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Gender Justice Measures taken in universities to fight sexual harassment By Anita Li |
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In recent years, when sexual equality is discussed widely, the issue of sexual harassment is a growing concern in universities. Committees have been set up to deal with sexual harassment complaints from students and staff members. A Task Force on Education and Training was established at The Chinese University of Hong Kong in March 1996 under the Committee on Sexual Harassment Policy. |
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“The Task Force was established to promote the awareness of the policy on sexual harassment,” said Mrs. Amelia Wong, secretary of the Committee. It is the first and only department responsible for handling sexual harassment matters in the University. It is available to students, academic staff and other employees through the Sexual Harassment Panel. The committee deals with sexual harassment cases through mediation and complaint processes. The Sexual Harassment Panel offers to facilitate mediation of disputes upon request of the alleged people involved. Under normal circumstances, attempts at mediation do not require the filing of a written complaint. In the more formal complaint process, a written complaint is required for conducting an investigation. At least two panellists, representing both genders, shall be appointed to investigate a complaint. They are selected from a roster of potential panellists. Under special circumstances, as deemed necessary by the convener of the Sexual Harassment Panel, non-staff panel members will join the investigation team to ensure justice is upheld. The investigation team will submit a written fact-finding report to the vice-chancellor or a designated officer. The vice-chancellor or his designate shall make a ruling on the case. There will be follow-up procedures. The total time for an investigation will not exceed 90 working days, and the vice-chancellor’s decision will normally be made within 15 working days. During the mediation and complaint investigation, the committee tries to protect the privacy of all parties with existing university policies and applicable laws. According to research results in Power and Dignity by Dr. Po-king Chi, sexual harassment is more commonly reported by females on the campus. Self-reported sexual harassment by students was much higher than that by faculty or staff members. “The Task Force on Education and Training hopes to heighten the awareness of sexual harassment in universities through workshops and announcements in the University, public lectures and education,” said Mrs. Wong. According to Office of Public Affairs of the Hong Kong University of Science and Technology, the school’s Gender Discrimination Committee handles sexual harassment cases with two procedures. Firstly, students can choose to lodge their complaints to seniors, such as wardens, Student Affairs Office counsellors or faculty members. If informal procedures do not work, the complainants can lodge a letter of complaint to the Gender Equity Officer. There is also a Sexual Harassment Working Group at the City University of Hong Kong. “The Group was set up in 1992 to negotiate with the authority for the endorsement of Sexual Harassment Policy,” said Ms Ruth Yee, associate director of Student Affairs. The Sexual Harassment Working Group consists of both staff members and students. “Many students have claimed they have experienced sexual harassment,” said Ms Yee. “We want to educate the students and to prevent it.” There is a Student Disciplinary Committee which deals with complaints from students. Well-trained representatives from different departments are responsible for investigating complaints. They are sensitive to the allegations and try hard to conduct a fair trial. There are also disciplinary procedures for staff complainants. A website is available to inform students and staff about sexual harassment on the campus. “We’ll soon have newsletters from another website for linkage among students and staff from the vice-chancellor’s office,” said Ms Yee. |
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October, 1997
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