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Title IX, Sexual Misconduct, and Gender Based Incidents

On April 19, 2024, the U.S. Department of Education released the Final Rule amending Title IX. The Final Rule specifies how recipients of federal financial assistance covered by Title IX – including postsecondary institutions – must respond to allegations of sex-based discrimination. The new regulations will take effect on August 1, 2024.

Seattle College leaders will assess the new Title IX regulations to gauge their potential impact on our existing policies and procedures. In the meantime, our current policies and procedures remain in full effect. 

We recognize that everyone plays a role in creating and maintaining an environment free of harassment, discrimination, bullying, sexual assault, sexual harassment, and retaliation. To that end, our commitment to transparency and inclusivity with our campus community remains steadfast throughout this evaluation process, and we will share regular updates.

While we recognize the importance of federal regulations, it's essential to note that Seattle Colleges has long prioritized and has been committed to the concept and practice of equal opportunity for all its students, employees, and applicants in education, employment, services, and contracts. Furthermore, our existing policies exceed the minimum requirements outlined in the current federal Title IX regulations and are tailored to the specific needs of our campus community. 

More information about the new Title IX regulations is available from the U.S. Department of Education at: https://www2.ed.gov/about/offices/list/ocr/newsroom.htmland an Outline of Key Provisions from American Council of Education (ACE). 

Seattle Colleges recognizes that everyone plays a role in ensuring we create and maintain an environment where students and employees are free of harassment, discrimination, and bullying.

We all must:

  • Work together to prevent any occurrence of harassment, discrimination, and bullying.
  • End harassment and discrimination and bullying if it occurs.
  • Remedy the effects of discrimination, harassment, and bullying on the victim and the community. 

Seattle Colleges District VI is committed to the concept and practice of equal opportunity for all its students, employees, and applicants in education, employment, services and contracts, and does not discriminate on the basis of race or ethnicity, color, age, national origin, religion, creed, marital status, sex, pregnancy, gender, gender identity or expression, sexual orientation, status as an honorably discharged veteran or disabled veteran or military status, political affiliation or belief, citizenship/status as a lawfully admitted immigrant authorized to work in the United States, or presence of any physical, sensory, or mental disability.

In addition, reasonable accommodations will be made for known physical or mental limitations for all otherwise qualified persons with disabilities. Further, the Seattle Colleges District is committed to ensure that all employees and students work and learn in an environment that fosters mutual respect and professionalism, free from all forms of “bullying” behaviors, including “cyber bullying.

Inquiries regarding compliance and/or grievance procedures may be directed to the college’s Title IX Coordinator, Section 504/ADA Coordinator, and/or the Director of Compliance 

Achieving a Safe and Inclusive Work Environment

To encourage, assist, and facilitate a working environment that is free from harassment and discrimination, Seattle Colleges:

  • Created Policy 283: Title IX Sexual Harassment and Procedure 283: Title IX Grievance Procedure to define the process for investigating and responding to reports of sexual harassment and sexual discrimination. The policy requires that all faculty and staff report sexual misconduct to the Title IX coordinator.
  • Identified a Title IX/EEO Coordinator at each college and at the district. Their role is to ensure investigations are conducted in a proper and timely manner.
  • Created an online incident reporting system called Maxient, where anyone can report instances of sexual harassment and discrimination.
  • Is distributing harassment and discrimination prevention collateral with clearly defined expectations for employees and students.