Important points for prevention

Examples of what to think about and what to do
If you think something may be harassment, first check the following.

1. Pay attention to what you say.

◆Don’t reprimand excessively, give advice insistently, or ask unnecessary personalquestions during class or meetings. Also, avoid adopting a harsh tone and speaking
one-sidedly.
◆Don’t use threatening language, including remarks that may cause someone tofeel nervous or afraid.

◆In particular, when a faculty member meets with a student one-on-one to provide
guidance, advice on a thesis, or similar in the faculty member’s office during officehours, said faculty member must ensure that the inside of the office can be seenfrom the hallway. As an alternative measure, the faculty member may leave open
the window on the door side of their office.

Faculty and staff ➡ Avoid meeting with students in closed rooms unless necessary.
Students ➡ If you have any concerns or experience any problems during guidance ormeetings, speak to us.

3. The other person may not always explicitly
indicate their will.

◆Don’t assume that the other person has given consent just because they have notexplicitly refused.
◆For practical training subjects, if the guidance may involve physical contact, besure to obtain approval from students in advance.

Faculty and staff ➡ Avoid engaging in conduct that may make someone feel uncomfortable regardless of whether they have refused.
Students ➡ If you have any concerns or experience any problems at all, speak to us.

4. When faculty/staff and students work off campus,
pay attention to your remarks and actions.

Harassed person [Counselee]
Undergraduate and graduate students,faculty and staff, etc.

①Consult

Counseling desks and offices
Counseling Room （Ariake Campus) 03-5530-7346

042-468-3179
03-5530-7342（Musashino Campus) 042-468-3234
Center for Clinical Psychology 03-5530-7697（Musashino Campus)

Health Center

Class advisor
External counseling desk (on the premises of Izumi Partners Law Office)03-6457-7720［Mon.〜Fri. 12:00pm〜5:00pm］
soudan@izumi-ps.jp

5. Pay attention to your actions and words if you

encounter faculty, staff, or students outside theteaching, learning, and employment environments.

◆Don’t ridicule or make fun of what anyone does off campus.
◆Don’t insistently ask someone to contact you or ask questions because you ran into
each other by chance.

Faculty and staff ➡ Behave in a way befitting of faculty and staff members even outside ofwork hours and while off campus.
Students ➡ Any conduct that makes someone feel uncomfortable can constituteharassment.

6. Do not assume that different genders should havedifferent roles.

◆Don’t base job or educational contents, evaluations, or guidance on gender.
◆Don’t force your values onto others saying, “Men should be so and so” or “Womenshould be this way.”◆Don’t make discriminatory remarks based on sexual orientation or gender identity
or against sexual minorities.

Faculty and staff ➡ Avoid making remarks or giving evaluations based exclusively on yourown values.
Students ➡ Avoid ridiculing others and forcing your values onto them.

Please be assured that our counselors will never divulge any information they obtain during or after theirterm of office.

Counselor
Concrete interview
Counseling session②Counselee’s allegation made during counseling③Request for investigation◆Don’t assign seats based on personal preferences or force others to drink or perform
duets during off-campus activities, club overnight stays, or dining at class reunions.
◆Don’t force others to chug alcohol or to drink alcohol in drinking games as part ofefforts to make an event more lively.
◆Don’t suggest anyone under the age of 20 drink alcohol. (Doing so is illegal.)

Faculty and staff ➡ Behave in a way befitting of faculty and staff members even during
off-campus activities.
Students ➡ Actions that force others to do something can constitute harassment even if
done between students.

（Ariake Campus)

STOP!
HARASSMENT

Harasser

Health Center Office

Musashino University Harassment Committee⑤ Hearing with the harassed person (complainant)

2. Avoid meeting one-on-one in closed rooms.

In order to deal with harassment, which should never occur, and toprotect the rights of individuals who are harassed, MU has implemented the following system to take strict, fair measures based on
the relevant rules and regulations.

⑥ Hearing with the harasser (respondent)

Faculty and staff ➡ Pay attention to your language regardless of whether you’re speaking
to other faculty and staff members or students.
Students ➡ If you feel something is wrong or experience any problem during class or inmeetings, speak to us.

Strict disciplinary action in response toharassment④Instruct

Harassment
Response
Committee⑧Report⑦ReportHarassment
Investigation
Committee⑪Notify the respondent of the actions to be taken⑩Notify the complainant of the actions to be taken⑨Instruct that actions be taken to relieve the complainant and to
discipline the respondent

Board of Managing Directors
For more information...
Please refer to the “Regulations on
Harassment Prevention at Musashino
University (Japanese Only)”Musashino Univ. website“Harassment Prevention and Response”
https://www.musashino-u.ac.jp/harassment/

Action Guidelines for Harassment Prevention
1. Correctly understand and deepen insight into
what harassment is on a daily basis.
2. Individuals shall do everything possible andmake concrete efforts to prevent harassment.
3. If harassment occurs, promptly take strict, fairactions in accordance with the regulations.

STOP! Harassment
MU strives to ensure a comfortable, harass-ment-free educational and employment
environment, and the entire University is working to address the issues posed by harassment.

About harassment

The objective of the "Regulations on Harassment Prevention atMusashino University" is to “prevent violations of the humanrights of the University’s students, faculty, staff, and others as wellas to provide guidelines on preventing and addressing
harassment and other actions to ensure comfortableeducational, research, learning, and employment environments that are free of discrimination.” MU defines harassment as“any conduct related to education, research, learning, oremployment that disadvantages or damages someone or that
violates someone’s dignity or character.”Sexual harassment
Engaging in inappropriate sexual behavior or speech against someone’s
will that, regardless of the offender’s intent, disadvantages or distresses therecipient, thereby negatively affecting the educational, research, learning,or working environment.

Academic harassment
Abusing one’s authority or power in education and research settings to engage
in inappropriate conduct or providing improper guidance or treating someone
improperly, thereby causing the person to lose motivation to learn or study, ornegatively affecting the learning or research environment.

Abuse of authority
Remarks, conduct, or treatment that causes someone to lose motivation towork or negatively affects the employment environment beyond the extent
necessary and reasonable for the execution of one’s duties based on one’ssuperior authority, power, or interpersonal relationships in professional settings.

Maternity harassment
Engaging in conduct that negatively affects the working environment bymaking inappropriate, unfair remarks or actions concerning someone’s
pregnancy, childbirth, childcare leave, nursing care leave, and so forth.

Other types of harassment
Making remarks or engaging in conduct other than the aforementioned typesof harassment that disadvantages or distresses someone, thereby negatively
affecting the education, research, or employment environment.

Examples of harassment

Common mistakes

The following speech and behaviors
are harassment!

Check whether you have made anyof the following mistakes.

■Examples of sexual harassment

If someone felt harassed, the person
would’ve complained already, right?

• Making uninvited physical contact with another person or looking theperson over, causing them unpleasant feelings or anxiety• Pressing someone for a romantic relationship even though the otherperson is unwilling, or sending insistent emails about personal feelings• Asking someone their body measurements or making negative
remarks about someone’s body
• Forcing fixed gender roles on others by saying things like, “You’resupposed to be a woman” or “That’s effeminate”• Forcing someone to pour drinks for others or to perform duets or party
tricks• Displaying posters of models in swimsuits or other materials that may
make some people uncomfortable■Examples of academic harassment• Refusing to instruct someone without a legitimate reason• Giving guidance excessively beyond what is required forteaching—for example, saying, “You’re stupid,” or adopting a harshtone while speaking• All forms of bullying• Threatening to prevent someone from graduating or threatening togive a low grade• When a faculty member repeatedly orders students to run private
errands that have no educational or research purpose• Unreasonably restricting opportunities for research presentations, etc.

■Examples of abuse of authority• Giving excessively long, harsh reprimands concerning workperformance• Sending an email that dismisses the ability of or ridicules someone ina way that multiple people, including the targeted individual, canview it• Making inappropriate remarks about ability or character at work or
elsewhere• Ignoring an employee that is in a group so as to isolate that individualin the workplace■Examples of other types of harassment• Discriminating against pregnant individuals (maternity harassment)• Forcing people to chug drinks or to otherwise drink alcohol (alcoholharassment)• Discrimination based on sexual orientation or gender identity oragainst sexual minorities, etc. (SOGI harassment)• Discrimination based on nationality, race, creed, age, etc.
• Posting defamatory statements that contain personally identifiable
information on social media or on other online platforms• Forcing others to share a view of their entire room or making demands
that excessively intrude into people’s personal lives during online
meetings or on other occasions

Any conduct related to education, research, learning, or employment that disadvantages or damages
someone or that violates someone’s dignity or
character, regardless of the offender’s intent, isconsidered to be "harassment."

Whether the victim has complained has nothing to do with whether
conduct is considered harassment.
People may feel hesitant to complain about being harassed due toself-blame and concerns about subsequent disadvantages (e.g., won’t
be able to graduate, negative effect on a relationship).

The other person didn’t resist, so that’s
consent, right?
Just because someone does not resist does not mean that they havegiven consent.
It is difficult to resist those who have greater authority.
The act of inflicting mental or physical pain by making others feel
uncomfortable in itself is harassment.

In college, harassment is inflicted byteachers on students, right?
Because of the nature of relationships in education and research, it ismore common for teachers to harass students. However, harassment may
be inflicted by teachers on staff members, between teachers (staffmembers)/students, and by students on teachers.

I mean no harm and we’re good friends,
so it’s not a problem, right?
Any remark or conduct, whether the offender means to cause harm or
not, that disadvantages or distresses someone and negatively affects theeducational, research, learning, or employment environment may
constitute harassment, even if it occurs between two people who areclose to each other.

If someone has a problem, they’ll voluntarily seek help, right?
It may be difficult to seek help for concerns related to harassment andother topics. However, if you don’t seek help, the situation is unlikely tochange.
If you ever suspect that an action or remark directed at you is harassment,seek help from a counseling desk or elsewhere.

Let's aim to foster healthy,
comfortable teaching, research,learning, and employment
environments that are free ofharassment!