procedures are an attempt to mediate the complex and competing agendas which could arise as a result of an incident of racial, sexual or sexual orientation harassment. Because complaints may involve the competing interests of various members of the university or greater community, an awareness of the uneven distributions of power operating in the pursuit of any resolution must be kept at the foreground of any investigation. Several practical consequences follow from such a recognition. In particular, the wishes of the person bringing the complaint should be a prime consideration throughout the pursuit of a resolution to the incident. Moreover, those charged with dealing with matters of racial harassment should keep in mind that their role is not to judge, but to consult and to mediate.
Harassment is an extremely serious charge.
In order to protect the rights of all involved, it is imperative that consultations be treated seriously and not become the material of idle conversation. Any breach of confidentiality could seriously undermine a resolution to the incident, as well as damage existing relations within the community such that everyone suffers. These procedures will be effective in the Department of English starting from the beginning of Fall Term 1997. They may be subject to amendment upon the adoption of a university-wide policy. At the beginning of each year, at least 2 persons within the department will be named to act of officers on matters of racial, sexual, and sexual orientation harassment.