What happens when a faculty member reports harassment? Here’s how UK investigates
This school year, the University of Kentucky received 331 reports from employees related to discrimination and harassment.
Those reports, after they are made by employees, are investigated by the Office of Institutional Equity and Equal Opportunity (Institutional Equity). From the 2021-2022 school year, there are 87 investigations still pending or in progress.
UK also received 162 equal opportunity inquiries, which are not necessarily complaints, but could be questions or concerns related to topics like parental leave, according to UK spokesperson Jay Blanton.
The number of reports has increased in recent years, with the number made in the 2021-2022 school year more than doubling since the 2017-2018 school year, according to data provided by UK. The university attributes that in part to more trainings being available for students and employees, and doing more work to raise awareness about the services offered by Institutional Equity, Blanton said.
“We believe the increase, at least in part, is attributable to university efforts to raise awareness,” Blanton said. “We have work to do here, but raising awareness, educating more members of our community and helping people address these concerns and issues when they do occur is a critical responsibility. “
Additionally, Blanton said UK has seen an increase in the number of supervisors reaching out to the office for advice on how to address a situation before it escalates.
Former professor documents issues within department
Former engineering professor Shakira Hobbs announced her departure from UK earlier this month and outlined a series of issues she said she faced while at UK. In a thread on Twitter, Hobbs said she experienced “lies, theft, sabotage, racism, sexism, and two miscarriages” during her time at the university.
Hobbs said she was heavily recruited to come to UK, but faced several issues after arriving on campus, including a piece of equipment needed for her research not being available, and multiple issues with her department’s chair.
“The vibe that I got is they did not really expect much of me, they wanted my race, they wanted my sex, but they did not see me as someone contributing to the field,” Hobbs told the Herald-Leader.
Blanton provided a statement to the Herald-Leader:
“The university generally does not discuss personnel matters out of respect for all concerned. However, we take concerns of this nature very seriously, and review them thoroughly as part of our responsibility to create a safe environment for all. Diversity, equity and inclusion is an important priority in colleges, units and departments across our campus. We are an institution that cares deeply about our people, and we strive to be a community of belonging where everyone feels valued.”
Here’s what UK does when employees report instances of harassment or discrimination, and what the investigation process looks like.
How does an employee make a complaint if they feel they are being mistreated?
Employees can report concerns through multiple people and departments, including supervisors, the Human Resources department and department chairs. Employees who wish to report discrimination or harassment can do so to the Office of Institutional Equity and Equal Opportunity.
Complaints can be made in-person in the Institutional Equity office, by calling the office or by using an online form.
Who investigates complaints from employees?
Once a report has been made, someone from the Institutional Equity staff will follow up and schedule a meeting to discuss the report, Blanton said.
The Institutional Equity office has four staff members who serve as investigators, as well as staff members whose job is to ensure compliance with Title IX and the Americans with Disabilities Act, according to the office’s website.
Reports can be made related to a variety of topics that fall under UK’s Administrative Regulation 6.1, including sexual harassment and discrimination related to race, age, gender or physical disabilities. The office also gets “inquiries,” which are not necessarily complaints, but could be questions related to topics like parental leave, Blanton said.
What does an investigation look like? How long do they take?
Each investigation is different, but all investigations include an initial meeting with the person who has made the complaint. Additionally, the office will provide the person who has been accused of the harassment or discriminatory behavior with a notice of the allegations and the chance to respond, Blanton said.
In some cases, witnesses may also be interviewed, and relevant materials or documentation may be reviewed.
The timeline for an investigation varies case-by-case, Blanton said, and “depends on a variety of factors including the complexity of the allegations and the caseload of the entire office.”
“Institutional Equity regularly institutes supportive measures designed to help remedy the concerns raised by the reporting party while the investigation is ongoing,” Blanton said.
What happens at the end of an investigation?
Parties involved with the investigation will be notified at the end of the process, “but neither are made aware of the specifics of any action that will be taken in response to the investigation,” Blanton said.
If the investigation shows that the harassment and discrimination policy was violated, the office will make recommendations to supervisors or administrators. If the office finds that harassment or discrimination did not take place, it will often make “recommendations for educational remedies,” Blanton said.