Title IX

Date: September 2017

Bowdoin College strives to provide a place of study and work that is free from unlawful harassment or discrimination of any kind.  In compliance with the Maine Human Rights Act (MHRA),  Title IX of the Education Amendments of 1972, Section 504 of the Rehabilitation Act of 1973, and Title VII of the Civil Rights Act of 1964 and other federal and state laws, Bowdoin College prohibits any member of the faculty, staff, administration, student body, or visitors, whether visiting campus, patrons, independent contractors, or vendors from harassing or unlawful discriminating against any other member of the Bowdoin College community because of a person’s race, color, ethnicity, ancestry and national origin, religion, sex, sexual orientation, gender identity and/or expression, age, marital status, place of birth, genetic predisposition, veteran status or against qualified individuals with physical or mental disabilities on the basis of disability, or any ohter legally protected statuses in any phase of its employment process, in any phase of its admission or financial aid programs, or other aspects of its educational programs or activities.  Discrimination or harassment on the basis of any protected characteristic is illegal.  All employees are expected to respect the rights of their coworkers and conduct themselves in a way that supports the inclusion of students and employees of all different backgrounds.  Employees who engage in unlawful harassment, violence or discrimination will be subject to disciplinary action, up to and including immediate termination of employment.

The Director of Gender Violence Prevention and Education & Title IX Coordinator
is the individual designated by the College to coordinate its efforts to comply with Title IX, Section 504 and other equal opportunity and affirmative action regulations and laws. Questions or concerns about Title IX, Section 504 should be directed to:

Benje Douglas
Director of Gender Violence Prevention and Education
Title IX Coordinator
Dudley Coe Building, 1st floor
Brunswick, ME  04011
(207) 721-5189
bdouglas@bowdoin.edu

For Employees:

In addition, for alleged sex discrimination, sexual misconduct, or gender based violence complaints against or involving employees and/or student employees, as well as other aspects of the College’s equal opportunity or affirmative action or harassment policy inquiries or complaints may be made to:

The Deputy Title IX Coordinator:

Tamara Spoerri
Vice President for Human Resources
Deputy Title IX Coordinator
216 Maine Street, 3rd floor
Brunswick, ME 04011
(207)725-3838
tspoerri@bowdoin.edu

For all students inquiries regarding Title IX:

Benje Douglas
Director of Gender Violence Prevention and Education
Title IX Coordinator Dudley Coe Building, 1st floor
Brunswick, ME  04011
(207) 721-5189
bdouglas@bowdoin.edu

Lisa Peterson
Associate Director of Gender Violence Prevention & Education
Deputy Title IX Coordinator
Dudley Coe Building, 1st floor
Brunswick, ME  04011
(207) 725-3411
lpeters@bowdoin.edu

For Faculty inquiries regarding Title IX, the Deputy Title IX Coordinator is:

Elizabeth McCormack
Dean for Academic Affairs
Deputy Title IX Coordinator
216 Hawthorne-Longfellow Hall
(207) 725-3578
emccorma@bowdoin.edu

For Athletic inquiries regarding Title IX, the Deputy Title IX Coordinator is:

Nicki Pearson
Associate Director of Athletics & Senior Women’s Administrator
Head Coach Women’s Field Hockey
Buck Center, 2nd Floor
Brunswick, ME 04011
(207)725-3329
npearson@bowdoin.edu

Working in a harassment-free environment is the right of every Bowdoin College employee.  If an employee or student experiences any unlawful harassment, violence or discrimination, (s)he should promptly report it to a supervisor or department head, or to one of the Title IX Coordinators listed above.  An investigation of the matter will be initiated and appropriate action taken.  No employee may retaliate against someone who files a complaint of unlawful harassment; such retaliation will subject the offender to additional charges and sanctions under the policy.  However, if the College determines that an intentionally false or malicious complaint has been made under this policy, disciplinary action will be taken against the individuals filing the complaint or providing false information regarding the complaint.

Please refer to:

Employee Handbook Freedom From Discrimination, Harassment, Sexual Misconduct & Gender Based Violence policy

Student Handbook Student Sexual Misconduct Policy and Procedures policy

A Guide for Faculty and Staff Responding to Students (Sexual Misconduct/Gender Based Violence/Stalking)

A Guide for Managers and Supervisors Responding to Employees (Sexual Misconduct/Gender Based Violence/Stalking)