May 22, 2020

Updates to Title IX Training from Get Inclusive

Note: This blog was last updated on August 12, 2020. As more information becomes available, we’ll update the following information, as necessary. 

For a summary of Get Inclusive's approach to incorporating the new regulations into our training courses, please click here. For a summary of the changes relating to Title IX training, keep reading.

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On May 6th, the U.S. Department of Education released its long-awaited final regulations governing campus sexual assault under Title IX.

Get Inclusive has received questions regarding how these new regulations will affect Title IX training requirements generally, and how our employee and students courses will be modified in response, if at all. 

The purpose of this blog post is to answer some of your questions relating to our approach and to share some resources relating to the implications of the new regulations. If you have questions about what’s presented here, please contact us at hello@getinclusive.com.

Executive Summary

Get Inclusive leveraged both internal and external Title IX compliance expertise, including consultations with ATIXA/TNG, to help ensure our approach to any course updates and revisions meet the new requirements. 

All new course updates will now be available for assignment by June 15th, 2020. To request a detailed outline of the new course updates, please email us at hello@getinclusive.com

To the extent that your institutional policy updates require course changes, we encourage you to share these updates with your Get Inclusive account manager as they become available.

If you are not yet a Get Inclusive partner, but would like to learn more about our Title IX courses, please email us at hello@getinclusive.com

How will Get Inclusive’s employee training address the change in scope of mandatory reporters?

Based on feedback from numerous partners, we expect that most campuses will elect to maintain internal policies relating to mandatory reporters (also referred to as “Responsible Employees”). As such, training content and best practices relating to these obligations will continue to be a core learning objective in our employee Title IX courses. We will, however, remove any reference to the source of the obligation. 

For institutions that do decide to change their policies to reflect a more narrow scope of reporting obligations, we will offer a more narrowly focused version of our employee Title IX training that instructs on how to handle a student disclosure. Irrespective of any reporting obligation, we know that  faculty and staff will continue to receive disclosures. And as we know, mishandling of these disclosures can both create trauma for the reporter, and liability for the institution. 

If we update our internal policies, how will this be reflected in Get Inclusive’s training?

Get Inclusive will continue to enable our custom policy upload tool, definitions customizations and policy acknowledgment tracking within our courses. To the extent your institution updates its policies or other information, we can easily update your courses to reflect these new policies. 

If our campus narrows the scope of our mandatory reporter policy to exclude a specific population (e.g. faculty), will that population still need to receive Title IX training?

Yes. The requirement to train employees on Title IX has not changed. It may change which course version they receive from Get Inclusive, but the requirement to train has not changed. 

Will Get Inclusive enable campuses to post our training online to meet the new posting requirement outlined in section 106.45 (b)(10)(D)?

We are happy to make our training content available to the public on your website. That said, we do not interpret this requirement to extend to our Title IX employee training courses, so while we’re happy to accommodate these requests, we do not believe it’s obligatory to do so. Our interpretation is that the publication requirements relate only to training materials for Title IX Coordinators, investigators, decision-makers, and any person who facilitates an informal resolution. Our Title IX employee training is not specifically intended for this audience. But again, we will gladly make our content available for your campus to post online, if requested. 

Will Get Inclusive’s student Title IX training be updated?

For both student and employee Title IX courses, we will be presenting the new definitions of sexual harassment under Title IX and any relevant state laws as points of information. These are relatively minor changes, however. 

We are, of course, continuing to develop new student courses (mental health & wellbeing, full-length AOD, ongoing/booster content, etc) as well as scenario and content updates to existing courses. 

How will Get Inclusive address conflicts between Title IX and state law?

The new Title IX rules represent the floor or minimum requirements. As such, if your state requires more strict rules, for example, the definition of a mandatory reporter (ex. SB212 in Texas), this is not in fact a conflict, as Title IX doesn’t prevent more strict policies or requirements. 

If still you believe there’s a viable conflict, see minute 50:00 from this ACE webinar for additional perspective on precedence. Click here to watch

When will Get Inclusive’s course updates be made available? 

June 15th, 2020. For an outline of the new course updates, please email us at hello@getinclusive.com

Helpful Resources on Title IX Final Rule: 

April 14, 2020

EVERFI Buyout Program Extended; Online Orientation Enabled

At the end of last year we offered an EVERFI Buyout Program for institutions looking to make the switch to Get Inclusive for Title IX compliance and prevention training. 

Today many of the largest campuses and systems in the country are in the process of transitioning to Get Inclusive as part of this program. 

In response to the challenges facing Higher Ed institutions, including revised 2020 budgets, Get Inclusive is announcing today an updated EVERFI Buyout Program that will offer two significant considerations: 

  1. A 30% price reduction guarantee on your current EVERFI contract; and
  2. No payments due until 2021.

We also recently announced our Online Orientation Package. This comes included in the EVERFI Buyout Program. You can read more about it here

If you’re interested in discussing either the updated EVERFI Buyout Program or our Online Student Orientation Program, please email us at hello@getinclusive.com

The following is a detailed FAQ intended to answer common questions about our new EVERFI Buyout Program. 

Q: How do we qualify for the EVERFI Buyout Program for 2020?

A: Simple. You have to be an existing EVERFI customer, and enter into an agreement with Get Inclusive by June 1, 2020. 

Q: How soon can we start the implementation process?

A: As soon as you sign, you’ll have full access to our courses and platform. Implementation typically takes 4 weeks. 

Q: What are the payment terms?

A: As long as you sign by June 1, 2020, your first payment won’t be due until January 1, 2021. Your effective date is date of signature, and you’ll have immediate access to our services upon signature. A one time set-up and implementation fee will apply.

Q: Does Get Inclusive work with institutions like ours?

A: Most likely we do, but we’re happy to provide you with references. Get Inclusive works with large systems, large state schools, small privates, Jesuit institutions, and community colleges. 

Q: Can we see a demo of your courses and platform?

A: Yes. Follow this link for an on-demand intro to Get Inclusive. Click here. You can also download our 2020 course catalog here

Q: How does Get Inclusive compare to EVERFI?

A: Download this comparison guide for an apples-to-apples comparison. Click here

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More questions? Email us now at hello@getinclusive.com.

About Get Inclusive

Get Inclusive was established in 2014 to help organizations deliver innovative and customizable prevention and compliance programs at scale. Today we serve over 150 organizations across the country. 

The Get Inclusive team is a rare blend of content creators and technologists. We have won industry awards for our work in prevention and compliance training, and have delivered the automation, integration and data visualization features that enable large campuses to effectively deploy and measure wide-scale training initiatives.

 

September 30, 2019

Spotlight #002: An Interview with Michelle Disson, Title IX and ADA Coordinator, Florida Polytechnic University

At a small, fresh institution like Florida Polytechnic University — which opened for instruction in 2014 and has fewer than 2,000 students, faculty and staff — establishing a campus culture that upholds Title IX protections, along with other equity missions, is crucial. Michelle Disson serves as Florida Polytechnic’s Title IX and ADA Coordinator. When it comes to Title IX, Disson said she is “a party of one.”

“I do everything from initial intake at this moment, I do investigations, I do the training,” Disson said, “and I oversee the programming as well.”

With ADA compliance, Disson oversees other campus offices the Office of Disability Services, facilities and human resources to ensure the appropriate policies and procedures are followed. The intersection of Title IX and ADA compliance is centered on giving students equitable experiences.

“We want to make sure that students can continue their educational journey and have options and resources,” Disson said. “With the ADA, you want to make sure that everyone’s treated fairly and has an equal opportunity to continue their education and experience programs and activities within the university.”

Those options and resources, Disson said, present themselves through various student-life-centric offices like Florida Polytechnic’s Academic Success Center, Counseling Services and CARE Services, which handles student health and wellness along with crisis and safety concerns.

Those campus resources are supplemented with online information about Title IX and a reporting tool available on Florida Polytechnic’s website.

Florida Polytechnic provides Title IX education and training, Disson said, for students, faculty and staff. Each year, Florida Polytechnic employees complete Title IX training through Get Inclusive. New employees also receive training in their new hire orientation as well.

“For students, we are involved in orientation,” she said. “All of the new students who attend orientation get the training … They are provided, from Get Inclusive, Voices for Change. So, all students have to complete Voices for Change before they’re allowed to register for the following semester.”

In addition to the student body’s education through Voices for Change, Disson provides open sessions for faculty to learn more about Title IX obligations and programming for students on topics like healthy relationships, sex education, sexual violence prevention and intimate partner violence prevention.

With Get Inclusive, Disson said they are the only system she has implemented that receives positive feedback.

“Most people understand that, yeah, I have to do this every year, especially the employees,” Disson said. “But I typically hear, ‘This was horrible, this takes so much time, I didn’t really get anything out of it.’ With Get Inclusive, I have found more people recognizing … it got the point across, and ‘Hey, I’m remembering now I need to do this. I have this exact scenario.’”

Disson added that she appreciates the types of questions that are asked in the training modules. Evaluating answers to open-ended prompts allows her to identify what is important to students and learn more about them.

“I was very hesitant in the beginning of my time with Get Inclusive of the many open-ended questions,” she said. “I have found that has been almost invaluable when I go through them, just even [to] get a sense of what is the tone … that has been very helpful with students. I learned so much about our student population that you wouldn’t typically get from a first-year experience survey.”

Moving forward, Disson said Florida Polytechnic hits a lot of aspects in regard to Title IX compliance and education, with Get Inclusive in that mixture of resources. A goal she identified: continuing to get information out to students and remind faculty about reporting options. Progressing this outreach harkens back to the inherent values of Title IX and ADA.

“It is important to provide an equitable experience for students,” Disson said.

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Get Inclusive, Inc.

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hello@getinclusive.com

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