AA/EEO Policies


The University of Southern Mississippi offers to all persons equal access to educational, programmatic and employment opportunities without regard to age, sex, sexual orientation, disability, pregnancy, gender identity, genetic information, religion, race, color, national origin, and/or veteran status pursuant to applicable state and federal law.

Sexual Misconduct Policy Statement

The University of Southern Mississippi prohibits sexual misconduct din any form,including sexual assault or sexual abuse, sexual harassment, and other forms of nonconsensual sexual conduct.  The University's Sexual Misconduct Policy sets for the resources available to students and employees and describes prohibited conduct.  Sexual misconduct is incosistent with the standards and ideals of our community and will not be tolerated.  The University is committed to fostering an academic, work, and living environment that is free from all forms of discrimination and sexual misconduct including sexual harassment under Title IV, Title VII and Title IX.  The policy assists the University in complying with federal and state legal mandates and a University policy in relation to such misconduct and applies to all members of the University community.

Title IX of the Education Amendments of 1972 and its implementing regulations prohibit discrimination on the basis of sex.  Title IX protects students in connection with all the academic, educational, extracurricular, athletic, and other programs of the university, whether those programs take place in a university facility or at a class or training program sponsored by the university at another location.  Sexual harassment of students, including acts of sexual violence, is a form of sex discrimination prohibited by Title IX.

Any student or employee who wishes to file a claim of sex discrimination, or who has questions about the application of Title IX should contact:

Office of Affirmative Action & Equal Employment Opportunity

Dr. Rebecca N. Malley, Director


McLemore Hall (MCL) 310

118 College Drive #5168

Hattiesburg, MS 39406

Phone: 601.266.6618


Office for Civil Rights

U.S. Department of Health and Human Services

Atlanta Federal Center, S.W.

61 Forsyth Street, S.W.

Atlanta, GA 30303-8909

Phone: 404.562.7886

Fax: 404.562.7881

TDD: 404.331.2867

In addition to filing a claim of sexual discrimination, as set forth above, anyone who wishes to file an allegation of sexually violent behavior may report such conduct directly to the University Police Department:


 University Police Department

The University of Southern Mississippi

103 Black and Gold Blvd.

Bond Hall, First Floor

118 College Drive #5061

Hattiesburg, MS 39406

Phone: 601.266.4986


Consensual relationships

There are special problems in any romantic or sexual relationship between individuals where one party possesses direct academic, administrative, supervisory, evaluative, counseling, or extracurricular authority over the other party.

Such positions include, but are not limited to, teacher and student or assistant, supervisor and employee, senior faculty and junior faculty, mentor and trainee, advisor and advisee, counselor and client, teaching assistant and student, coach and athlete, and the individuals who supervise the day-to-day student living environment and student residents.

A unique problem occurs when a consensual relationship takes place between a teacher and a student and the student is enrolled in one of the teacher's courses, or when the student is likely to be enrolled in such a course in the future. Such relationships are of significant concern to the University because of the ethical and administrative problems they can pose.

Because of the potential for conflict of interest, exploitation, favoritism, harassment and bias, such relationships may undermine the the real or perceived integrity of the supervision and evaluation provided, and the trust inherent particularly in the teacher-student context.

There are numerous ways in which a consensual romantic or sexual relationship can create problems within the University community. For example:

  • What seems to be consensual to the party in the position of authority may well be unwelcome or coercive from the perspective of the other party. Where a party has the ability to grade, advance, promote, recommend, or otherwise influence the employment or academic status of another, that person may fear that refusal will result in loss of employment or academic benefit. They may even consent to the relationship even though it is in fact unwelcome.
  • There is also a serious risk that either party may exploit the other. The more senior person may be interested in the other person solely for sexual or romantic reasons, but the other person may construe that attention to be due to intellect and academic interest. There is also the risk that the person with less authority might seek out a relationship solely because of a desire to obtain some academic or employment benefit from the relationship.
  • The circumstances may change, and conduct that was previously welcome may become unwelcome. Prior consent does not remove grounds for a charge based upon subsequent unwelcome conduct.
  • The relationship can cause problems for both parties and harm the academic and work environment at the University. There is the appearance, and often the reality, of a conflict of interest on the part of both parties to the relationship. Third parties may believe that the person in authority favors the other person because of the relationship, thus creating an atmosphere of suspicion and resentment among others who think that person is obtaining undeserved benefits.

No University employee shall enter into or maintain any romantic or sexual relationships with students or with employees over whom they exercise any academic, administrative, supervisory, evaluative, counseling or extracurricular authority or influence.

Similarly, no University employee shall exercise any academic, administrative, supervisory, evaluative, counseling or extracurricular authority over any student or employee with thom that employee had previously been involved in a romantic or sexual relationship.

Teaching professionals in particular are under a special obligation to preserve the integrity of their relationships with students, and therefore are expected to maintain at all times the highest level of professionalism with students, whether or not any real or perceived authority over the student exists.

For purposes of this policy, the following terms are defined:

  • Employee: Any person employed by The University of Southern Mississippi as faculty or staff, full-time or part-time.This definition includes graduate assistants and adjunct faculty.
  • Student: Any person enrolled full time or part-time in any academic program associated with The University of Southern Mississippi.
  • Consensual relationship: A sexual and/or romantic relationship between two persons who voluntarily enter into such relationship.

NOTE: Non-consensual relationships are addressed in the University’s Sexual Misconduct, Sexual Assault, and Sexual Harassment Policy. Marital and family relationships are addressed in the University’s nepotism policy.

Effective Aug. 1, 2003