{"id":4125,"date":"2024-07-28T17:05:48","date_gmt":"2024-07-28T21:05:48","guid":{"rendered":"https:\/\/www.icsom.org\/senzasordino\/?p=4125"},"modified":"2024-07-28T17:06:08","modified_gmt":"2024-07-28T21:06:08","slug":"sexual-harassment-and-sexual-violence-in-the-orchestra","status":"publish","type":"post","link":"https:\/\/www.icsom.org\/senzasordino\/2024\/07\/sexual-harassment-and-sexual-violence-in-the-orchestra\/","title":{"rendered":"Sexual Harassment and Sexual Violence in the Orchestra"},"content":{"rendered":"<div id=\"attachment_4126\" style=\"width: 210px\" class=\"wp-caption alignright\"><a href=\"https:\/\/www.icsom.org\/senzasordino\/wp-content\/uploads\/2024\/07\/Carol-Merchasin_Alastair-HiltonMcAllister-Olivarius-scaled.jpg\"><img loading=\"lazy\" decoding=\"async\" aria-describedby=\"caption-attachment-4126\" class=\"wp-image-4126 size-medium\" src=\"https:\/\/www.icsom.org\/senzasordino\/wp-content\/uploads\/2024\/07\/Carol-Merchasin_Alastair-HiltonMcAllister-Olivarius-200x300.jpg\" alt=\"Carol Merchasin\" width=\"200\" height=\"300\" srcset=\"https:\/\/www.icsom.org\/senzasordino\/wp-content\/uploads\/2024\/07\/Carol-Merchasin_Alastair-HiltonMcAllister-Olivarius-200x300.jpg 200w, https:\/\/www.icsom.org\/senzasordino\/wp-content\/uploads\/2024\/07\/Carol-Merchasin_Alastair-HiltonMcAllister-Olivarius-683x1024.jpg 683w, https:\/\/www.icsom.org\/senzasordino\/wp-content\/uploads\/2024\/07\/Carol-Merchasin_Alastair-HiltonMcAllister-Olivarius-768x1152.jpg 768w, https:\/\/www.icsom.org\/senzasordino\/wp-content\/uploads\/2024\/07\/Carol-Merchasin_Alastair-HiltonMcAllister-Olivarius-1024x1536.jpg 1024w, https:\/\/www.icsom.org\/senzasordino\/wp-content\/uploads\/2024\/07\/Carol-Merchasin_Alastair-HiltonMcAllister-Olivarius-1365x2048.jpg 1365w, https:\/\/www.icsom.org\/senzasordino\/wp-content\/uploads\/2024\/07\/Carol-Merchasin_Alastair-HiltonMcAllister-Olivarius-scaled.jpg 1707w\" sizes=\"auto, (max-width: 200px) 100vw, 200px\" \/><\/a><p id=\"caption-attachment-4126\" class=\"wp-caption-text\">Carol Merchasin<br \/><span class=\"photocredit\"> Photo Credit: Alastair Hilton\/McAllister-Olivarius<\/span><\/p><\/div>\n<div id=\"attachment_4026\" style=\"width: 250px\" class=\"wp-caption alignright\"><a href=\"https:\/\/www.icsom.org\/senzasordino\/wp-content\/uploads\/2024\/03\/Jessica-Phillips-2_Miran-Kim-scaled.jpeg\"><img loading=\"lazy\" decoding=\"async\" aria-describedby=\"caption-attachment-4026\" class=\"wp-image-4026 size-medium\" src=\"https:\/\/www.icsom.org\/senzasordino\/wp-content\/uploads\/2024\/03\/Jessica-Phillips-2_Miran-Kim-240x300.jpeg\" alt=\"Member-at-Large Jessica Phillips\" width=\"240\" height=\"300\" srcset=\"https:\/\/www.icsom.org\/senzasordino\/wp-content\/uploads\/2024\/03\/Jessica-Phillips-2_Miran-Kim-240x300.jpeg 240w, https:\/\/www.icsom.org\/senzasordino\/wp-content\/uploads\/2024\/03\/Jessica-Phillips-2_Miran-Kim-819x1024.jpeg 819w, https:\/\/www.icsom.org\/senzasordino\/wp-content\/uploads\/2024\/03\/Jessica-Phillips-2_Miran-Kim-768x960.jpeg 768w, https:\/\/www.icsom.org\/senzasordino\/wp-content\/uploads\/2024\/03\/Jessica-Phillips-2_Miran-Kim-1229x1536.jpeg 1229w, https:\/\/www.icsom.org\/senzasordino\/wp-content\/uploads\/2024\/03\/Jessica-Phillips-2_Miran-Kim-1639x2048.jpeg 1639w, https:\/\/www.icsom.org\/senzasordino\/wp-content\/uploads\/2024\/03\/Jessica-Phillips-2_Miran-Kim-scaled.jpeg 2048w\" sizes=\"auto, (max-width: 240px) 100vw, 240px\" \/><\/a><p id=\"caption-attachment-4026\" class=\"wp-caption-text\">Member-at-Large Jessica Phillips<br \/><span class=\"photocredit\"> Photo Credit: Miran Kim<\/span><\/p><\/div>\n<p><span style=\"font-weight: 400;\">Sexual harassment has become normalized in the music industry. This may be especially true in American orchestras (as we saw with the recent allegations of misconduct at the New York Philharmonic). Reasons for the pervasive nature of this culture include the peculiar power dynamics of orchestras, the close-knit working environment, and the lack of consistent application of prevention and disciplinary action. To truly combat sexual harassment and sexual violence, established orchestras must lead by example, introducing zero-tolerance policies and clear processes for reporting and investigating misconduct. Until then, performers should be aware that a variety of state and federal laws protect them from various forms of misconduct. This piece outlines the most important of these laws.<\/span><\/p>\n<h1><span style=\"font-weight: 400;\">PART I: What You Should Know about Sexual Harassment<\/span><\/h1>\n<h2><b>What is Sexual Harassment in the Workplace?\u00a0<\/b><\/h2>\n<p><a href=\"https:\/\/www.eeoc.gov\/laws\/guidance\/fact-sheet-sexual-harassment-discrimination\"><span style=\"font-weight: 400;\">The EEOC defines sexual harassment<\/span><\/a> <span style=\"font-weight: 400;\">in this way<\/span><span style=\"font-weight: 400;\">: \u201cU<\/span><span style=\"font-weight: 400;\">nwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual&#8217;s employment, unreasonably interferes with an individual&#8217;s work performance, or creates an intimidating, hostile, or offensive work environment.<\/span><span style=\"font-weight: 400;\">\u201d Sexual harassment can inside or outside of the physical workplace and in a variety of circumstances <\/span><a href=\"https:\/\/righttobe.org\/guides\/defining-workplace-harassment\/\"><span style=\"font-weight: 400;\">including but not limited to the following:<\/span><\/a><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The victim as well as the harasser may be a woman or a man. The victim does not have to be of the opposite sex.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The harasser can be the victim&#8217;s supervisor, an agent of the employer, a supervisor in another area, a co-worker, or a non-employee.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">A victim could be anyone who is affected by the offensive conduct and not solely the person harassed.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">While the offensive conduct must be unwelcome, the legal standard for determining what is unwelcome is taken from the perspective of the <\/span><span style=\"font-weight: 400;\">\u201c<\/span><a href=\"https:\/\/www.forbes.com\/advisor\/legal\/personal-injury\/reasonable-person-standard\/\"><span style=\"font-weight: 400;\">reasonable person<\/span><\/a><span style=\"font-weight: 400;\">.\u201d<\/span><\/li>\n<\/ul>\n<h2><b>What is the law?\u00a0<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Sexual harassment is a form of sex discrimination that violates <\/span><a href=\"https:\/\/www.eeoc.gov\/statutes\/title-vii-civil-rights-act-1964\"><span style=\"font-weight: 400;\">Title VII of the Civil Rights Act of 1964<\/span><\/a><span style=\"font-weight: 400;\">. <\/span><span style=\"font-weight: 400;\">Additionally, each state has its own (slightly varying) laws related to harassment. <\/span><span style=\"font-weight: 400;\">These laws apply to orchestra management and labor organizations. T<\/span><span style=\"font-weight: 400;\">he employer (not the union) is the sole party that can discipline based on the outcome of an investigation into allegations of sexual harassment. Furthermore, the <\/span><a href=\"https:\/\/www.eeoc.gov\/summary-key-provisions-eeoc-enforcement-guidance-harassment-workplace\"><span style=\"font-weight: 400;\">EEOC<\/span> <span style=\"font-weight: 400;\">issued new guidelines in 2024<\/span><\/a><span style=\"font-weight: 400;\"> on the employer\u2019s responsibility to prevent sexual harassment in the workplace.<\/span><\/p>\n<h2><b>What is the role of the employer?\u00a0<\/b><\/h2>\n<h3><span style=\"font-weight: 400;\">The EEOC \u201c<\/span><a href=\"https:\/\/www.eeoc.gov\/summary-key-provisions-eeoc-enforcement-guidance-harassment-workplace\"><span style=\"font-weight: 400;\">strongly encourages<\/span><\/a><span style=\"font-weight: 400;\">\u201d employers to do the following:<\/span><\/h3>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">have a clear, easy-to-understand anti-harassment policy;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">have a safe and effective procedure that employees can use to report harassment. Ideally, employers should offer a range of options for reporting sexual harassment, allowing the employees to avoid conflicts of interest and to feel comfortable in filing reports;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">provide recurring training to all employees, including supervisors and managers, about the company\u2019s anti-harassment policy and complaint process; and<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">take steps to make sure the anti-harassment policy is being followed and the complaint process is working.<\/span><\/li>\n<\/ul>\n<h2><b>What is online vs. in-person harassment?<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">If you feel that you are subject to <\/span><a href=\"https:\/\/righttobe.org\/guides\/know-your-rights\/\"><span style=\"font-weight: 400;\">sexual harassment online<\/span><\/a><span style=\"font-weight: 400;\">, you can find more information and resources about this from Right to Be.<\/span><\/p>\n<h2><b>Training<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Make sure your workplace provides proper and effective training, noting that Some state and city laws mandate training, such as New York and New York City. The <\/span><a href=\"https:\/\/www.eeoc.gov\/laws\/guidance\/fact-sheet-sexual-harassment-discrimination\"><span style=\"font-weight: 400;\">EEOC says<\/span><\/a><span style=\"font-weight: 400;\">:<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cPrevention is the best tool to eliminate sexual harassment in the workplace. Employers are encouraged to take steps necessary to prevent sexual harassment from occurring. They should clearly communicate to employees that sexual harassment will not be tolerated. They can do so by providing sexual harassment training to their employees and by establishing an effective complaint or grievance process and taking immediate and appropriate action when an employee complains.\u201d\u00a0<\/span><\/p>\n<h2><b>Bystander training<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">The EEOC also states that bystander intervention training shows \u201c<\/span><a href=\"https:\/\/www.eeoc.gov\/select-task-force-study-harassment-workplace#_Toc453686305\"><span style=\"font-weight: 400;\">significant promise for preventing harassment in the workplace<\/span><\/a><span style=\"font-weight: 400;\">.\u201d<\/span><span style=\"font-weight: 400;\"> Rape, Abuse and Incest National Network (RAINN) has some excellent resources <\/span><a href=\"https:\/\/www.rainn.org\/articles\/your-role-preventing-sexual-assault\"><span style=\"font-weight: 400;\">on its website<\/span><\/a><span style=\"font-weight: 400;\"> and Right to Be (formerly known as Hollaback!) has an accessible Bystander Intervention they use called<\/span> <a href=\"https:\/\/righttobe.org\/guides\/bystander-intervention-training\/\"><span style=\"font-weight: 400;\">\u201cThe 5Ds: Distract, Delegate, Direct, Delay, and Document.\u201d<\/span><\/a> <span style=\"font-weight: 400;\">It is crucial to come forward promptly when you see harassment: when you do, you interrupt the cycle of behavior, contribute to a zero-tolerance policy, and create a sense of safety in the community.<\/span><\/p>\n<h2><b>How to report<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">You should have <\/span><a href=\"https:\/\/righttobe.org\/guides\/responding-to-workplace-harassment-understanding-your-options\/\"><span style=\"font-weight: 400;\">options<\/span><\/a> <span style=\"font-weight: 400;\">for reporting an incident of sexual harassment or discrimination:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Your employer should post their<\/span> <a href=\"https:\/\/www.local802afm.org\/wp-content\/uploads\/2018\/09\/NYC-Sexual-Harassment-Notice.pdf\"><span style=\"font-weight: 400;\">anti-harassment policy<\/span><\/a> <span style=\"font-weight: 400;\">with clear instructions on how to report an incident. This information should be easily accessible to all employees, for example, posted in all common areas, in an employment handbook, or online. Anti-harassment policies should instruct you on how to report the incident and should offer a variety of avenues to do this, such as your personnel manager, Human Resources, or your local union. If you meet with HR or a personnel manager at your workplace, you may bring your union representative with you to the meeting, if you choose to do so.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Because reliving the event can be traumatic, Right to Be suggests that<\/span> <a href=\"https:\/\/righttobe.org\/guides\/responding-to-workplace-harassment-understanding-your-options\/\"><span style=\"font-weight: 400;\">it can be helpful to document<\/span><\/a><span style=\"font-weight: 400;\"> all the facts about the incident to help you prepare for a meeting where you report sexual harassment. However, your employer should not require you to make a written statement about the incident to report it. While the following information can help prepare you for the meeting, in no way do you need to know the answers to all the following questions to report the harassment:<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Where and when did it happen?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">What was said and\/or done?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Who else was there? Who else became aware afterward (if anyone)?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">How did it make you feel? Did it result in any impact on your work performance, relationships, confidence, creativity, etc.?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Is there any record of the harassment? This could include documentation of the actual harassment (for instance, a harassing email).<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Are you aware of other incidents of harassment similar to what you are reporting? Do you know that this person harassed anyone else?<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<h2><b>Confidentiality<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">The power differentials in the orchestra are myriad, and even reporting harassment among peers can be paralyzing. Many fear it will either change their relationships irrevocably, make things worse, or they will lose their job (however, as noted below, federal law prohibits retaliation once you report an incident). It is important to know that<\/span><a href=\"https:\/\/righttobe.org\/guides\/employees-guide-to-workplace-investigations-and-aftermath\/\"> <span style=\"font-weight: 400;\">not every investigation can be kept completely confidential<\/span><\/a><span style=\"font-weight: 400;\">. Moreover, reporting anonymously may hamper the investigator\u2019s ability to find out what happened. When you report the incident, you can ask the investigator how much confidentiality they can assure you. <\/span><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<h2><b>What happens in an investigation of a complaint?<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">According to the EEOC, an employer should conduct a prompt, impartial, and thorough investigation to determine whether harassing conduct occurred and take appropriate action to promote a safe, fair, and productive work environment. What steps to take, what evidence to gather, and who to interview will depend on the particular facts and circumstances of the allegations. Regardless of the size and scope of the investigation, however, some indications of an effective investigation may include the following (<\/span><a href=\"https:\/\/www.eeoc.gov\/summary-key-provisions-eeoc-enforcement-guidance-harassment-workplace\"><span style=\"font-weight: 400;\">excerpted directly from the EEOC<\/span><\/a><span style=\"font-weight: 400;\">):<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The employer starts investigating reasonably soon after learning about potential harassment;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The assigned investigator is trained on harassment law and how to investigate harassment allegations;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The assigned investigator is impartial and unbiased;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">There is an investigative plan, and that plan is followed;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Steps are taken to make sure neither the complainant nor the alleged harasser can influence the investigation, the investigator, or potential witnesses;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Testimony, evidence, and other helpful information is gathered from relevant witnesses and other sources, such as video cameras, company-provided cell phones, and email servers;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Both the complainant and the alleged harasser are updated on the status of the investigation, as appropriate;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Both the complainant and the alleged harasser are informed about the employer\u2019s conclusions and any actions it plans to take as a result of the investigation; and\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Records of harassment complaints, investigations, evidence, and conclusions are preserved.\u00a0<\/span><\/li>\n<\/ul>\n<h2><b>Retaliation<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">It is unlawful to retaliate against anyone for bringing a good faith complaint of harassment or participating in any way in an investigation under sexual harassment laws. You can and should report any kind of retaliation\u2013even in cases where your report of harassment wasn\u2019t validated or actionable, retaliation is still illegal.<\/span><\/p>\n<h2><b>What can you expect once the investigation is finished?<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">At the end of an investigation, only the people directly involved may learn the result. Because of the confidentiality of the process, which protects both the complainant and the alleged harasser, other employees may never learn the outcome of the investigation. That doesn\u2019t mean that nothing happened. Often, the result is \u201cinconclusive.\u201d Harassment can be hard to substantiate. That doesn\u2019t mean it isn\u2019t worth reporting what happened. It is possible that this is a pattern of behavior and others have reported a similar experience. (Note that the <\/span><a href=\"https:\/\/righttobe.org\/guides\/employees-guide-to-workplace-investigations-and-aftermath\/\"><span style=\"font-weight: 400;\">Employees\u2019 Guide to Workplace Investigations and Aftermath<\/span><\/a> <span style=\"font-weight: 400;\">and<\/span> <a href=\"https:\/\/righttobe.org\/guides\/defining-workplace-harassment\/\"><span style=\"font-weight: 400;\">Defining Workplace Harassment<\/span><\/a> <span style=\"font-weight: 400;\">resources from Right to Be will walk you through what you can expect at each point in the process.)<\/span><\/p>\n<p><span style=\"font-weight: 400;\">It is important to remember that the employer should not be deciding if the harassment is illegal or not\u2014they should be deciding if it violates their policy,a much lower standard. If you are unhappy with the outcome of an investigation, you may have the option to sue your employer or the perpetrator for damages.\u00a0 It is always easier to prove a pattern of harassment than a single incident; if multiple people are affected, or your own harassment happened repeatedly, your case will be stronger, and your employer may be induced to settle rather than make you go to trial.<\/span><\/p>\n<h2><b>Non-Disclosure Agreement (NDA)<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">A Non-Disclosure Agreement is a legally binding agreement to keep information confidential. An employer should not ask you to sign an NDA unless you make a legal claim and receive a settlement. Whether or not you sign an NDA is something you should discuss with your union representative or legal counsel. You don\u2019t need an attorney to make a report of sexual harassment to an employer, but if you are involved in settling a claim you should consult an attorney.<\/span><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<p><b>\u00a0<\/b><\/p>\n<h1><span style=\"font-weight: 400;\">PART II: Sexual Violence in the Workplace<\/span><\/h1>\n<p><b>\u00a0<\/b><\/p>\n<h2><b>What is sexual violence?<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Of course, any non-consensual sexual act proscribed by federal or state law is also a crime when it happens in the context of the workplace. Such examples can include:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Penetration of the victim\u2019s body, also known as Rape or sexual assault<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Attempted rape.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Forcing a victim to perform sexual acts or penetration of the perpetrator\u2019s body.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Unwanted sexual contact\/touching<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Exposing one\u2019s genitals or naked body to other(s) without consent<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Stalking<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Making sexual advances and using a power differential to obtain sexual favors<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">What is the difference between sexual harassment, sexual misconduct, and sexual assault? Sexual harassment generally violates civil law as you have a legal right to a workplace free of discrimination and harassment. Sexual assault can be a criminal offense as well as a violation of civil law. Sexual assault refers to any physical contact or behavior, that occurs without the victim\u2019s consent, including when the victim cannot consent (many resources use the terms \u201cvictim\u201d and \u201csurvivor\u201d interchangeably to be inclusive of the various ways people who have experienced sexual violence may choose to identify). The definition of \u201cconsent\u201d varies by state law but you can find a broad definition <\/span><a href=\"https:\/\/inspiredelearning.com\/blog\/sexual-harassment-vs-sexual-assault\/\"><span style=\"font-weight: 400;\">here<\/span><\/a><span style=\"font-weight: 400;\">. RAINN defines sexual misconduct as \u201ca non-legal term used to informally describe a broad range of behaviors, which may or may not involve harassment.\u201d For example, some companies may prohibit sexual relationships between coworkers, or between an employee and their boss, even if the relationship is consensual.<\/span><\/p>\n<h2><b>Where to report<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Whether you report a sexual assault is a personal decision. If you decide to do so, you can report an incident of sexual violence in the workplace in the same way you would report any incident of sexual harassment. You may choose to bring someone with you to help you through the process. If you want to record your interview, you should ask if it is permitted (the legality of this varies from state to state).\u00a0 Additionally, you have several other options to report to law enforcement:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Call 911.<\/b><span style=\"font-weight: 400;\"> If you are in immediate danger, dial 911.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Contact the local police department.<\/b><span style=\"font-weight: 400;\"> Call the direct line of your local police station or visit the station in person.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Visit a medical center.<\/b><span style=\"font-weight: 400;\"> If you are being treated for injuries resulting from sexual assault, tell a medical professional that you wish to report the crime. You can also choose to have a sexual assault forensic exam. To find an appropriate local health facility that is prepared to care for survivors, call the National Sexual Assault Hotline at 800-656-HOPE (4673).<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Report through your employer\u2019s sexual harassment policy. <\/b><span style=\"font-weight: 400;\">Sexual violence which occurs among co-workers, or between a manager and a musician, can be covered by your employer\u2019s sexual harassment policy. It is important to remember that while the person reporting may or may not want the accused to be fired or disciplined, ultimately, it is the employer who will make the final decision about what action(s) they will take, based on the investigation and consistent with actions they have taken in similar policy violations.\u00a0<\/span><\/li>\n<\/ul>\n<h2><b>How to report<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">RAINN<\/span> <a href=\"https:\/\/rainn.org\/articles\/communicating-law-enforcement\"><span style=\"font-weight: 400;\">suggests<\/span><\/a> <span style=\"font-weight: 400;\">including the following information when reporting sexual violence. You do not have to be able to remember or articulate all of these thing<\/span><span style=\"font-weight: 400;\">s <\/span><a href=\"https:\/\/www.rainn.org\/articles\/communicating-law-enforcement\"><span style=\"font-weight: 400;\">to make a report<\/span><\/a><span style=\"font-weight: 400;\">. <\/span><span style=\"font-weight: 400;\">It is common for survivors of sexual violence not to remember all the details:\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Description of the assault: <\/b><span style=\"font-weight: 400;\">details about what occurred; sensory experiences, such as what the victim saw, smelled, tasted, heard, or felt during the assault; the victim\u2019s exact words or phrases, quoted directly; details of voluntary alcohol or drug use that demonstrate why this is an issue of increased vulnerability rather than culpability.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Indication of force: <\/b><span style=\"font-weight: 400;\">coercion, threats, and\/or force and the victim\u2019s response during and after; signs of fear including fight, flight, faint, freeze, and fawn reactions from the victim.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Lack of consent: <\/b><span style=\"font-weight: 400;\">what \u201cno\u201d looked or felt like for the individual victim\u2014noting that silence is not consent and \u201cno\u201d or resistance is communicated through more than just words; any details that show how a consensual encounter turned nonconsensual. For more information about this specific point, consult<\/span> <a href=\"https:\/\/consentawareness.net\/\"><span style=\"font-weight: 400;\">https:\/\/consentawareness.net\/<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Signs of premeditation: <\/b><span style=\"font-weight: 400;\">any interactions that might indicate premeditation or grooming behavior by the perpetrator.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Timeline and victim response:<\/b><span style=\"font-weight: 400;\"> a timeline to show trauma behavior in the context of previous behavior, such as weight loss or gain, changes in routine; and documentation of the victim\u2019s condition as observed.<\/span><\/li>\n<\/ul>\n<h2><b>Conclusion<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Sexual harassment and sexual violence may be a pervasive challenge in American orchestras for many reasons. However, the information about laws and resources in this article is intended to be a first step in providing information about the steps that can be taken in each situation, individual and unique as that situation may be.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This guide represents only an overview of the laws and resources that protect individuals faced with sexual harassment or sexual violence situations. Please note that the links provided in the article, as well as the ones listed below, often go into greater detail about the resources available to victims and bystanders.<\/span><\/p>\n<p><b>\u00a0<\/b><\/p>\n<h2><b>Additional resources:<\/b><\/h2>\n<p><a href=\"https:\/\/www.tequitable.com\/\"><span style=\"font-weight: 400;\">https:\/\/www.tequitable.com\/<\/span><\/a><\/p>\n<p><a href=\"https:\/\/www.empowerwork.org\/\"><span style=\"font-weight: 400;\">https:\/\/www.empowerwork.org\/<\/span><\/a><\/p>\n<p><a href=\"https:\/\/righttobe.org\/take-action\/\"><span style=\"font-weight: 400;\">https:\/\/righttobe.org\/take-action\/<\/span><\/a><\/p>\n<p><a href=\"https:\/\/righttobe.info\/wp-content\/uploads\/2022\/03\/sexual-harassment-in-the-workplace-right-to-be.pdf\"><span style=\"font-weight: 400;\">https:\/\/righttobe.info\/wp-content\/uploads\/2022\/03\/sexual-harassment-in-the-workplace-right-to-be.pdf<\/span><\/a><\/p>\n<p><a href=\"https:\/\/www.shrm.org\/topics-tools\/news\/inclusion-equity-diversity\/10-tips-for-inclusion\"><span style=\"font-weight: 400;\">https:\/\/www.shrm.org\/topics-tools\/news\/inclusion-equity-diversity\/10-tips-for-inclusion<\/span><\/a><\/p>\n<p><a href=\"https:\/\/www.nsvrc.org\/find-help\"><span style=\"font-weight: 400;\">https:\/\/www.nsvrc.org\/find-help<\/span><\/a><\/p>\n<p><a href=\"https:\/\/www.rainn.org\/consulting-services#training\"><span style=\"font-weight: 400;\">https:\/\/www.rainn.org\/consulting-services#training<\/span><\/a><\/p>\n<p><a href=\"https:\/\/www.eeoc.gov\/laws\/guidance\/fact-sheet-sexual-harassment-discrimination\"><span style=\"font-weight: 400;\">https:\/\/www.eeoc.gov\/laws\/guidance\/fact-sheet-sexual-harassment-discrimination<\/span><\/a><\/p>\n<p><a href=\"https:\/\/www.eeoc.gov\/summary-key-provisions-eeoc-enforcement-guidance-harassment-workplace\"><span style=\"font-weight: 400;\">https:\/\/www.eeoc.gov\/summary-key-provisions-eeoc-enforcement-guidance-harassment-workplace<\/span><\/a><\/p>\n<p><a href=\"https:\/\/americanorchestras.org\/promising-practices-actions-orchestras-can-take-to-make-progress-toward-equity\/\"><span style=\"font-weight: 400;\">https:\/\/americanorchestras.org\/promising-practices-actions-orchestras-can-take-to-make-progress-toward-equity\/<\/span><\/a><\/p>\n<p><a href=\"https:\/\/www.nsvrc.org\/find-help\"><span style=\"font-weight: 400;\">https:\/\/www.nsvrc.org\/find-help<\/span><\/a><\/p>\n<p><br style=\"font-weight: 400;\" \/><br style=\"font-weight: 400;\" \/><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Sexual harassment has become normalized in the music industry. This may be especially true in American orchestras (as we saw with the recent allegations of misconduct at the New York Philharmonic). Reasons for the pervasive nature of this culture include the peculiar power dynamics of orchestras, the close-knit working environment, and the lack of consistent&#8230; <a class=\"more-link\" href=\"https:\/\/www.icsom.org\/senzasordino\/2024\/07\/sexual-harassment-and-sexual-violence-in-the-orchestra\/\">[Read more]<\/a><\/p>\n","protected":false},"author":5,"featured_media":4129,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_genesis_hide_title":false,"_genesis_hide_breadcrumbs":false,"_genesis_hide_singular_image":false,"_genesis_hide_footer_widgets":false,"_genesis_custom_body_class":"","_genesis_custom_post_class":"","_genesis_layout":"","footnotes":""},"categories":[260],"tags":[],"class_list":{"0":"post-4125","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-july-2024","8":"entry"},"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Sexual Harassment and Sexual Violence in the Orchestra | Senza Sordino<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.icsom.org\/senzasordino\/2024\/07\/sexual-harassment-and-sexual-violence-in-the-orchestra\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Sexual Harassment and Sexual Violence in the Orchestra | Senza Sordino\" \/>\n<meta property=\"og:description\" content=\"Sexual harassment has become normalized in the music industry. 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