STOP HARASSMENT

Waseda University set up the Harassment Prevention Committee (hereinafter, the Prevention Committee) in April 2005. With the aim of operating flexibly and efficiently, the University developmentally reorganized the committee by integrating the existing Sexual Harassment Information Committee and the Human Rights Education Committee. Taking this opportunity, the University commenced full-fledged efforts to address comprehensive prevention of harassment including academic harassment peculiar to the university culture and also power harassment likely to occur in an organization, in addition to existing sexual harassment.

Harassment is a serious violation of human rights. In order to create a harassment-free university, it is essential for each member of the University to raise awareness of harassment and have consideration for other people. The Prevention Committee is making efforts for this realization. We would like you to consult us in the event that you have any concerns about whether you/your friend are/is a victim of harassment.

Let's recognize that harassment is a serious violation of human rights.

Recently, the word "harassment" is commonly used here in Japan. Harassment is problematic behavior that aggravates or depresses others. The Waseda University Harassment Guidelines defines "harassment" as all actions and behaviors that result in disadvantage and/or discomfort to other individuals on matters concerning their sex, social status, race, nationality, principles, age, occupation, physical features or characteristics, and/or overall character. In brief, harassment is a violation of human rights. Each of us should reaffirm the basic fact that there is no one in the world whose human rights can be violated.

N o a g g r e s s o r s o r v i c t i m s o f h a r a s s m e n t - Z eer o t o l e r a n c e o f h a r a s s m e n t

The Prevention Committee deals with the following three kinds of harassment cases likely to take place particularly within the University system:

1. Sexual harassment
2. Academic harassment
3. Power harassment

Though these types of harassment are categorized based on the scene and situation in which harassment takes place, they are actually complexly intertwined with one another. Rather than paying much attention to strict classification, it is more important for us to have a consciousness of not harassing others based on a common understanding of "zero-tolerance of harassment" as well as creating an environment that prevents anyone from harassing others.

The following table indicates the types of harassment cases that are likely to take place on campus. The Prevention Committee addresses cases in which one or more parties involved are associated with the University.

Case examples of harassment likely to take place on campus				Harassment Classification
No	Harassment case	Aggressor	Victim	S	A	P
1	I felt uncomfortable and repulsed when a faculty member made an obscene or sexist remark during class. Though I protested, he (she) would not listen to me, saying that I was prudish. Since then, he (she) has ignored my remarks during class.	Faculty	Student
2	An upperclassman touches my body persistently at a social party of our group. I feel repulsed, but I am too scared to resist.	Student	Student
3	A faculty member verbally abused me and called me stupid in front of other students during class. I was psychologically hurt.	Faculty	Student
4	My supervisor told me that I was not suited to be a researcher. He (she) obviously cuts corners in research guidance for me compared to other students. I am filled with despair when I think about my purpose in doing research at the graduate school.	Faculty	Student
5	I stated my opinion at the office where I am working part time. A senior staff member said to me, "You can quit anytime. We have enough staff members to fill your place." I am discouraged when I think of going into the office.	Staff	Student

Behavior considered harassment varies widely from "harassment that is obvious to anyone" to "remarks or behaviors only certain people may think of as harassment." However, if even a small case of harassment is left unsolved, it could create an environment where harassment is allowed and accepted widely, and trigger serious harassment cases.

Sensibility varies from individual to individual, and harassment is not a matter that can be decided by majority vote. We cannot say it is acceptable even if there are some people who are not concerned about it at all. What matters most is how a person feels. In the event that you harass others unintentionally or due to a lack of awareness, you must admit your fault and apologize. And it is important not to repeat the same mistake. Continuing self-reflection and behavioral self-improvement can create a harassment-free campus and society.

Profound awareness of harassment should be acquired before entering the workforce.

Within a few years, most current students will go out into the world. We would like all of you to closely consider how those who commit malicious harassment in society are hit by social sanctions. That is the reality. Harassment may cost a person his or her honor and entire career obtained by longtime efforts. It is essential to raise profound awareness of harassment, to value the human rights of others, to care for others and to develop the self-control to refrain from indiscreet actions before entering the workforce.

It is not enough to feel that you don't need to worry as long as you yourself are immune from harassment. In the event that harassment becomes chronic or serious, it not only causes grave mental health problems such as inability to trust people, self-doubt, and depression on the part of the affected party but also serious physical problems such as gastric ulcers or sleep disorders. As a result, the affected party is often forced to quit attending school or end his or her employment.

If an environment of communication is well established in which someone noticing remarks or behavior connoting harassment alerts an intentional or unintentional aggressor, and if all the members of the University show mutual consideration, it would prevent any harassment situation from becoming chronic or serious, resulting in a significant change in the situation relating to harassment. It is hoped that a high level of awareness by each member will result in a tidal wave of awareness of harassment across the campus.

When in trouble, make use of the Prevention Committee consultation desk instead of worrying on your own.

The two main types of activities of the Prevention Committee are as follows:

1. Various activities for the purpose of harassment prevention
2. Aid for victims of harassment, consultation and mediation for problem-solving

Concerning (1), the Prevention Committee is engaged in holding education programs such as lectures and regular training workshops for faculty members and staff for the purpose of educating all the members of the University, providing information and ascertaining the current situation and problems through public surveys, and working to increase awareness through public information activities.

Concerning (2), the Prevention Committee is engaged in coming up with the best strategy in the event that a harassment case occurs despite efforts to prevent harassment.

If you have experienced harassment and feel like a victim, you might worry by yourself or consult your family or friends. But it may still be difficult to find a solution. At that time, please consult the Prevention Committee. Be sure not to blame yourself resignedly, thinking that you are too sensitive or that you might have done something wrong.

A professional counselor, referred to as an in-taker, is always stationed at the Prevention Committee consultation desk on the 2nd floor of Bldg. 24-8 to meet with anyone concerning harassment. This person will respond with sympathy and sincerity to anyone who may have been a victim of harassment.

Below is the general consultation process:

A: Consultation via telephone, fax, e-mail or regular mail

The Prevention Committee accepts consultation via telephone, e-mail, fax or regular mail. We also accept anonymous consultation in the initial stages. In some cases you might feel more at ease if you first contact an in-taker without having a face-to-face consultation. At times, a consultation of this sort is enough embark on the path to resolution of the problem

B. Consultation via a visit to the consultation desk

If you decide to have a face-to-face consultation by visiting the office to meet with a counselor, please make a reservation beforehand by phone. If you make a reservation before visiting, there will be no accidental chance of running into another visitor and you can feel more at ease. Your privacy will be our first and foremost priority. The in-taker will listen to the details from you carefully to know what is troubling you and it is possible that at this stage you may be able to come to grips with your feelings and that a solution that makes sense to you might be reached.

C. Submission of complaints

In the event that you are not satisfied with only the consultation and wish to request some kind of action from the other party concerned, you can apply to receive an official resolution to your complaint. Following the Harassment Prevention Committee guidelines, the Prevention Committee will take prompt action to determine whether there are sufficient grounds to undertake an official processing of the complaint.

D. Complaint processing

In the event that it is determined that there are sufficient grounds to undertake an official processing of the complaint, the Prevention Committee will commence to find a concrete solution to the problem in accordance with mediation procedures. During the process, the mediators will listen to the details directly from you, and next from the alleged harasser in order to ascertain the facts. After confirming the relevant facts, the mediator will inform the other party of what specific action you want, and coordinate the relations between the two parties, considering the means to securing the best solution to the problem. If the situation is improved as a result and you are satisfied, the process will be finished.

In addition to the process stated above, the Prevention Committee has the authority to recommend disciplinary measures against an aggressor to the head of the department he or she belongs to if the Prevention Committee deems the harassment case serious and warranting disciplinary action.

Protection of the party who seeks consultation is the top priority

Your confidentiality will be strictly kept and your privacy will be highly respected in order to protect you from threats, coercion, retaliation, etc. In the event of any wrongful act against you, the Protection Committee is ready to respond rigorously. Professional confidentiality is, as a matter of course, strictly imposed on every staff member concerned, and the position of a victim should not be subjected to any danger of injury through leakage of consulting information to outsiders. Please feel assured about this.

The Prevention Committee addresses itself to problem solution with full-scale efforts for the purpose of terminating harassment and restoring the relationship between the parties concerned. However, there may be some people who eschew seeking consultation on campus. Please refer to the URL of the Prevention Committee for external institutions which deal with harassment.