Sexual harassment is any unwelcome sexual advance, request for sexual favours, or other verbal or physical conduct of a sexual nature that creates an intimidating, hostile, or offensive environment. It can occur in various settings, including the workplace, educational institutions, and public spaces. Sexual harassment can take many forms, such as unwanted touching, inappropriate comments, sexual jokes, or the display of sexually explicit materials. It is important to recognize that sexual harassment is a violation of an individual's rights and can have serious consequences for both the victim and the perpetrator.
Yes. Even one single incident may constitute sexual harassment.
No. Sexual harassment can be intentional or unintentional. Having no intention to harass is not a defence in sexual harassment cases. Even if the act is of a playful nature, it may amount to sexual harassment.
Any staff member or student of the University who wishes the University to initiate an investigation into an act of sexual harassment should file a written complaint with the Panel Against Discrimination and Sexual Harassment. The officer designated by the Panel Against Discrimination and Sexual Harassment may help to record an oral complaint which has to be signed and confirmed by the complainant. Under normal circumstances, attempts at conciliation do not require the filing of a written complaint.
- details and dates involved;
- your personal information (name, department/unit, contact information, etc.)
- name of the complainee(s) and contact information;
- information supporting your claim of sexual harassment;
- details of any detriment or emotional disturbance that the complainant has suffered because of the harassment; and
- information about witness(es), if any.
Yes. Every reasonable effort shall be made to maintain confidentiality and protect the privacy of all parties in accordance with University policies and applicable laws. Information will only be disclosed on a need-to-know basis and according to the principle of natural justice, for instance, the complainant's identity and the allegations have to be disclosed to the respondent to ensure the latter has a fair and reasonable opportunity to respond.
No staff member or student of the University shall be subject to victimization or reprisal for initiating a good faith complaint, for participating in conciliation, for providing information in the complaint investigation processes, or for participating in the formal disciplinary procedures. Victimization is also prohibited by law. One can report any case to the Panel Against Discrimination and Sexual Harassment for investigation.
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