NPDA Sexual Harassment Policy
A Policy on Sexual Harassment
A. Introduction
Preamble: The National Parliamentary Debate Association maintains that parliamentary debate should be a contest of knowledge, wit and argumentation conducted in a setting of civility and mutual respect. The organization maintains that all eligible, qualified members should have access to debate activities without regard to race, color, religion, age, sex, national origin, sexual or affectional preference, or disability. These principles should guide the behavior and conduct of all members and participants of the organization.
While the policy at hand is largely directed at sexual harassment particularly, the principles herein shall be considered a model for dealing with all forms of harassment.
The National Parliamentary Debate Association designed this policy in an attempt to eliminate specific behaviors and situations which may arise while participating in the activity and to provide a forum for resolution of conflicts. The organization does not assume that this policy or any other will eliminate all discomfort or intimidation that arises when ideas are in conflict or positions taken are uncomfortable to one or more participants nor does the organization assume the responsibility of dictating good taste or social posture. The National Parliamentary Debate Association assumes these to be part of the learning and educational process and encourages the open discussion of these concerns as a means to educate.
Further, this policy does not replace other institutional policies or laws to which the parties are subject.
1. Debate, Free Expression and Harassment
Academic debate provides a forum for the expression, criticism and discussion (and for the tolerance) of a wide range of opinions. Participants are encouraged to develop skills in reasoned and supported argument while avoiding the pitfalls of faulty argument. Academic debate does not provide a license for demeaning actions and it does not tolerate harassment. Any participant who suffers discrimination or harassment as part of the activity is denied an equal opportunity to work, learn and grow in the arena of academic debate.
2. Sexual Harassment
Sexual harassment is a form of discrimination and consists of unwelcome verbal or physical conduct of a sexual nature that has the effect of denying or limiting one's right to participate in the activity, or creates a hostile, intimidating or offensive environment that places the victim in an untenable situation and/or diminishes the victim's opportunity to participate fairly. Sexual conduct can become discriminatory and harassing when the nature of the interaction is unwelcome, or when a pattern of behavior that is offensive to a “reasonable person” exists. These definitions, which comply with EEOC and other legal definitions, rely strongly on the perceptions of the complainant and it is important to recognize that differences in social position between the complainant and the accused can compound the degree of threat or potential harm perceived in a situation.3 . Other Forms of Harassment
Like sexual harassment, harassment because of a person’s race, color, religion, age, national origin, sexual, affectional preference, or disability will not be tolerated. In general, slurs, jokes and other verbal or physical conduct relating to a person's race, color, religion, age, national origin or disability constitute harassment when they unreasonably interfere with the person's performance or create an intimidating environment.
B. Addressing and reporting harassment
1. The NPDA harassment policy shall apply to discrimination and harassment complaints that arise during the NPDA Championship Tournament or from actions taken by officials or employees of NPDA acting at any time in their official capacities.
2. Individuals who believe that they are being discriminated against or harassed and cannot or do not wish to resolve the matter informally should promptly report the complaint to the Sexual Harassment Officer (SHO), who shall be appointed annually by the President of the National Parliamentary Debate Association. The name and contact information for the SHO may be found, among other places, on the Association’s web site.
3. If reporting the matter to the SHO would prove to be uncomfortable or if the individual is not satisfied with the SHO’s handling of the complaint, the individual must promptly bring the matter to the attention of the chair of the Rules and Standards Tournament Sub-Committee.
4. The SHO and/or Rules and Standards Tournament Sub-Committee promptly investigates all allegations of discrimination and/or harassment in as confidential a manner as possible.
5. In consultation with the SHO, the President shall determine what, if any, remedial action should be taken. Depending on the factual basis of the incident(s), possible sanctions may include, but not be limited to, any of the following: oral reprimands; written reprimands to be sent to directors of forensics and/or Deans of Faculty or Students and/or College or University Presidents; removal from future participation at the National Tournament (either competing or judging); removal of NPDA points; or suspension of membership in NPDA.
6. Under no circumstances will an officer, agent, employee or member of the Association be allowed to threaten or retaliate against anyone who in good faith alleges unlawful harassment or discrimination or who participates in the investigation of such a complaint.
C. Epilogue:
This document draws heavily from the structure and procedures of the CEDA harassment policy. Thanks to the authors of that policy for their exhaustive work. Resources used in preparing the CEDA document include: Sexual Harassment in Higher Education: Concepts and Issues, NEA, 1992; Sexual Harassment: It’s Not Academic, Dept. of Education, 1984; Sexual Harassment, Cornell University, 1990; Statement on Discrimination and Academic Freedom, Carleton College, 1990; and Whitman College Staff Handbook, 1992.
Additional sources used in preparing this document include: Honor One Another: a Program to Prevent Sexual Harassment and Abuse, Concordia University Press, 1994; “Assessing Sexual Harassment: A strategy for changing the Climate in higher education,” NASPA Journal, 1994.