Tokyo University of Agriculture and Technology University of Agriculture and Technology Guidelines for the Prevention and Countermeasures of Harassment and Sexual Violence
Tokyo University of Agriculture and Technology Agriculture and Technology (National University Corporation)
Guidelines for preventing and dealing with harassment and sexual violence
(Amended on December 6, 2023)
１．
Toward the prevention of harassment and sexual violence
Tokyo University of Agriculture and Technology and Technology declares that it will not tolerate any form of harassment that undermines the dignity (human rights) of individuals and academic freedom, and will strive to improve the education, research, and working environment.
As a result, we first created Tokyo University of Agriculture and Technology and Technology Guidelines for the Prevention and Countermeasures of Harassment and Sexual Violence. Based on these, we revised the existing regulations regarding the prevention of sexual harassment, etc., established Tokyo University of Agriculture and Technology Technology Regulations Regarding the Prevention and Countermeasures of Harassment and Sexual Violence, launched the Harassment and Sexual Violence Prevention and Countermeasures Committee with the aim of preventing various types of harassment and sexual violence and providing swift relief to victims, and opened the Harassment and Sexual Violence Counseling Room as a specialized institution for providing consultation and mediating the resolution of complaints filed with the committee.
At the Harassment and Sexual Violence Counseling Room, specialized counselors for harassment and sexual violence listen to the worries and feelings of those who have experienced harassment and sexual violence, and advise on future course of action and ways to obtain support. We provide consultation and complaints from the perspective of the person seeking consultation, while giving due consideration to the privacy of the individual. Furthermore, we respect the wishes of the person seeking consultation in all post-consultation response processes. In addition to the mediation system run by the Harassment and Sexual Violence Prevention and Countermeasures Committee, we may also conduct investigations by the Harassment and Sexual Violence Investigation Committee and take necessary emergency evacuation measures. Counselors will file complaints and handle the resolution of problems, so please contact us. We also provide advice to faculty and staff members and related parties who have received consultations about harassment and sexual violence victimization and complaints.
As a general rule, no complaints will be processed or investigated in response to anonymous consultations or complaints. Instead, only the content and number of cases will be reported to the Harassment, Sexual Violence, etc. Prevention and Countermeasures Committee, with both parties remaining anonymous, for use in awareness-raising activities.
For outline of the process after consultation (response and measures), please see the Harassment/Sexual Violence Response Flowchart, and for the rules regarding the prevention of harassment and sexual violence, please see Tokyo University of Agriculture and Technology Technology Regulations on the Prevention and Countermeasures of Harassment/Sexual Violence. We strongly hope that all members of the university will read these guidelines and use them to change their awareness and guide their future actions.
２．
Definition of harassment, sexual violence, etc.
Tokyo University of Agriculture and Technology University of Agriculture and Technology defines harassment, sexual violence, etc. as "inappropriate verbal or physical actions based on discriminatory attitudes or taking advantage of power relationships, causing disadvantage or damage to the other person in relation to their studies, research, or the performance of their duties, including mental or physical harm."
Harassment, sexual violence, etc. are characterized by the conduct appearing or feeling to the recipient, or being perceived as so by a reasonable third party, to be offensive, humiliating, hostile or intimidating.
Examples of harassment and sexual violence include the following: discriminatory remarks and actions, persistent bullying, harassment, and teasing, unpleasant comments about personality or appearance, continuous and unreasonable criticism, abuse, promises of rewards (credit recognition, recommendation, promotion, etc.) in exchange for sexual favors or acts, refusal of necessary guidance or support, and intimidation.
Furthermore, the intentions of the perpetrator are not a factor in determining whether an act constitutes harassment, sexual violence, etc.
３．
Types of harassment and sexual violence, etc. and specific examples of behavior that could constitute harassment and sexual violence, etc.
In order to create a university campus free of discriminatory behavior based on gender, as well as discrimination based on race, ethnicity, status, place of birth, alma mater, disability or illness, and bullying or forced submission based on hierarchical or power relationships, all members must be aware of respecting each other's personalities and cultural backgrounds, and recognize that harassment and sexual violence are conscious or unconscious violations of the personal rights of others and can sometimes cause serious mental and physical health problems. For example, even if one person does not perceive something as harassment or sexual violence, when there are social, cultural or religious differences between people from different countries, it may be perceived as harassment or sexual violence.
１）
Sexual harassment
Sexual harassment is a human rights violation that is considered a form of sex discrimination. It is characterized by the inappropriate introduction of sexual comments or activities into academic, work, or social situations, and often occurs between people of unequal standing. If there is an abuse of a position of authority or trust, the University considers it to be serious sexual harassment, even if no clear benefit or disadvantage is presented.
Additionally, making discriminatory remarks about sexual orientation is also considered sexual harassment.
Please note that whether or not a certain behavior constitutes sexual harassment depends entirely on how the other person perceives it (whether they feel uncomfortable or not), and is not determined by the feelings of the person who makes the behavior.
<Criminal offences>
Rape, sexual assault, stalking, molestation, peeping and voyeurism are criminal offenses or violations of the Harassment Prevention Ordinance. Harassment and Sexual Violence Counselors can provide support such as advice on necessary procedures and mental and physical care, and emergency evacuation measures.
２）
Harassment related to pregnancy, childbirth, childcare leave, family care leave, etc.
Harassment related to pregnancy, childbirth, childcare leave, family care leave, etc. occurs in the workplace when a superior or colleague harms the working environment of a faculty or staff member through their words or actions regarding the faculty or staff member's pregnancy, childbirth, or use of childcare/family care leave systems, etc., or harms the working environment of female faculty or staff members through their words or actions regarding pregnancy, childbirth, etc.
Negative words and actions regarding pregnancy, childbirth, childcare leave, family care leave, etc. can be the cause or background of harassment related to pregnancy, childbirth, childcare leave, family care leave, etc., so please be careful to avoid such words and actions.
However, from the perspective of division of labor and safety considerations, verbal or physical actions that are objectively based on work-related necessity do not constitute harassment related to pregnancy, childbirth, childcare leave, family care leave, etc.
Additionally, faculty and staff who are pregnant or giving birth, or who use childcare or nursing care systems, etc., need to know that they can use these systems to avoid being subjected to harassing behavior, and they need to be aware of the importance of carrying out their duties appropriately in accordance with their own physical condition and the use of these systems, etc., while maintaining smooth communication with those around them.
*The same awareness is required regarding student pregnancy and childbirth.
３）
Racial/ethnic harassment
Racial and ethnic harassment is considered a form of racial discrimination and will not be tolerated. The University considers any conduct or manifestation that is demeaning or offensive on the basis of racial, ethnic or national origin, or any incitement to participate in such conduct, to be harassment.
４）
Academic Harassment
Academic harassment is "inappropriate verbal or physical actions by members of a university based on a power relationship, causing disadvantage or damage to the other person in relation to their studies, research, or work performance, including mental or physical aspects" (based on the report of the Five Universities Joint Research Council for Measures to Prevent Academic Harassment)
However, similar behavior may or may not constitute academic harassment depending on the background and various circumstances.
Resolving academic harassment issues is difficult because it is difficult to draw the line between proper educational and research guidance and the exercise of official authority on the one hand, and the abuse of power on the other. It also involves vague definitions and delicate issues. However, the number of consultations about this type of issue has been increasing nationwide, especially in science Faculty & Graduate Schools, and a unified response to this issue as harassment is required to provide relief to victims and improve the educational environment.
Harassment is a violation of human rights that robs people of their right to a safe and secure education, research, and work in a comfortable environment. Therefore, those in leadership positions, in particular, must be fully aware of this, strictly refrain from any actions that betray the trust of students and subordinates, and strive to create a good educational, research, and working environment.
５）
Power harassment (power harassment in the workplace)
Power harassment is an act of causing mental or physical pain or worsening the work environment to someone working in the same workplace, beyond the appropriate scope of work, by taking advantage of superiority in the workplace, such as job status or interpersonal relationships. It includes not only harassment by superiors to subordinates, but also harassment by senior and junior colleagues or between colleagues, based on various superiority factors such as interpersonal relationships and expertise. (Depending on the content, it can also be perpetrated by subordinates to superiors, such as subordinates to superiors.) (Ministry of Health, Labor and Welfare, Report of the Roundtable Working Group on Workplace Bullying and Harassment)
(based on the book)
６）
Alcohol harassment
Alcohol harassment includes forcing someone to drink in one go, not providing non-alcoholic drinks at a drinking party, forcing someone to pour drinks, and forcing someone who cannot drink due to their constitution to drink alcohol.
７）
Other harassment, sexual violence, etc.
Even if an action is not listed above, it will be considered as harassment or sexual violence if it meets the university's definition of such behavior.
４．
If you have experienced harassment or sexual violence
1) If you feel that you are being harassed or sexually assaulted, if at all possible, clearly communicate in words and actions that you "don't want" such behavior, that it is "unacceptable," and that it is "unpleasant." It is important to have the courage to refuse and clearly communicate your intentions to the other person. However, there may be times when you are unable to say "no." (This is the nature of harassment and sexual violence.) It is also necessary to talk to people around you and get help. You should not feel that you are in the wrong or that you have to endure it.
2) It may be easier to communicate via letter, snail mail, or email (please keep a copy). This alone may be enough to stop the harassment/sexual violence.
3) You may be worried that you will be refused instruction or the harassment will get worse because you said "no." If the other person behaves in such a way, please make a note of it and use the Harassment and Sexual Violence Counseling Room. The university will not tolerate such harassment or sexual violence.
It is important to keep a detailed record or diary of any incidents related to the issues that bother you, especially if you feel unable to talk to the person or if the harassment continues even after you have spoken up.
In your log or diary, please give details of how the behavior has affected your Campus Life, academic/research activities, work or social life, or how it has damaged your physical or mental health.
4) If you are unable to take these measures yourself, or if the harassment or sexual violence does not stop, please consult with a harassment and sexual violence counselor and file a complaint.
５．
Consultations regarding harassment and sexual violence, consultation desks, and subsequent responses (see "Response flow chart")
Harassment and Sexual Violence Counselors (hereinafter referred to as "Counselors") are full-time and part-time counselors at our university who are specialists who have received special training.
If you find it difficult to go by yourself, please have someone accompany you. We will listen carefully to what you have to say from your perspective, help you understand and organize the situation, and provide advice to help you make your own decisions about future course of action and solutions. If necessary, we will introduce you to counseling or medical professionals. If you wish, we will transfer you to a counselor to file a complaint and show you a path to resolving the problem. Counsellors will respect the reputation and privacy of those who come to us for consultation.
Methods for resolving problems include cautions and warnings to the other party, as well as compulsory measures such as fact-finding, mediation (discussion between the parties involved), recommendations, and disciplinary action. These will be carried out as quickly as possible through formal procedures, but in any case, we will only do so after fully confirming the wishes of the person seeking advice. You can also withdraw from procedures such as filing a complaint at any stage.
If, at the time a complaint is filed (even if the complaint is still in the process of consultation), it is deemed urgent, such as when suspected harassment, sexual violence, etc. continues and is causing serious physical or mental harm, the Harassment, Sexual Violence, etc. Prevention and Countermeasures Committee may recommend emergency evacuation measures to the heads of the departments of both parties involved as a temporary measure.
In some cases, the issue of harassment or sexual violence may be resolved through consultation alone. Not all consultations lead to an investigation, report, or punishment of the perpetrator (hereinafter referred to as the respondent). Throughout the entire process of your consultation and the handling of your complaint, we will respect the wishes of the person making the consultation to the greatest extent possible and take every possible measure to protect your privacy. Personal information will not be disclosed without the person's consent, information will only be disclosed to those involved who are protecting the person making the consultation, and all investigations will be kept confidential.
When faculty and staff members other than counselors receive consultation, they are to report the specific matters to the consultation desk with the consent of the person who received the consultation. Counselors will also provide advice to the faculty and staff members or students who received the consultation.
The University treats allegations of harassment, sexual violence, etc. seriously. Therefore, false allegations that are not based on facts and malicious, unfounded slander are prohibited.
Details of consultation times, dates, and locations of the consultation rooms are posted on campus bulletin boards and on the university website.
○
Harassment and sexual violence consultation desk
The consultation dates, times, and locations of the consultation rooms are as follows. For more details, please check the university's website.
Harassment and sexual violence consultation desk (on-campus only)
◎ Consultation email address (common to both campuses): sa-sodan ＠ cc.jskrtf.com
(When using this address, please change the full-width @ symbol to half-width and remove any spaces before and after it.)
◎府中キャンパス相談室
場 所：農学部本館１階
相談日時：原則として週１回 午前 9:00～12:00
電話番号：042-367-5536(学内からは内線 5536)
※電話は相談日時のみお受けしております。
◎小金井キャンパス相談室
場 所：工学部管理棟３階
相談日時：原則として週１回 午前 9:00～12:00
電話番号：042-388-7018(学内からは内線 7018)
※電話は相談日時のみお受けしております。
You can schedule an appointment with a counselor via email or phone.
Other "student counseling" and "career/employment counseling" are conducted outside of the hours for counseling on harassment, sexual violence, etc., so please contact us by email with your contact information and the times when you can be contacted.
A counselor will contact you, but please understand that we may not be able to respond promptly.