For Preventionof Campus Harassment- You don’t need to suffer alone -Doshisha University, as an educational and research institution practicing
Christian education, does not tolerate any infringement of human rights thatthreatens the safety and dignity of its students, faculty and staff. Campus
harassment, which causes serious disturbance to studies, extracurricular activities, research activities and work performance, and results in the deteriorationof the educational and working environment, is certainly no exception. The
Doshisha University Campus Harassment Prevention Committee publishes
this brochure for the purpose of preventing such campus harassment and tosustain positive and respectful human relations as well as create a campus
environment based on mutual trust. We ask that you take a moment to readabout our policy and consider your role as part of the Doshisha University
community to help make our university free of campus harassment. If you feelthat you have been victimized by campus harassment, do not suffer in silence –seek help according to the guidelines in this brochure.

Doshisha University

What is Campus Harassment?
Campus harassment takes many forms, which include non-consensual sexual contact oroffensive/inappropriate language or behavior in school or the workplace that induces
feelings of humiliation or emotional distress in the other person. Actions that adversely
affect the other person’s study or work environment by causing the person to feel a sense of
discomfort or disadvantage is also considered as harassment. “The other person” in this casedoes not necessarily mean a specific individual. Even language or behavior aimed at anunspecified number of people may be regarded as harassment if it offends someone. Campus
harassment is a collective term referring to sexual harassment, academic harassment,
power harassment, and harassment based on discrimination and prejudice. The distinction
between these is not always clear, and in some cases there are multiple aspects to a single
case.

Sexual Harassment
Sexual language or behavior that offends the other person, including physical contact,
sexual violence and sexual jokes.
Examples●Sexual language or behavior in school or the workplace against the other person’s will
●Taking advantage of a superior position and offending the other person through theuse of sexual language or behavior●Notoffering educational and research guidance to the other person, giving

unreasonably low evaluations or causing disadvantages in working conditions inretaliation for rejection of sexual demands●Pressuring the other person to serve drink or touching the person inappropriately at asocial event● Adversely

affecting the other person’s study or work environment by spreading

rumors of a sexual nature about the campus

Academic Harassment
Harassment against students and faculty members in the place of education and research,caused by the abuse of authority by faculty members in a supervising position who use
inappropriate and unreasonable language and behavior toward students or other faculty
members.
Examples●Refusing to give a student the educational and research guidance they need
●Using humiliating language or behavior toward a student in the place of education

and research

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●Giving a lengthy, overly stern lecture in the office to a student, or forcing long hours of

research●Impeding a student’s job seeking efforts or research into further education●Changing the name of an author of academic papers and plagiarizing research results●Forcing a student to contribute research funds (travel expenses, rewards, etc.)

which have been granted to the student as laboratory expenses.

Power Harassment
Harassment in the workplace caused by the abuse of authority by faculty or staff members
who use inappropriate and unreasonable language and behavior toward other faculty or
staff members. It may also occur between senior and junior students.
Examples●Taking advantage of a superior position and using strong language or shouting at a

subordinate●Intentionally not providing a subordinate with necessary official information●Using excessively harsh language when giving instructions and warnings●Unreasonably excluding specific persons from extracurricular activities●Pressuring the other person to attend a social event●Range of Application of Campus Harassment
Members of the Doshisha University community, including undergraduate students,
graduate students, international students, research students, trainees, research associates,
non-degree students, auditors, full-time faculty, full-time regular administrative staff,
part-time lecturers, non-regular staff, contract staff, casual staff, and dispatched workers
based on the Worker Dispatching Act.

For Prevention of Campus Harassment | 3

If you have been victimized by harassment
Students, faculty and staff who are victimized by campus harassment should not blame
themselves or suffer in silence, instead they should promptly contact one of the counselors.
The Doshisha University Campus Harassment Prevention Committee appoints counselors
on both the Imadegawa and Kyotanabe Campuses to undertake consultations with students,
faculty and staff.
Your record of the details of the harassment, including the offender, the situation and thenature of the harassment, will help toward resolving the problem. In some cases, directly
informing the offender of your discomfort in person or in writing may settle the issue.
When a campus harassment issue is raised in a consultation, any necessary responses andeffective measures to deal with it will be taken after the completion of appropriate
on-campus procedures and investigations. During this process, particular care will be taken
to respect the privacy and confidentiality of those involved.* Also, you will never be treatedunfairly by reason of the fact that you have consulted about the harassment, or that you
have cooperated in confirming the facts.
You may consult with any of the counselors, regardless of what faculty or graduate school
you belong to or which campus you commute to. Please contact the counselor by phone oremail and make an appointment for a consultation meeting. If a victim of campus
harassment has informed you of their experience, please advise him/her to consult with acounselor immediately. *Please note: Even if you request anonymity, your identity will be
disclosed to a committee member in charge of investigation.

Consultation and Response

ClientClient contacts
a counselor
directly for
consultationCounselorCounselor listens
to the client,using aconsultation
sheet as a guide.

The Executive Committee
Committee for Prevention ofCampus Harassment
Counselor draws up and submits
a consultation report to theCommittee

President

Necessary
Measures

The Committee reports
the results of the deliberations*to the President*It may take several months for the Committee to reach the conclusion of
the deliberations as careful investigations of the incident should be made.

4 | For Prevention of Campus Harassment

Counselors
For relief of students, faculty and staff who are victimized by campus harassment, andresolution of problems, the university appoints Campus Harassment Counselors on both
campuses to respond quickly and appropriately.
Counselors record the details of the complaints on a consultation record sheet, draw up areport of the consultation and report immediately to the Campus Harassment Prevention
Committee.

Campus Harassment
Prevention Committee
The duties of the Committee include consultations and investigations of campus harassment
cases based on the reports from the counselors, drawing up policies for the relief of victims,
and suggesting enlightenment activities.
The Committee, which is independent of all other divisions of the university, takes a fair,neutral position in deliberating what specific measures are needed for cases ranging fromserious incidents of human rights infringement or of violent behavior to cases that simply
require adjustment of human relations caused by misunderstandings or insufficientawareness. The Committee reports to the President the content and outcome of its
deliberations, and the President then implements the necessary measures.

For Prevention of Campus Harassment | 5

Doshisha University Regulations for Prevention of Campus Harassment■ Purpose
Article 1 These regulations are established to prevent campus harassment at Doshisha University.
■ Definition
Article 2
In these regulations, campus harassment collectively refers to any act of harassment within the university
community, such as sexual harassment, academic harassment, power harassment and harassment based on
discrimination and prejudice, and is characterized by the following two types:(1) (Use of position, quid pro quo type) Engaging in non-consensual sexual contact or inappropriate language or
behavior with another person by exploiting a superior position, or continuing relationships in an educationalor workplace setting, etc., causing a detriment to the person’s educational or working conditions.
(2) (Environment type) Engaging in non-consensual sexual contact or inappropriate language or behavior withanother person in an educational or workplace setting, etc., causing deterioration to the person’s educationalor working environment by causing feelings of humiliation or emotional distress, or discomfort.
■ Range of Application
Article 3
Persons responsible for working to prevent campus harassment in educational and workplace settings,
etc. shall be the constituent members of Doshisha University including undergraduate students, graduate
students, international students, graduate research students, trainees, research associates, credited auditors
and auditors [hereinafter called ‘Student(s)’], and employees including full-time faculty, full-time staff, fixedterm lecturers, fixed-term staff, fixed-term personnel, contract staff and part-time staff, etc. [hereinafter called‘Direct Employee(s)’], as well as other university members such as temporary workers based on the Worker
Dispatch Law.
2
When a person proven to have engaged in campus harassment, etc. (hereinafter called ‘the perpetrator’) is aStudent or a Direct Employee, and the alleged harassment, etc. is toward a member of Doshisha University
listed in the previous paragraph, Doshisha University shall implement appropriate measures. In addition,
when the perpetrator is someone other than a Student or a Direct Employee, Doshisha University may require
the company or organization, etc. with which the perpetrator is affiliated to deal with the issue appropriately
when deemed necessary.
3
The complaint filed within five years of the occurrence of such an incident is subject to the measures stated in
the previous paragraph.
■ Obligations of the Constituent Members of Doshisha University
Article 4
All the constituent members of Doshisha University must respect fundamental human rights, have a correctunderstanding of campus harassment, and make utmost efforts in the prevention and resolution of campus
harassment.
■ Committee, etc.
Article 5
In order to achieve the purpose referred to in Article 1, committees, etc. shall be established as specified in thesubsequent Items:(1) Campus Harassment Counselor(s)[hereinafter called ‘counselor(s)’](2) Campus Harassment Prevention Committee(hereinafter called ‘the Prevention Committee’)(3) Campus Harassment Prevention Executive Committee(hereinafter called ‘the Executive Committee’)(4) Campus Harassment Investigation Committee(hereinafter called ‘the Investigation Committee’)■ Counselors
Article 6Counselors shall respond to consultations and complaints regarding campus harassment [hereinafter called‘consultation(s)’].
2Counselors shall be appointed based on recommendations from each faculty, etc.
3
Counselors shall report to the Prevention Committee regarding the issues raised in consultations.
4Matters regarding counselors shall be prescribed separately.
■ Reception of Consultation Requests
Article 7
Consultation with a counselor can be conducted in person, or by other means such as letter, telephone, fax, or
email.
2
Consultation shall be sought from the client himself/herself, however, only where there is a valid reason shallconsultation be received by a relevant person other than the individual concerned.
■ Duties of the Prevention Committee
Article 8
The Prevention Committee shall, in order to prevent and resolve issues of campus harassment at Doshisha
University, deliberate on the matters falling under any of the following Items:(1) Matters regarding consultation and investigation(2) Matters regarding the handling of the consultation issue(3) Matters regarding the measures for the relief of campus harassment victims(4) Matters regarding enlightenment activities for preventing campus harassment(5) Other important matters regarding campus harassment
2
The Prevention Committee shall deliberate on the investigation results referred to in Paragraph 3 of Article
11, and determine whether or not campus harassment has occurred (hereinafter called ‘the determination of
campus harassment’).
3
The Prevention Committee shall report to the President about the determination of campus harassment
referred to in the previous paragraph, as well as the measures taken based on the deliberation on Items 2 and

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45

3 of Paragraph 1.
The Prevention Committee shall notify the client, etc. of the report to the President regarding thedetermination of campus harassment referred to in the previous paragraph.
The Prevention Committee shall report to the President about the deliberation results referred to in Items 4
and 5 of Paragraph 1.

■ Composition of the Prevention Committee
Article 9
The Prevention Committee shall consist of the following persons, with committee members appointed by the
President.
(1) Director of the Center for Christian Culture(2) Director of the Student Support Services Center(3) Director of the General Affairs Division(4) Director of the General Affairs Division at Kyotanabe Campus(5) One of the secretaries of the Office of Ethics Review(6) Sixteen members selected from faculty(7) Six members selected from academic staff
2
The Prevention Committee shall have a chairperson and two vice-chairpersons.
3
The Chairperson and Vice-chairpersons of the Prevention Committee shall be appointed by the President fromamong the committee members.
4
The Chairperson shall call the Prevention Committee and preside over it.
5
Matters regarding the Vice-Chairperson shall be prescribed separately.
6
When the Chairperson is unable to attend to his/her duties, the Vice-Chairperson shall perform the duties of
the Chairperson on his/her behalf.
7
The term of office for the Committee members referred to in Items 6 and 7 of Paragraph 1 shall be two years.
However, this shall not preclude them from being re-appointed.
8
Those falling under the following items may not become Prevention Committee members for handling therelevant consultation issue.
(1) The persons concerned in the consulted issue(2) Besides the previous item, any person whose participation may impede fair and impartial deliberations of thePrevention Committee.
9
The Prevention Committee may hold a meeting with the attendance of one half or more of its total members,
and make a resolution by two thirds or more of the votes.
10 The Prevention Committee may, when necessary, request the attendance of individuals other than theCommittee members to hear additional opinions about the matters under discussion.
■ The Executive Committee
Article 10 The Prevention Committee shall establish the Executive Committee, and shall refer deliberations regarding
the handling of the consultation issue to the Executive Committee.
2
The Executive Committee shall consist of a chairperson and two vice-chairpersons. Those falling under thefollowing items may not become the Executive Committee members for handling the relevant consultation
issue.
(1) A person who himself/herself has consulted about campus harassment(2) Besides the previous item, any person whose participation may impede fair and impartial deliberations of the
Executive Committee.
If a vacancy occurs on the Executive Committee due to the above, the President shall appoint an individualfrom among the Prevention Committee members to fill the vacancy.
3
The Executive Committee shall, depending on the content and nature of the consultation, decide whether tonotify the accused person regarding the consultation issue (hereinafter called ‘the person of interest’) or totake relief measures based on fact-finding investigations.
4
The Executive Committee must, when deciding on the issue referred to in the previous paragraph, respect
the opinions of a person who consulted about campus harassment (hereinafter called ‘the client’) unless thecircumstances are exceptional.
5
The Executive Committee may hold a meeting with the attendance of all members, and make a resolution
with the unanimous consent of all members.
6
The Executive Committee shall report the decision referred to in Paragraph 3 to the Prevention Committee.
■ The Investigation Committee
Article 11 The Prevention Committee shall, in the case where the Executive Committee finds it appropriate to take relief
measures based on fact-finding investigations, establish an investigation committee for each specific case.
2
The Chairperson may, with the consent of the Prevention Committee, request assistance from experts otherthan faculty and staff of Doshisha University.
3
The Investigation Committee shall clarify the facts of a case through an interview with the client, the personof interest and related people, and report the investigation results to the Prevention Committee within threemonths after the establishment of the Investigation Committee. Should the Investigation Committee be
unable to report within the allotted three months, they must present a logical reason for the delay and set a
precise date to present the result, and receive the approval of the Executive Committee.
4Matters regarding the Investigation Committee shall be prescribed separately.
■ Notice, etc.
Article 12 The Prevention Committee shall, in the case where the Executive Committee finds it appropriate and withthe consent of the client, notify the person of interest of the claim against him/her, and warn him/her to try to
prevent and correct campus harassment.
2
The Prevention Committee may, in the case where the client requests it and the Executive Committee finds it
appropriate, notify the immediate superior of the person of interest of the claim against the person of interest,
and request the said superior to give instructions and advice to the person of interest.
3
The Prevention Committee shall, in the case where the Executive Committee finds it appropriate to take relief
measures based on the investigation by the affiliation of the person of interest, notify the immediate superior

For Prevention of Campus Harassment | 7

4
5

6
7

of the person of interest, with the consent of the client, of the claim of campus harassment and request thesaid superior to improve the environment.
The immediate superior of the person of interest requested to improve the environment referred to in theprevious paragraph must report immediately to the Prevention Committee the results of measures taken to
improve the environment within each affiliation group.
The Prevention Committee must, in the case where the client requests anonymity when giving a notice or
warning to the person of interest, take all possible measures to ensure the client is not identified. However, inthe case where the person of interest or the immediate superior of the person of interest learns of the nameof the client from the content of the notification, and there is no negligence on the Prevention Committee, thePrevention Committee shall not be liable.
The person of interest who receives the notice referred to in Paragraph 1 may make an objection against it
within 14 days after the next day of receipt.
In the case where the problem is not resolved after the notice and warning is given to the person of interest
referred to in Paragraphs 1 to 3, the client may request the Prevention Committee to take relief measures
based on the fact-finding investigation.

■ Filing of Objection
Article 13 In the case where the client, the person of interest, or the perpetrator isdissatisfied with the decision regarding the determination of campus harassment, he/she may file an objection
only once, in writing, to the Prevention Committee within 14 days after the nextday of notification referred toin Paragraph 4 of Article 8.
■ Validity of Objection
Article 14 When receiving an objection in writing referred to in the previous article, the Prevention Committee shalldeliberate on the validity of the objection, as well as whether or not to initiate re-examination.
■ Re-examination
Article 15 Regarding the re-examination referred to in the previous article, the provisions in Article 11 shall apply
mutatis mutandis.
2
The client, the person of interest, or the perpetrator may not file a second objection against the decision of there-examination conducted by the Prevention Committee.
■ Ban on Prejudicial Treatment
Article 16 Those affiliated with Doshisha University must never give unfair or disadvantageous treatment to the client,or a person who has cooperated in the confirmation of facts regarding the alleged incidents, because of theirinvolvement.
■ Preservation of Confidentiality
Article 17
All persons engaged in consultation or investigation, etc. of campus harassment must respect the honor,
privacy, and other human rights of the persons involved, and must not disclose any information obtained toother people.
■ Concealment of Facts/ False Claim for Consultation
Article 18 All the constituent members of Doshisha University specified in Paragraph 1 of Article 3 must not conceal thefacts regarding an act of campus harassment.
2
All the constituent members of Doshisha University specified in Paragraph 1 of Article 3 must not make false
claims with malicious intent during consultation.
■ Storage of Related Documents
Article 19 All minutes, reports and related documents shall be stored by the Ethics Review. Office.
■ Measures Taken by Doshisha University
Article 20 The President of Doshisha University shall, when receiving the report referred to in Paragraphs 3 and 5 of
Article 8, take necessary measures.
2
The President shall also implement necessary measures to prevent reoccurrence of campus harassment andany secondary harm.
■ Administration
Article 21 Administrative and clerical work regarding these regulations shall be conducted by the Ethics Review Office.
■ Revision or Abolition of Regulations
Article 22 The revision or abolition of these regulations shall be determined by the President through the deliberation of
the Prevention Committee and Directors Meeting.
Supplement
These regulations shall take effect on April 1st, 2019.

Doshisha University Campus Harassment Prevention Committee[Office] Office of Ethics Review
TEL 075-251-3158

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2019.2000