Supervisors' Responsibilities

The law requires those in positions of authority to take action if they know or should have known of discriminatory behaviors. This means you should not wait for a complaint to be filed before taking action.
Discourage behavior which may be discriminatory or harassing - such as offensive remarks or demeaning verbal, written or visual jokes directed toward individuals or groups.
If you become aware of a harassing or discriminating situation, take action immediately to stop the inappropriate behavior.
Require all employees to complete training and be familiar with employment and non-discrimination laws and policies.
Ensure that everyone is aware of their rights and understands UNM's complaint procedures.

Be supportive of complainants and guard against any reprisals directed against anyone making a complaint or acting as a witness.
Conduct fair and thorough investigations or fully cooperate with designated investigators by committing whatever assistance or resources are necessary to probe allegations of unfair or offensive treatment.
Following a complaint or investigation, continue to monitor the situation to assure that the problematic behavior has ceased. Periodically meet with the complainant after the issue has been resolved and confirm that no retaliation has occurred.
Protect the privacy of all parties by maintaining confidentiality as much as possible.

Making it Personal

Be aware of the interactions among employees and between employees and you; remember that the mood you display, the tone of your voice and the vocabulary you use with subordinates have a significant impact on those you supervise.
Be accessible. Encourage communication.
Create an environment where people feel comfortable addressing issues and participating in problem solving.
Set an example. Be a model of the type of behavior standards you expect from staff, students and faculty in your department.