Harassment is inappropriate unwanted behavior which disturbs someone. To harass is to insult, grab, aggravate, frighten, tease, taunt, threaten, bully, and/or stalk. Harassment can make us feel uncomfortable, embarrassed, isolated, and angry. Harassment can also make us feel sick, weepy or like sleeping all the time. Harassment is an act of discrimination based on prejudice. Harassment is mean, harmful, illegal, and doesn't belong on or off campus.

If someone is doing something to you, or saying something about you, that you are disturbed by or feel uncomfortable about, it's probably harassment. We have the right to be safe. No one has the right to touch us unless we say it's OK. Even if someone is "just joking," if it disturbs the target or spectators of the action, it is still harassment, because mean jokes can be harassing too. If you are disturbed by the cruel way a person is treating someone else, you have the right and responsibility to report the harassment, in confidence, to the Harassment Advisor at 364-2613 or harassment@mta.ca

If you believe you are being harassed, there are three immediate steps you should take:

If you think you have seen or heard someone else being harassed, contact the Harassment Advisor. If you know the person who is being harassed, help them follow the steps above. You can also read the Mount Allison University Policies and Procedures regarding Sexual Harassment.

In Canada it is illegal to discriminate against anyone based on grounds outined in the Canadian Human Rights Act such as race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability and conviction for which a pardon has been granted.

Examples of Prohibited Behaviour or Attitude:

Harassment is not allowed at Mount Allison University. If any kind of harassment happens to you, contact the Harassment Advisor. She can help make sure the harassment stops and that the harasser(s) understand(s) why what they did was wrong. If you so choose, the Harassment Advisor can advise you on ways both inside and outside the University system to charge someone for harm against you.

When harassment is not based on prohibited grounds of discrimination under the Canadian Human Rights Act, it is known simply as 'personal harassment.' Personal Harassment is any improper conduct by an individual, that is directed at and offensive to another person or persons in the workplace or schoolplace, and that the individual knew or ought reasonably to have known would cause offence or harm. It comprises any objectionable act, comment or display that demeans, belittles, or causes personal humiliation or embarrassment, and any act of intimidation or threat. It includes harassment within the meaning of the Canadian Human Rights Act.

Sexual harassment is any unwelcome behaviour, sexual in nature, that adversely affects, or threatens to affect, directly or indirectly, a person's ability to study and learn, job security, working conditions, grades, evaluation, prospects for promotion or earnings; or prevents a person from taking a course, getting a job, living accommodations or any kind of public or educational service.

Examples of sexual harassment:

If both parties agree or consent to a particular behaviour then there is no harassment. But if someone feels that he or she has to put up with someone's attitude or behaviour or learns to tolerate it because she or he has no control over the situation - she or he is being harassed.

Both men and women can be sexually harassed, but women are sexually harassed much more often than men. This is a reflection of the imbalance of power in our society.

When someone sexually harasses another person, they are interfering with that person's right to learn, live, work and play without fear as well as the right to be treated equally.

Definitions, Policies and Laws regarding Sexual Harassment:

Criminal harassment, which includes "stalking," is a crime. While many crimes are defined by conduct that results in a very clear outcome (for example, murder), criminal harassment generally consists of repeated conduct that is carried out over a period of time and that causes victims to reasonably fear for their safety but does not necessarily result in physical injury. It may be a precursor to subsequent violent acts.

Examples of criminal harassment:

These are common examples. Such unwanted behaviour can be frightening and cause emotional distress. You can take action if this is happening to you. Contact the police to discuss your options.

"Homophobia" and "heterosexism" are terms used to describe prejudice relating to sexual orientation. They refer to the assumption that heterosexuality is superior and preferable, and is the only right, normal or moral expression of sexuality. Both may also be the basis for negative treatment of gay, lesbian, or bisexual people based on sexual orientation. Although these terms are closely related and overlapping, they also can emphasize different aspects and expressions of prejudice, and can therefore be helpful in identifying and addressing different aspects of the discrimination and harassment experienced by lesbian, bisexual or gay people.

Homophobia" is often defined as the irrational aversion to, or fear or hatred of gay, lesbian, or bisexual people and communities, or to behaviours stereotyped as "homosexual". It is commonly used to signify a hostile psychological state in the context of overt discrimination, harassment, or violence against gay, lesbian, or bisexual people.

"Heterosexism" is used to refer to the assumption that everyone is heterosexual. This definition is often used in the context of discrimination against bisexual, lesbian and gay people that is less overt, and which may be unintentional and unrecognized by the person or organization responsible for the discrimination. It can also be useful in understanding and identifying some kinds of institutional or societal bias, although homophobia may also be at play.

"Sexual orientation" is an immutable personal characteristic that forms part of an individual's core identity. Sexual orientation encompasses the range of human sexuality from gay and lesbian to bisexual and heterosexual orientations, including intimate emotional and romantic attachments and relationships. It is most commonly gay and lesbian people who make complaints to the NB Human Rights Commission on the basis of sexual orientation. However, the protection of Mount Allison's Policies in regard to Sexual Harassment extends to all individuals who are denied equal treatment because of sexual orientation. Mount Allison's polices, national codes and provincial acts also prohibit discrimination because of gender identity, such as that faced by transsexual, transgendered and intersex persons. These protections are extended on the basis of sex, rather than sexual orientation.

Courts at all levels have recognized the past and ongoing disadvantage suffered by lesbian, bisexual and gay people. In Egan v. Canada, the Supreme Court noted:

The historic disadvantage suffered by homosexual persons has been widely recognized and documented. Public harassment and verbal abuse of homosexual individuals is not uncommon. Homosexual women and men have been the victims of crimes of violence directed at them specifically because of their sexual orientation. They have been discriminated against in their employment and their access to services. They have been excluded from some aspects of public life solely because of their sexual orientation. The stigmatization of homosexual persons and the hatred which some members of the public have expressed towards them has forced many homosexuals to conceal their orientation. This imposes its own associated costs in the work place, the community and in private life.

While New Brunswick's statutes prohibit discrimination and harassment on the basis of sexual orientation, unfair treatment based in homophobia and heterosexism is widespread and even socially accepted among many people. The Code requires that the Commission and all organizations under its mandate take steps to prevent and appropriately respond to this unfair treatment, and develop a culture of rights that is inclusive of everyone, regardless of their gender or sexual orientation.

Language and terminology determine how we think of and understand things. Some think that labels used to identify people are used as ways to limit and control others, or to try to understand people we see as different from ourselves. If you need to use a label to describe someone, ask that person what they prefer to be called. Many people find the term "homosexual" limiting and defensive. It is generally best to use terms by which individuals self-identify, such as "bisexual", "gay", "lesbian" and "two-spirited." If you ask someone what they want to be called though, they will usually say, "my name."

Language and what is considered appropriate terminology evolves over time. Moreover, people within a group may prefer different terms to describe themselves. However, it is useful to identify terms that are considered most appropriate in order to avoid compounding a person's experience of prejudice, harassment, or discrimination.

The term "homosexual" was popularized through medical usage, and has often been used to denigrate and stereotype lesbian and gay people, as well as a range of behaviours and practices ascribed to them. It is sometimes used as a general term, such as in legal documents and medical texts, and some individuals may identify as "homosexual." However, many lesbian and gay people may perceive the term to be clinical or offensive, and bisexual people may also perceive it as exclusionary. It is therefore often better to avoid using the term "homosexual," particularly to refer to an individual, and to use instead the terms by which people self-identify, such as "bisexual", "lesbian" and "gay."

In contemporary usage, "gay" usually refers to men, although it is also used as a general term instead of "homosexual." Today, people of diverse sexual orientation use what used to be a derogatory term, "queer," to describe themselves. Many universities now have Queer Studies Programs. Some women may identify as "gay," but may prefer the term "lesbian," which refers specifically to women. Aboriginal lesbian, bisexual, or gay people may describe themselves as "two-spirit" or "two-spirited". Individuals may use other terms to describe their sexual orientation; however "gay", "lesbian", and "bisexual" are usually accepted as neutral, general terms.

If anyone's verbal or physical behaviour makes you or someone else feel disturbed or uncomfortable, you have the right to speak up. Ignoring it sometimes works, but often harassment continues unless people act positively to stop it. Many targets of harassment laugh at first out of nervousness or embarrassment, but harassers often misunderstand laughter, thinking the target doesn't mind.

Try sounding strong, confident, and assertive, because you know you have the right not to be harassed. Tell them firmly, "That's harassment. I don't like it. I want it to stop." or, "I'm not starting with you. I don't want you starting with me." Talk with them privately or get someone you trust to be there with you.

Sometimes, the person who is harassing is angry about something, and it can help to ask, "What's up? What are you angry about?" or "Why you buggin' me? or "What's eating you? Can I help?" Using insults or threats escalates the problem rather than solving it, and can get you in trouble instead of the person who started it.

Find allies who can speak up with you without threatening the harasser. This does not mean finding someone to make threats, because this escalates the problem, and the harasser will likely just find someone else to threaten them.

If you witness someone harassing someone else, help out the person being harassed by being a good ally - speaking up for them without putting anyone down. Try saying something like, "Hey, chill;" or, "Come on. Stop buggin' them;" or, "Hey, let's knock it off;" or, "I don't think that's funny;" or, "Let's cut it out;" or, "That's mean. Don't go there." Or, speaking to the person being harassed, say, "I think they're being mean. Let's do something else." It's especially effective if two or more allies speak up, because it helps prevent the harasser from turning on the ally. If you're nervous about nonviolently confronting a person who is acting in a harassing way, it is important to seek allies like a friend, residence staff, supervisor, Dean or Harassment Advisor.

If you're disturbed and/or harassment continues, contact your Dean, supervisor or the Harassment Advisor. If informal methods don't work and/or it's a serious case, you can file a formal harassment complaint through the Harassment Advisor's Office. You have a right to a safe environment, and professors, staff and administrators are required to respond.

All of us have probably been the targets of harassment and witnessed or participated in picking on someone else. If we remember how it feels to get picked on, analyze our own actions, and understand harassment, we can decide to become allies for each other as we work together to stop all forms of harassment at MtA.

Adapted from Sam Diener, Educators for Social Responsibility, 2003, v.1.9