Doing Your P.A.R.T.
The Responsible Employee Role
Harvard student employees, such as teaching fellows, research assistants, resident advisors, and paid peer mentors, are considered “responsible employees.” They must promptly notify a Title IX Resource Coordinator about possible sexual harassment or other sexual misconduct. Engaging with a Title IX Resource Coordinator does not automatically launch an investigation, but it does help connect a person who may have experienced harm with timely and relevant support.
Why This Matters
- Ensures that individuals are connected with a trained professional who can assist them.
- Provides access to supportive measures, which are individualized supports tailored to address emerging or ongoing challenges.
- Enables the University to proactively address community safety concerns, including patterns of possible sexual harassment or other sexual misconduct.
Doing Your P.A.R.T.
Below is a helpful guide that can help you support someone who has come to you to disclose sexual harassment or other sexual misconduct, including stalking and dating violence.
Privacy
If possible, delicately remind the student that you are not a confidential resource before they disclose information to you. Reinforce that you are concerned about their well-being and want to provide assistance, and clarify that their privacy is still a priority. Explain that you do not want them to share something under the expectation that it can remain confidential. If they wish to maintain confidentiality, direct them to appropriate resources, such as SHARE (Sexual Harassment/Assault Resources and Education).
Appreciate
This is a vital moment. It may be the first time the student is telling someone about this issue. Use supportive and nonjudgmental language, such as:
- “Thank you for telling me that. I appreciate you sharing something so difficult.”
- “I am sorry you are going through this.”
Responsibility
Explain your responsibility to consult with a Title IX Resource Coordinator. For example:
- “I am going to let the Title IX Resource Coordinator know that we talked so we can make sure you have access to resources and understand the options available to you. This does not mean you are filing a complaint. It does not start an investigation, and you are not obligated to share any information if you do not want to. If you prefer, I can talk to the Title IX Resource Coordinator for you or with you.”
Tell a Title IX Resource Coordinator
Agree on a plan to connect with a Title IX Resource Coordinator. If they’re interested, help them connect to SHARE or other resources. Ask whether they would like you to follow up and, if so, how they would like you to contact them. Respect their privacy; do not share other’s experiences with anyone except a Title IX Resource Coordinator, and never without their permission.
Frequently Asked Questions
What if a friend tells me something in confidence?
If someone approaches you in your capacity as a close personal friend, and not in your capacity as a representative of the University, the Faculty of Arts and Sciences may not require you to notify a Title IX Resource Coordinator. If you are unsure about your reporting responsibilities, contact a Title IX Resource Coordinator to discuss the situation.
How do I know if something violates our policies?
If you think that something may constitute a potential violation, contact a Title IX Resource Coordinator to discuss the issue. You do not need to identify the individuals involved during the initial conversation. You and the Coordinator will decide together whether the situation warrants notification.
Why would someone want to make a disclosure to a confidential resource?
Individuals may choose a confidential resource if:
- They know they do not want to make a formal report but need support.
- They need medical advocacy or legal accompaniment.
- They are unsure how to understand what happened or what steps to take next.
What are some best practices?
- Focus on their feelings and concerns instead of the details of what happened.
- Offer choices, but don’t push them to make a decision.
- Use their words, allowing them to define their own experience.
- Avoid “why” questions that could be misinterpreted as judgments about behavior.
- Only make promises you can keep.
- If you don’t know the answer, it’s best to say, “I’m not sure, let me find out.”
- It is okay to say, "This is not what I'm best at, but I'd like to connect you with the people at Harvard who are."
Support for Responsible Employees
Additional information about available support and your responsibilities as a responsible employee can be found on the Office for Community Support, Non-Discrimination, Rights and Responsibilities (CSNDR) website: