A substantially different rate of selection in hiring, promotion, transfer, training or other employment-related decisions for any race, sex or ethnic group in comparison with other groups.

A strategy for pursuing equal opportunity for individuals, and diversity for organizations, through outreach in recruitment, development, and retention programs. Organizations employ affirmative action to engage in fair employment practices, and redress past inequities. Affirmative action is required by EO 11246.

Conduct, intimidation, and express or implied threats of physical or emotional harm that would reasonably place an individual in fear of immediate or future harm and that is employed to persuade or compel someone to engage in sexual contact. Also see “force.”

Any act that knowingly aids, facilitates, promotes, or encourages prohibited conduct by another person.

The communication of an affirmative, conscious, and freely made decision by each participant to engage in agreed upon forms of sexual contact. Consent requires an outward demonstration, through understandable words or actions, that conveys a clear willingness to engage in sexual contact. Also see “incapacitation.”

Any unlawful distinction, preference, or detriment to an individual as compared to others that is based on an individual’s protected status.

Conduct, intimidation, and express or implied threats of physical or emotional harm, that would reasonably place an individual in fear of immediate or future harm and that is employed to persuade or compel someone to engage in sexual contact. Also see “coercion.”

A type of discrimination that occurs when verbal, physical, electronic, or other conduct based on an individual’s protected status interferes with that person’s educational environment, work environment, participation in a university program or activity, or access to legitimately requested services.

Unwelcome conduct based on protected status that is so severe, persistent, or pervasive that it alters the conditions of education, employment, or participation in a university program or activity, thereby creating an environment that a reasonable person in similar circumstances and with similar identities would find hostile, intimidating, or abusive.

The state of being asleep, unconscious, intermittently conscious, or otherwise unable to consent to sexual contact.

Physical, sexual, emotional, economic, or psychological actions or threats of actions that a reasonable person in similar circumstances and with similar identities would find intimidating, frightening, terrorizing, or threatening.

A characteristic that, in accordance with federal and state law, is protected from discrimination and harassment: age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex, sexual orientation, or veteran status.

Acts or words taken against an individual because of the individual’s participation in a protected activity, such as reporting harassment, that would discourage a reasonable person from engaging in the activity.

A form of sexual- or gender-based harassment that involves having or attempting to have sexual contact with another individual without consent.

Intentional touching or penetration of another person’s clothed or unclothed body, including but not limited to the mouth, neck, buttocks, anus, genitalia, or breast, by another with any part of the body or any object in a sexual manner.

Unwelcome conduct that may include sexual advances, requests for sexual favors, and other verbal, physical, or electronic conduct of a sexual nature that creates a hostile, intimidating, or abusive environment.

Unwelcome conduct directed at an individual that is sufficiently serious to cause physical, emotional, or psychological fear or to create a hostile, intimidating, or abusive environment, such as repeated unwanted attention or physical, verbal, or electronic contact.

Workforce representation of fewer women or minorities in a particular job group than would reasonably be expected, given their availability. The difference between availability of women or minorities with requisite skills in the reasonable recruitment area, and actual participation must be statistically significant in order for the disparity to indicate underutilization.