Sexual harassment at UW: What we know
System announces policy review for hiring, reference checks, files
The University of Wisconsin System scrambled to get ahead of news stories Wednesday in announcing it would review hiring practices and reference checks to weed out prospective employees with a history of sexual harassment and tighten documentation.
The Milwaukee Journal Sentinel, Stevens Point Journal, and Oshkosh Northwestern have been delving into cases of UW employees moving from campus to campus — with their misconduct undisclosed — and documents about allegations and investigations missing from personnel files.
The Journal Sentinel was ready to publish a story raising questions about whether enough was being done to maintain records of harassment cases so offenders couldn’t quietly move elsewhere and continue the behavior without their history following them.
Gov. Scott Walker cited published reports from USA TODAY NETWORK-Wisconsin in asking the UW System to review its policies.
Here’s what we know — and what we don’t — about UW System’s reckoning with sexual misconduct of employees who work with students.
1. What prompted the release of records of sexual harassment cases
In the wake of #MeToo, women have come forward to share their stories, and public attention has turned to the extent of sexual harassment in workplaces. In academia, power differences between professors and students create an especially difficult dynamic.
Under the state’s open records law, the Journal Sentinel in January asked all 13 four-year and 13 two-year UW System campuses for sexual harassment complaints involving supervisors, instructors and others who interact with students. The Journal Sentinel specifically requested complaints, investigation findings, disciplinary actions taken, employment status of the accused and details of any financial settlements.
2. What we found
The records provided to the newspaper revealed that some 100 complaints of sexual misconduct have been formally investigated on UW campuses since 2014, involving supervisors or faculty and others who teach, advise or supervise students.
In more than half the cases, students made the allegations.
3. What further concerns were raised by the documents?
The Journal Sentinel shared sexual harassment case files from UW-Oshkosh, UW-Stevens Point and UW-Green Bay with USA TODAY NETWORK-Wisconsin partners in those communities.
Stories by the Stevens Point Journal and Oshkosh Northwestern exposed a lack of transparency when UW campuses provided job references for employees with known histories of sexual harassment. Those employees were hired by other campuses that did not know their histories.
The Journal Sentinel’s investigation revealed gaping holes in documentation kept on file. Many of the investigation findings — and in some cases, all records — were missing. Records about disciplinary actions taken also were spotty.
4. What UW officials said in response to issues raised
Asked whether prospective employers would have a way of finding out about a UW System employee with a history of sexual harassment allegations, UW System spokeswoman Heather LaRoi told the Journal Sentinel it’s up to prospective employers to decide what to ask.
“Depending on the circumstances, it is possible that sexual harassment allegations could be shared as part of a reference check,” LaRoi said.
UW-Stevens Point Chancellor Bernie Patterson ordered a review of policies at that campus on disclosure of sexual harassment complaints in reference checks before the UW System announced its review.
“UW-Stevens Point will ensure those in leadership positions are knowledgeable of and compliant with relevant policies, including the distinction between the right to privacy and the obligation to disclose allegations and investigations of sexual harassment,” spokeswoman Nick Schultz told the Stevens Point Journal.
5. What UW was doing to address sexual harassment before now
UW System President Ray Cross created a Task Force on Sexual Violence and Harassment in 2014, which led to systemwide sexual violence and harassment training for all employees and students, starting last year.
The UW System also created a website to connect victims with campus support services, and revised policy on consensual relationships to help mitigate potential conflicts and power differentials.
6. What’s next
During the UW System Board of Regents’ next regular meeting June 7 on the UW-Milwaukee campus, the regents will consider a new policy tightening record-keeping for sexual harassment cases, and a review of hiring and reference check processes at all campuses.
The review is to ensure that allegations or investigations of sexual harassment for current or former employees are “appropriately disclosed” when an individual is being considered for a job at a UW institution or by an outside entity.
The proposed new policy also would require personnel files to appropriately document the final resolution of any allegations or investigations, including whether the employee was found not responsible, resigned, was disciplined or was terminated.