The University of Michigan is expanding its annual reporting on campus sexual misconduct with a review that details the number of reports the university received involving faculty and staff, and how those matters were addressed.
The report, issued by U-M’s Office for Institutional Equity, is in addition to the annual student sexual misconduct reports the university has released since 2014. This is the first report detailing sexual misconduct by faculty and staff on the Ann Arbor campus. It covers the 2018 fiscal year, which ended June 30.
Support resources and reporting options
Faculty, staff and students report information
- Division of Public Safety and Security, 911 or 734-763-1131
- Office for Institutional Equity, 734-763-0235
- Compliance Hotline, 866-990-0111
Confidential resources for faculty, staff and students
- Sexual Assault Prevention and Awareness Center, 734-764-7771 or the 24/7 Crisis Line at 734-936-3333
Additional confidential resources for staff and faculty
Going forward, OIE will combine information about sexual misconduct reports involving students, faculty, staff and third parties and how they are addressed into a single annual report for the Ann Arbor campus.
Between July 1, 2017, and June 30, 2018, OIE received 235 sexual misconduct reports involving faculty, staff or third parties while on campus. This represents an increase from the 90 reports received the previous fiscal year.
Of the 235 reports, 26 matters were investigated by OIE with 18 of the investigations completed at the time the report was issued.
“We share this information in order to be transparent, to acknowledge that these behaviors occur within our community, and to show how the university responds to sexual misconduct,” says Jeff Frumkin, associate vice provost and senior director of academic and human resources. Frumkin also is interim senior director of the Office for Institutional Equity and Title IX coordinator.
“These behaviors have no place at Michigan, and we encourage every member of our community who has concerns about sexual misconduct to reach out.”
The report captures the university’s response to reports involving faculty, staff and third parties, such as vendors or contractors, as addressed under either of two policies: Sexual Harassment (SPG 201.89) or Violence in the University Community (SPG 601.18).
The Sexual Harassment policy addresses all forms of unwelcome conduct of a sexual nature, including sexual harassment, sexual assault and stalking that has a basis in romantic or sexual interest. Under this policy, sexual harassment is defined as including stalking and sexual assault. OIE is responsible for addressing matters arising under the Sexual Harassment policy.
The Violence in the University Community policy addresses intimate partner violence and stalking that is not based on romantic or sexual interest. U-M Human Resources is responsible for addressing matters arising under this policy.
Of the 235 reports received during the 2018 fiscal year, all concerned behavior that fell within the Sexual Harassment policy.
Of the 235 reports:
• 124 resulted in consultations by OIE that occur without conducting a review or investigation.
• 82 matters resulted in a “review” by OIE, which occurs when there is a lack of sufficient information to allow for an investigation, such as the complainant’s and respondent’s identities. In these instances, OIE seeks available information so that the matter either can proceed to investigation or be addressed in another appropriate manner.
• Three matters were addressed by Human Resources under relevant collective bargaining agreements.
Of the 26 reports investigated by OIE, 18 of the investigations were completed at the time the report was issued. All 18 investigations involved reports of sexual harassment. One of the 18 investigations included a second allegation of involving possible retaliation, resulting in a total of 19 matters investigated and 19 findings, as follows:
• Seven findings that the Sexual Harassment policy was violated.
• Five findings that inappropriate behavior occurred, but the behavior was not sufficiently severe, persistent or pervasive as to create a hostile environment.
• Seven findings that there was insufficient evidence to conclude the policy was violated.
In the matters that resulted in a finding of a violation, corrective actions included: educational measures, written reprimand, restriction from certain areas and termination of employment.
The university continues to focus on educational measures intended to prevent sexual misconduct and ensure that those affected have information about resources and reporting options.
Earlier this month, U-M announced it is developing training that will be required for all faculty and staff that focuses on understanding and reducing sexual and gender-based misconduct. Currently, existing training for faculty and staff is voluntary.
U-M also announced it will participate in the Association of American Universities’ second national campus climate survey on sexual assault and misconduct in February 2019.