Non-discrimination and Title IX Policy and Procedures
Submit an Incident Report Quick Exit
Equal Opportunity, Harassment, and Non-discrimination Policy and Resolution Process (Including Title IX)
William James College is committed to providing an educational and employment environment that is free from discrimination based on protected characteristics, harassment, and retaliation for engaging in protected activity. William James College values and upholds the equal dignity of all members of its community and strives to balance the rights of the Parties in the resolution process during what is often a difficult time for all involved.
To ensure compliance with federal, state, and local civil rights laws and regulations, and to affirm its commitment to promoting the goals of fairness and equity in all aspects of the education program or activity, William James College has developed policies and procedures that provide for prompt, fair, and impartial resolution of allegations of protected characteristic discrimination, harassment or retaliation.
Please view the following PDF for the complete Equal Opportunity, Harassment, and Non-discrimination Policy and Resolution Process (Including Title IX).
NON-DISCRIMINATION AND TITLE IX POLICY AND PROCEDURES
William James College adheres to all federal, state, and local civil rights laws prohibiting discrimination and harassment in employment and education. William James College does not discriminate against any employee, applicant for employment, student, or applicant for admission on the basis of actual or perceived:
- Age (40 years and over in the employment context)
- Color
- Creed
- Disability (physical or mental)
- Domestic violence victim status
- Ethnicity
- Gender expression
- Gender identity
- Genetic information (including family medical history)
- National origin (including ancestry)
- Pregnancy or related conditions
- Race
- Religion
- Sex
- Sexual orientation
- Veteran or military status (including disabled veteran, recently separated veteran, active-duty, wartime, or campaign badge veteran, and Armed Forces Service Medal veteran)
- or any other protected characteristic under applicable local, state, or federal law, including protections for those opposing discrimination or participating in any grievance process within William James College, with the Equal Employment Opportunity Commission, and/or any other human/civil rights agency.
This Policy covers nondiscrimination in both employment and access to educational opportunities. Therefore, any member of the William James College community whose acts deny, deprive, unreasonably interfere with or limit the education or employment, and/or social access, benefits, and/or opportunities of any member of the William James College community, guest, or visitor on the basis of that person’s actual or perceived protected characteristic(s), is in violation of this Policy.
William James College also prohibits retaliation against any person opposing discrimination or harassment or participating in any internal or external investigation or complaint process related to allegations of discrimination including sex discrimination.
For more information please contact the NON-CONFIDENTIAL Administrators below:
Daniel Brent
Vice President for Finance and Operations (Also known as the Administrator and Deputy
Title IX Coordinator for Employees)
Room 543
William James College, 1 Wells Ave., Newton, MA 02459
617-327-6777, x1532
dan_brent@williamjames.edu
Dr. Ann Coyne
Dean of Students (Also known as the Administrator and Deputy Title IX Coordinator
for Students)
Dean of Students Office, Suite 448
William James College, 1 Wells Ave., Newton, MA 02459
617-327-6777, x2241
ann_coyne@williamjames.edu
Pronouns: She, Her, Hers
Title IX of the Education Amendments of 1972 prohibits discrimination based on sex in educational programs and activities that receive federal financial assistance. To ensure compliance with Title IX and other federal and state laws, William James College has developed policies that prohibit discrimination and misconduct on the basis of gender, such as sexual misconduct, sexual violence, sexual harassment, intimate partner violence, stalking and any other gender-based harassment or misconduct. Please see the Equal Opportunity, Harassment, and Non-discrimination Policy and Resolution Process (Including Title IX).
For more information please contact the NON-CONFIDENTIAL Administrators below:
Daniel Brent
Vice President for Finance and Operations (Also known as the Administrator and Deputy
Title IX Coordinator for Employees)
Room 543
William James College, 1 Wells Ave., Newton, MA 02459
617-327-6777, x1532
dan_brent@williamjames.edu
Dr. Ann Coyne
Dean of Students (Also known as the Administrator and Deputy Title IX Coordinator
for Students)
Dean of Students Office, Suite 448
William James College, 1 Wells Ave., Newton, MA 02459
617-327-6777, x2241
ann_coyne@williamjames.edu
Pronouns: She, Her, Hers
William James College is committed to fostering a safe, respectful, and inclusive learning and working environment for all. The College considers acts of bias unacceptable and antithetical to its commitment to an inclusive community.
We take all reports of possible bias very seriously and encourage discussion on issues of bias and inclusion to further educate and support our campus community. We strive to be responsive to those who feel hurt or targeted, while also offering a process that is fair and respectful to all involved. We understand and respect that a healing process can take time and that building and supporting our community requires commitment from all of us to ensure that every member has meaningful opportunities for robust academic, personal, and professional development experiences.
The reality is that bias incidents can occur anywhere in our community. Bias incidents can occur in classrooms, at co-curricular activities, in employment situations, and at off-campus college-related activities such as field placement sites. Acts of bias isolate individuals and groups, erode community, and can create an unwelcoming and unsafe environment for learning and working. The Equal Opportunity, Harrassment, and Non-Discrimination Policy and Resolution Process will help assess whether a behavior, event or action may be bias-related, ensure that appropriate policies, procedures and protocols are applied, help the college take a timely and comprehensive approach to addressing incidents, and aid in communication with the college community about incident-related concerns. Our goal is to use the educational and training process to improve our efforts to achieve a more respectful and inclusive climate within our community.
A bias incident is any event, behavior or act—verbal, written or physical— of intolerance or prejudice. A bias incident may or may not involve threatened or actual violence or other criminal conduct such as a hate crime. Bias incidents reflect an intentional act or disregard for the impact of one’s conduct that threatens, offends, or stigmatizes an individual or group based on perceived or actual characteristics including race, ethnicity, national origin, religion, veteran status, sex, sexual orientation, gender identity or expression, age, or physical or mental disability. Examples of bias incidents include hate speech, identity bashing, racist epithets, religious slurs, sexist jokes or cartoons, hate mail, offensive graffiti, or prejudiced remarks. Bias incidents may occur in person, though written materials, or through electronic media such as e-mail and social media. Bias incidents create a socially divisive atmosphere and negatively affect the campus climate.
Bias generally refers to any belief, attitude, behavior or practice that reflects an assumed superiority of one group over another. Bias is reflected in prejudices or discrimination and can be either overt or covert, intentional or accidental. Bias can be directed against individuals or groups, and it can be institutionalized into policies, practices and structures. Freedom of expression and the open exchange of ideas are a vital part of educational discourse and personal/professional development, but acts of bias dehumanize people, undermine a sense of community, erode individual rights and/or the rights of groups, debilitate morale, and interfere with the effectiveness of learning and working environments.
You or someone you know may experience an event or situation that is reasonably experienced as intimidating, disrespectful, dehumanizing, stigmatizing, or hurtful. While bias incidents sometimes target specific individuals, they often offends an entire group or community. When a bias incident does target specific individuals because of their race, religion, ethnic origin, sexual orientation, or other protected characteristic, even those persons not directly targeted may feel at risk. Bias incidents create tensions and schisms within our community and may give rise to hostilities and acrimony between individuals or among groups. Reporting bias incidents requires the broad and active participation of a community committed to supporting a robustly respectful community moral code.
Submit an Incident ReportFor more information please contact the NON-CONFIDENTIAL Administrators below:
Daniel Brent
Vice President for Finance and Operations (Also known as the Administrator and Deputy
Title IX Coordinator for Employees)
Room 543
William James College, 1 Wells Ave., Newton, MA 02459
617-327-6777, x1532
dan_brent@williamjames.edu
Dr. Ann Coyne
Dean of Students (Also known as the Administrator and Deputy Title IX Coordinator
for Students)
Dean of Students Office, Suite 448
William James College, 1 Wells Ave., Newton, MA 02459
617-327-6777, x2241
ann_coyne@williamjames.edu
Pronouns: She, Her, Hers
William James College strives to ensure that all individuals are safe, included, and respected in their working and learning environments, regardless of their gender identity or expression, including intersex, nonbinary, transgender, agender, two-spirit, and gender-diverse students and employees.
Discrimination and harassment on the basis of gender identity or expression are not tolerated by William James College. If a member of the William James College community believes they have been subjected to discrimination under this Policy, they should follow the appropriate reporting process described herein.
In upholding the principles of equity and inclusion, William James College supports the full integration and healthy development of those who are transgender, transitioning, nonbinary, or gender-diverse, and seeks to eliminate any stigma related to gender identity and expression.
William James College is committed to fostering a climate where all identities are valued, contributing to a more vibrant and diverse community. The purpose of this Policy is to have William James College administratively address issues that some students and employees, including those identifying as intersex, transgender, agender, nonbinary, and gender-diverse, may confront as they navigate systems originally designed around the assumption that gender is binary. As our society’s understanding of gender evolves, so do William James College’s processes and policies.
Concepts like misgendering and deadnaming may not be familiar to all but understanding them is essential to William James College’s goal of being as welcoming and inclusive a community as possible.
Misgendering or mispronouncing is the intentional or unintentional use of pronouns or identifiers that are different from those used by an individual. Unintentional misgendering is usually resolved with a simple apology if someone clarifies their pronouns for you. Intentional misgendering is inconsistent with the type of community we hold ourselves out to be and may constitute a Policy violation if the effect is greater than de minimis harm. We each have a right to determine our own gender identity and expression, but we don’t get to choose or negate someone else’s.
Deadnaming means using someone’s birth-assigned (cisgender) name, rather than the name they have chosen. Deadnaming, along with misgendering, can be very traumatic to a person who is transgender, transitioning, nonbinary, or gender-diverse.
To a person who is transgender, transitioning, nonbinary, or gender-diverse, their cisgender identity may be something that is in their past -- dead, buried, and behind them. To then revive their deadname could trigger issues, traumas, and experiences of the past that the individual has moved past, or is moving past, and can interfere with their health and well-being.
Unintentional deadnaming can be addressed by a simple apology and an effort to use the person’s chosen name. Intentional deadnaming could be a form of bullying, outing, or harassment of an individual, and thus may constitute a Policy violation if the effect is greater than de minimus harm.
This Policy should be interpreted consistent with the goals of maximizing the inclusion of intersex, transgender, transitioning, agender, nonbinary, and gender-diverse students and employees, including:
- Maintaining the privacy of all individuals consistent with law
- Ensuring all students have equal access to educational programming, activities, and facilities, including restrooms and locker rooms
- Ensuring all employees have equal access to employment opportunities and work, service, or health-related facilities
- Providing professional development for employees and education for students on topics related to gender inclusion
- Encouraging all students and employees to respect the pronoun usage and identities of all members of the William James College community
William James College uses a number of interventions to address concerns that are raised related to gender-based harassment or discrimination, including problem-solving, intervention, confrontation, investigation, and Policy enforcement. When conflicts arise between the right of members of the community to be free from gender-identity discrimination and the right of those exercising their right to religious freedom, William James College will try to balance rights and interests to find mutually agreeable outcomes or compromises. When that is not possible, William James College will offer remedial solutions or enforce its Policies while also respecting the rights of all members of its community.
For more information please contact the NON-CONFIDENTIAL Administrators below:
Daniel Brent
Vice President for Finance and Operations (Also known as the Administrator and Deputy
Title IX Coordinator for Employees)
Room 543
William James College, 1 Wells Ave., Newton, MA 02459
617-327-6777, x1532
dan_brent@williamjames.edu
Dr. Ann Coyne
Dean of Students (Also known as the Administrator and Deputy Title IX Coordinator
for Students)
Dean of Students Office, Suite 448
William James College, 1 Wells Ave., Newton, MA 02459
617-327-6777, x2241
ann_coyne@williamjames.edu
Pronouns: She, Her, Hers
Students
William James College is committed to creating and maintaining a community where all individuals enjoy freedom from discrimination, including discrimination on the basis of sex, as mandated by Title IX, which can include discrimination based on pregnancy, marital status, or parental status. A pregnant student can continue to participate in all classes and co-curricular activities including field placement, clubs and student leadership opportunities.
A pregnant student can request accommodations from the Title IX Coordinator, or designee, due to pregnancy, childbirth, or related medical conditions. This covers instances of such a student’s pregnancy, childbirth, false pregnancy, termination of pregnancy, or recovery therefrom. A student requesting modifications as a pregnant student, student with pregnancy-based conditions or a newly parenting student must have substantial parenting responsibilities. Substantial parenting responsibilities are defined as pregnancy, childbirth, care of a newborn or newly adopted young child. The child may be the student’s child or that of a spouse or domestic partner.
Obtaining a professional degree in behavioral health, human services, psychology or organizational leadership requires an individualized assessment to determine if the requested accommodation is appropriate and reasonable for the nature of the course and how it is taught, including assessments; howto implement a reasonable adjustment without fundamentally altering the course or compromising the technical standards of the program. For programs and courses, the authentic experience of meeting in teams and small groups, participating in group discussions, connecting and interacting with peers, professors and clients as well as developing the positive influence of student–student and student–professor/mentor face-to-face relationships and residencies have proven to be essential in effective learning.
Upon request, the Title IX Coordinator, or designee, can assist pregnant students with such accommodations as:
- Providing an opportunity to make up missed work wherever possible, including class participation and attendance credits.
- Extendingdeadlines and requesting, make‐up assignments (e.g., papers, quizzes, tests, field work, and presentations).
- Making modifications to the physical environment (such as accessible seating).
- Providing information on requesting a grade of incomplete to be completed at a later date
- A voluntary leave of absence for so long a period of time as is deemed medically necessary by the student’s physician, and then effectively reinstating the student to the same status as was held when the leave began.
- Adjustments equivalent to those provided to students with other temporary disabilities or medical conditions.
- Allowing breastfeeding students reasonable time and space to pump breast milk in a private location (Room 017B) and extend timed assignments to accommodate lactation.
The Title IX coordinator, or their designee, will engage in an interactive process to identify the accommodations that are necessary and appropriate to inform faculty members of the need to adjust academic parameters accordingly. If a proposed accommodation would fundamentally alter a course, program, or service the Title IX coordinator, or their designee, will work with the student, faculty member and/or department on a case-by-case basis to offer alternative accommodations if possible.
Information about pregnant students’ requests for accommodations will be shared with faculty and staff only to the extent necessary to provide reasonable accommodations. Faculty and staff will regard all information associated with such requests as private and will not disclose this information unless necessary.
Students and faculty are encouraged to work together to implement agreed upon accommodations, including anticipating the need for leaves, minimizing the impact of absences, and getting back on track as efficiently and comfortably as possible. The Title IX Coordinator, or their designee, will assist with plan development and implementation as needed.
No time limitations will be imposed on requests for accommodations, but students are encouraged to proactively request accommodations.
For more information or to request possible accommodations contact:
Dr. Ann E. Coyne
Dean of Students (Also known as the Deputy Title IX Coordinator for Students)
Dean of Students Office, Suite 448
William James College, 1 Wells Ave., Newton, MA
Phone: (617) 327-6777, extension 2241
ann_coyne@williamjames.edu
Pronouns: She, Her, Hers
Students do not need to register with Student Accessibility Services to receive pregnancy or pregnancy-related accommodations.
Faculty and staff are encouraged to contact the Title IX Coordinator, or designee, regarding potential pregnancy accommodations for students to ensure equal access to programs and services. William James College maintains a policy of non-discrimination in its educational programs and activities based on the student’s current, potential, or past pregnancy or related condition.
Know Your Rights Under Title IX
Guidance from the Office for Civil Rights (OCR)
The Pregnant Scholar
Employees
For assistance with pregnancy or pregnancy-related conditions and to request accommmodations, employees should contact:
Daniel Brent
Vice President for Finance and Operations (Also known as the Administrator and Deputy
Coordinator for Employees)
Room 543
William James College, 1 Wells Ave., Newton, MA
(617) 327-6777, extension 1532
dan_brent@williamjames.edu
Pronouns: He, His, Him
To enable Complainants to access support and resources without filing a Complaint, William James College has designated specific employees as Confidential Employees. Those designated by William James College as Confidential Employees are not required to report actual or suspected discrimination, harassment, or retaliation in a way that identifies the Parties. They will, however, provide the Complainant with the Title IX Coordinator’s contact information and offer options and resources without any obligation to inform an outside agency or a William James College official unless a Complainant has requested the information be shared.
There are three categories of Confidential Employees: 1) Those with confidentiality bestowed by law or professional ethics, such as lawyers, medical professionals, clergy, and counselors; 2) Those whom William James College has specifically designated as confidential for purposes of providing support and resources to the Complainant; and 3) Those conducting human subjects research as part of a study approved by William James College’s Institutional Review Board (IRB). For those in category 1), above, to be able to respect confidentiality, they must be in a confidential relationship with the person reporting, such that they are within the scope of their licensure, professional ethics, or confidential role at the time of receiving the Notice. These individuals will maintain confidentiality except in extreme cases of immediacy of threat or danger or abuse of a minor, elder, or individual with a disability, or when required to disclose by law or court order. Unless otherwise designated, William James College faculty members and staff who are mental health counselors and/or medical professionals are not Confidential Employees when acting in their capacities as William James College faculty and staff.
If a Complainant would like the details of an incident to be kept confidential, the Complainant may speak with the following Confidential Employee(s):
Sheldon G. Aaron
Assistant Professor, Counseling and Behavioral Health Department
sheldon_aaron@williamjames.edu
Joan Axelrod
Director of the Academic Resource Center
joan_axelrod@williamjames.edu
Dr. Robyn Bratica
Associate Professor, School Psychology Department
Director, MA/CAGS in School Psychology
robyn_bratica@williamjames.edu
Dr. Matthew Carper
Assistant Professor, Clinical Psychology Department
Associate Director, Center for Psychological Science
Consulting Psychologist, Youth and Family Psychotherapy Services
matthew_carper@williamjames.edu
Ellen Collins
Associate Director of Payroll and Benefits
ellen_collins@williamjames.edu
Amanda Omalek
Department Coordinator
Organizational and Leadership Psychology Department
amanda_omalek@williamjames.edu
Dr. Marta Pagan-Ortiz
Assistant Professor, Clinical Psychology Department
marta_paganortiz@williamjames.edu
Dr. Susan Powell
Professor, Counseling and Behavioral Health Department
susan_powell@williamjames.edu
Additional confidential employees will be appointed and their names will be included on this webpage.
All William James College faculty and employees (including student-employees), other than those deemed Confidential Employees, are Mandated Reporters and are expected to promptly report all known details of actual or suspected discrimination, harassment, and/or retaliation to appropriate officials immediately:
Employee Reports
Daniel Brent
Vice President for Finance and Operations (Also known as the Administrator and Deputy
Title IX Coordinator for Employees)
Room 543
William James College, 1 Wells Ave., Newton, MA 02459
617-327-6777, x1532
dan_brent@williamjames.edu
Student Reports
Dr. Ann Coyne
Dean of Students (Also known as the Administrator and Deputy Title IX Coordinator
for Students)
Dean of Students Office, Suite 448
William James College, 1 Wells Ave., Newton, MA 02459
617-327-6777, x2241
ann_coyne@williamjames.edu
Pronouns: She, Her, Hers
- Licensed professional counselors and other medical providers who are not employed by William James College.
- Local rape crisis or domestic violence counselors such as the Boston Area Rape Crisis Center (BARCC). For assistance 24 hours a day, you may contact the BARCC hotline at800-841-8371.
- Domestic violence resources such as Casa Myrna Vasquez. For assistance 24 hours a day, you may contact the SafeLink hotline, a Massachusetts statewide toll-free domestic violence hotline, at877-785-2020.
- Some local or state assistance agencies – ask about confidentiality before speaking with them
- Clergy/Chaplains
- Attorneys
For Employees Only
William James College also offers an Employee Assistance Program through UNUM. This service is provided at no cost to employees who work at least 24 hours a week. Employees may call and speak confidentially to a master’s level consultant to help you or a family member to locate child or elder care, speak with financial experts, help with personal or work issues, help with depression or grief, issues surrounding substance abuse, and much more.
Toll-free, 24-hour access
- 800-854-1446: English
- 877-858-2147: Spanish
- 800-999-3004 TTY/TOD
Online access: www.lifebalance.net; user ID and password: lifebalance
William James College will offer and implement appropriate and reasonable supportive measures to the Parties upon Notice of alleged discrimination, harassment, and/or retaliation. Supportive measures are non-disciplinary, non-punitive individualized services offered as appropriate and reasonably available. They are offered, without fee or charge to the Parties, to restore or preserve access to William James College’s education program or activity, including measures designed to protect the safety of all Parties and/or William James College’s educational environment and/or to deter discrimination, harassment, and/or retaliation.
The Administrator promptly makes supportive measures available to the Parties upon receiving Notice/Knowledge or a Complaint. At the time that supportive measures are offered, if a Complaint has not been filed, William James College will inform the Complainant, in writing, that they may file a Complaint with William James College either at that time or in the future. The Administrator will work with a party to ensure that their wishes are considered with respect to any planned and implemented supportive measures.
William James College will maintain the confidentiality of the supportive measures, provided that confidentiality does not impair William James College’s ability to provide those supportive measures. William James College will act to ensure as minimal an academic/occupational impact on the Parties as possible. William James College will implement measures in a way that does not unreasonably burden any party.
These actions may include, but are not limited to:
- Referral to counseling, medical, and/or other healthcare services
- Referral to the Employee Assistance Program
- Referral to community-based service providers
- Referral for visa and immigration assistance
- Student financial aid counseling
- Education to the institutional community or community subgroup(s)
- Altering work arrangements for employees or student-employees
- Safety planning
- Transportation assistance
- Implementing contact limitations (no contact orders) between the Parties
- Academic support, extensions of deadlines, or other course/program-related adjustments
- Trespass, Persona Non Grata (PNG), or Be-On-the-Lookout (BOLO) orders
- Timely warnings
- Class schedule modifications, withdrawals, or leaves of absence
- Any other actions deemed appropriate by the Administrator(s)
Violations of no contact orders or other restrictions may be referred to appropriate student or employee conduct processes for enforcement or added as collateral misconduct allegations to an ongoing Complaint under this Policy.
Non-Discrimination and Title IX inquiries may be referred to:
Daniel Brent
Vice President for Finance and Operations(Also known as the Administrator and Deputy
Title IX Coordinator for Employees)
Room 543
William James College, 1 Wells Ave., Newton, MA 02459
617-327-6777, x1532
dan_brent@williamjames.edu
Dr. Ann Coyne
Dean of Students (Also known as the Administrator and Deputy Title IX Coordinator
for Students)
Dean of Students Office, Suite 448
William James College, 1 Wells Ave., Newton, MA 02459
617-327-6777, x2241
ann_coyne@williamjames.edu
Pronouns: She, Her, Hers
Parties may submit reports of discrimination and Title IX misconduct through theonline reporting form.
For those who wish to remain anonymous, anonymous reports may be made online using the same form, theonline reporting form. Anonymous reporting, however, may impact the College’s ability to respond or pursue appropriate action against the alleged perpetrators. Anonymous reports may limit the College’s ability to follow-up since the identity of the reporter is not known.
Confidentiality and Privacy in Reporting
The university will make every effort to maintain the privacy of those involved in discrimination and Title IX complaints and related processes. Only people who have a legitimate need to know about the matter will be informed, and materials and information prepared or acquired under Title IX procedures will be shared only as required and/or necessary with investigators, witnesses and other relevant parties.
Disclosure of such information also may be made if the university’s Title IX coordinator determines that such disclosure is necessary to protect the health, safety or well-being of the community. While the university’s Title IX coordinator will take into account any requests made by a party for confidentiality or that a Title IX matter not be investigated, the university’s Title IX coordinator will take appropriate steps to respond to the matter consistent with requirements of Title IX and the college’s obligation to the greater WJC community.
Please see Part II of the Equal Opportunity, Harassment, and Non-discrimination Policy and Resolution Process (Including Title IX).
The William James College Inclusive Excellence Committee is responsible for consulting with the Director of Talent, Equity and Culture (once appointed Dan Brent and Ann Coyne in the interim) to infuse diversity, equity, inclusion, and belonging among the College Community and in its programs. This involves an ongoing holistic review of bias, discrimination and Title IX trends on campus. Members of the Inclusive Excellence Committee are not confidential employees as outlined in the Non-Discrimination and Title IX Policy. The Committee works closely with administrators, students, faculty, staff, centers, committees, organizations and others. The Inclusive Excellence Committee plays an educational role in fostering an inclusive campus climate and is comprised of faculty, administrators and staff from various campus departments and offices. The Inclusive Excellence Committee will make recommendations—to administrators, governance bodies, organizations, or other groups—as to how to best foster an inclusive campus climate characterized by civility and mutual respect.
Policy Dissemination and Training
A copy of this policy will be made available to faculty and employees in annually required training and posted on the William James College website. William James College will educate all new students about this policy.
Resources
Founded in 1973, the Boston Area Rape Crisis Center (BARCC) is the only comprehensive rape crisis center in the Greater Boston area and the oldest and largest center of its kind in New England. Our mission is to end sexual violence through healing, empowerment, and social change.
With support from our community, BARCC provides free, confidential services to survivors of sexual violence ages 12 and up and their families and friends. We work with survivors of all genders and all backgrounds, with the goal of empowering survivors to heal and seek justice in ways that are meaningful to them. We meet the needs of survivors in crisis and long after, and we also assist them as they navigate the health-care, criminal legal, social service, and school systems.
Casa Myrna is Boston’s largest provider of domestic violence awareness efforts and of shelter and supportive services to survivors. Our comprehensive range of services, available in both Spanish and English, provide survivors with tools to recover from the trauma of abuse and begin to build sustainable self-sufficiency.
This guide explains the Recipient resources and options available to individuals impacted
by sex-based harassment including sexual assault, domestic violence, dating violence,
and stalking.
Trainings
Materials will be added here as trainings occur.
4 C.F.R. § 106.45(b)(10) requires William James College to publish any materials used for training Title IX coordinators, investigators, decision-makers and persons who facilitate informal resolutions on the university’s website. In compliance with the law, the university has made available all training materials for public review.
Why Pronouns Are Important
Interrupting Microaggressions Workshop
This workshop provides an overview of microaggressions and situates them within our socio-historical context. Participants will receive tools to address microaggressions and lay the foundation to create more inclusive spaces.
Unconscious Bias – Moving from Words to Action
This interactive workshop explores the biased brain, how decision-making processes can be biased, and how to alter your biases. Participants will examine their own background and identities to interact more authentically with colleagues, clients, and the community at large, explore how the brain functions to recognize unconscious bias as a natural function of the human mind, and expose patterns of unconscious bias to to navigate their impact on our decision-making processes.