Following the publication of a newspaper article that investigated claims that he had forcibly kissed a student while working at a University of Wisconsin campus, Goshen College terminated the conductor of its orchestra. The conductor had been placed on leave before the publication of the article.
The circumstances behind Richard Brunson’s employment at Goshen, a private Mennonite college located in Indiana, continue to be a mystery, even though he resigned from the University of Washington after an examination into those claims.
Brunson, who worked at the Stevens Point and Stevens Point at Marshfield campuses of the University of Washington, did not respond to Inside Higher Ed’s requests for comment. His attorney stated in an email that no one associated with Richard Brunson wants to talk.
After Brunson departed the University of Wisconsin in 2022, the legal counsel for the university contacted the adjacent Medford Area Public School District, which was where Brunson had begun working.
This information was reported by The Milwaukee Journal Sentinel. An official from the University of Washington stated that the district should request public records “about the resignation and Board of Regents action if they wished. This recommendation was made by legal counsel.
After that, Brunson resigned from the school system as part of a “settlement agreement,” and the district agreed to provide a neutral letter of reference, as stated by the Journal Sentinel, which was the publication that announced the “unusual” notification that the University of Washington had sent to the school district regarding a former employee of the university. According to Inside Higher Ed’s calls, the administrator of the district, Pat Sullivan, did not react to the enquiries.
Inside Higher Ed received an email from a representative of the College and University Professional Association for Human Resources. The spokeswoman stated that “we do not collect data on institutional sexual harassment policies and procedures, so we would not be able to comment on how rare this is.
The decision was based on the specific facts of this case, according to the spokesman for the University of Washington, who responded to queries via email. However, the spokesman did not elaborate on the reasons why the university disclosed the information it did to the district.
In one of the documents that are part of the investigation being conducted by the University of Washington, the board stated that it had adopted a resolution in 2018 that required UW institutions to disclose information about employees’ disciplinary histories when contacted for reference checks.
However, Brunson’s attorney stated that the district had not conducted a reference check and accused the University of Washington of going beyond its authority within the investigation.
Brunson and the University of Wisconsin filed a lawsuit, which made it more difficult for someone at Goshen to determine what took place in Wisconsin. In June 2023, the chair of the music department at Goshen contacted officials at the University of Wisconsin-Stevens Point regarding Brunson.
The campus, upon advice from the University of Wisconsin’s legal counsel, informed the chair that the public records associated with this decision cannot be released as they are currently subject to litigation. This information was provided by the Wisconsin spokesman.
A spokesperson for the University of Washington stated that the case number was provided to Goshen by officials from Stevens Point. In the month of July, Brunson started working there.
Jodi Beyeler, a vice president at Goshen College who is in charge of both communications and human relations, responded to Inside Higher Ed by saying that she does not “have an answer for you on that.” This was in response to the question of why no one checked the court materials.
Beyeler stated that they are currently continuing to examine their procedures. I would just say that hindsight is 20/20, and if you take a look at the timeline, you will notice that the case is quite difficult. A great number of distinct moving elements are involved.
Even though Matthew Hill, the chair of the music department at Goshen, stated that he did not verify the court papers, he presumed that they concerned a dispute regarding tenure. He said that he was completely unaware that court records were routinely accessible to the public.
As Hill put it, I had absolutely no idea about any of this.
The statement made by Hill was as follows: We simply did not know any of this, and if we had, things would have been a great deal different. I simply want to make it abundantly obvious that none of this information was something that we were able to comprehend.
The Allegations Against Richard Brunson
Brunson started working at the University of Wisconsin-Stevens Point at Marshfield, which was originally known as the University of Wisconsin Marshfield/Wood County, in the year 2011, as stated in an investigative report that the university supplied in response to a public records request made by Inside Higher Ed. As an associate professor, he held a tenure award.
In 2018, he was penalised for inappropriate touching of a student after reportedly slipping his hand into a student’s shirt to drop a Nerf gun dart there, according to another document from the institution. In contrast, the investigative report that was made available to Inside Higher Ed focused on allegations that were made in 2021.
According to the report, a student who had known Brunson for ten years and was close with his children stated that Brunson had pulled him into a bear hug and then pulled his head down and kissed him on the lips.
The claimed incident took place on campus, with both parties wearing masks at the time.” According to the University of Washington, the student also said that Brunson sent him a message on Facebook while he was still in high school, asking, “May is National Masturbation Month; have you done your part?” as part of the message.
Another student made the allegation that he started receiving sexually suggestive messages from Brunson on May 19, 2017, with a Keep Calm and Jack Off meme, followed the next day by another message with a masturbation theme. This information was provided in the report. According to what is said in the study, these messages continued until April 20, 2020.
According to the report, a former student who said he started receiving sexually charged messages from Brunson when he was sixteen reported that “There was often a hand on a shoulder or a slap of the ass.” Brunson was accused of sending sexually explicit messages to the student.
According to the Wisconsin spokesman, Brunson was recommended to be fired by a faculty committee at the University of Wisconsin-Stevens Point, as well as the chancellor of Stevens Point, before he resigned.
We take all reports of sexual harassment very seriously, including those from previous employers, Goshen wrote in a statement that was distributed to the school on Monday. We have sought to act with both due diligence and speed.
The employment of Dr. Brunson has been terminated, and the termination took effect this morning. In the future, we are dedicated to investigating our processes to improve both our prevention and our reactions.
Sexual harassment remains a significant concern in Connecticut, mirroring national trends. Despite legislative efforts and mandatory training programs, incidents persist across various sectors. Here’s an overview of the current landscape, including statistics and measures implemented to address the issue.
Prevalence of Sexual Harassment in Connecticut
While comprehensive statewide data on sexual harassment is limited, related statistics on sexual assault provide insight into the broader issue:
- Increase in Reported Cases: In 2023, Connecticut reported 744 cases of rape, marking an 11% increase from 670 cases in 2022, despite a 3.8% decrease in overall violent crime during the same period.
- Childhood Sexual Abuse: Approximately 14% of Connecticut residents have experienced childhood sexual assault.
These figures underscore the pervasive nature of sexual misconduct and the importance of ongoing prevention and education efforts.
Legislative Measures and Training Requirements
Connecticut has enacted several laws to combat sexual harassment, notably the Time’s Up Act, which expanded training requirements and extended statutes of limitations for reporting.
Key Provisions:
- Mandatory Training: Employers with three or more employees must provide two hours of sexual harassment prevention training to all employees within six months of hire. Supervisors must receive additional training.
- Statute of Limitations:
- Training Accessibility: The Connecticut Commission on Human Rights and Opportunities (CHRO) offers a free online training course to assist employers in meeting these requirements.
Challenges in Data Collection and Reporting
Despite these measures, challenges remain in tracking and addressing sexual harassment:
- Data Gaps: Advocates highlight the lack of detailed data on sexual harassment cases, making it difficult to assess the effectiveness of current policies and support victims adequately.
- Underreporting: Many incidents go unreported due to fear of retaliation, stigma, or lack of trust in the reporting process.
Efforts are underway to improve data collection and transparency to better understand and combat sexual harassment in the state.
Workplace Culture and Prevention
Creating a safe and respectful workplace culture is crucial in preventing sexual harassment. Employers are encouraged to:
- Implement Clear Policies: Establish and communicate zero-tolerance policies for sexual harassment.
- Provide Regular Training: Ensure all employees understand what constitutes harassment and how to report it.
- Encourage Reporting: Create a supportive environment where victims feel safe to come forward.
By fostering an inclusive and respectful workplace, employers can play a significant role in reducing incidents of sexual harassment.
Resources for Victims
Individuals experiencing sexual harassment can seek assistance through various resources:
- CHRO: Offers guidance on filing complaints and provides training resources.
- Connecticut Alliance to End Sexual Violence: Provides support services, advocacy, and education programs.
- Safe Connect: A 24/7 hotline connecting individuals to advocates for support.
Accessing these resources can provide victims with the support and information needed to address and overcome incidents of sexual harassment.
Addressing sexual harassment in Connecticut requires a multifaceted approach involving legislation, education, workplace culture, and support systems. Continued efforts to improve data collection, enforce training requirements, and foster respectful environments are essential in combating this pervasive issue.
