Prevention of Campus Harassment
Campus harassment refers to various types of harassment and sexual violence that occur during education, research, employment, or student activities at Doshisha University.Doshisha University has established “Doshisha University Campus Harassment Prevention Regulations” and “Doshisha University Guidelines for the Prevention of Campus Harassment” in an effort to prevent campus harassment.
The following flow chart shows the process of consultation and response to campus harassment.
Campus Harassment Prevention Responce Flowchart［PDF112 KB］
About Campus Harassment Counselors
If you experience campus harassment, don't suffer alone, talk to one of the counselors listed below.
Please be assured that your privacy regarding the content of your consultation will be protected.
List of Counselors (2025)［PDF 62KB］
Off-campus consultation desk for faculty and staff［PDF36KB］
Campus Harassment Prevention Pamphlet
Pamphlet (2025)［Digital Books］
Regulation for Prevention of Campus Harassment
Doshisha University Campus Harassment Prevention Guidelines
1.Purpose
Doshisha University (hereinafter referred to as the “University”) has established these Guidelines in order to make specific and necessary considerations and take measures to prevent campus harassment, thereby enabling the University Members, etc., as defined in “4. Scope of Application,” to engage in education, research, study, or work in a safe and comfortable environment.
2.Basic Policy
As an educational and research institution that practices education based on Christian principles, the University does not tolerate any human rights violations that threaten the safety and dignity of any University Members, etc. With the cooperation of all University Members, etc., the University strives to create an environment free from campus harassment.
3.Definitions
In these Guidelines, campus harassment refers to any act of human rights violation that harms the personality or personal dignity of the recipient, regardless of the perpetrator’s intention, within the context of education, research, employment, or student activities at the University. These acts include, but are not limited to, the types of harassment and sexual violence defined below.
Furthermore, even if such acts take place during extracurricular activities, such as off-campus practical training, seminar retreats, job-hunting activities, or club activities conducted by officially recognized or equivalent organizations of the University, they shall be regarded as campus harassment if they satisfy the aforementioned criteria.
(1) Sexual harassment
Engaging in unwelcome sexual language or behavior, or discriminatory language or behavior based on stereotypical gender roles, that causes physical or mental distress or disadvantage to the recipient, or deteriorates his/her educational, research, study, or work environment.
Regardless of sexual orientation or gender identity, if the above criteria are met, such acts constitute sexual harassment.
Sexual harassment is broadly classified into the following two types:
(i) (Quid pro quo harassment) Acts that disadvantage the recipient in terms of his/her educational or work conditions based on how he/she responds to unwelcome sexual language or behavior;
(ii) (Hostile environment harassment) Acts that deteriorate the recipient’s educational, research, study, or work environment through unwelcome sexual language or behavior.
(2) Academic harassment
Any acts toward the recipient by an individual in a superior position, whether based on status or interpersonal relationships, that involve using language or behavior, or providing guidance, that exceeds what is necessary and reasonable in the context of education or research, failing to provide necessary educational guidance, or treating the recipient in a discriminatory manner, thereby causing physical or mental distress or disadvantage to the individual who receives such guidance or who is supposed to receive such guidance, or deteriorating his/her educational, research, study, or work environment.
(3) Power harassment
Taking advantage of one’s superiority in job position, authority, or other interpersonal relationships to use inappropriate language or behavior, or provide inappropriate guidance or treatment, that exceeds what is necessary and reasonable, thereby causing mental or physical distress or disadvantage to the recipient, or deteriorating his/her educational, research, study, or work environment.
(4) Harassment related to pregnancy, childbirth, childcare, or nursing care
Engaging in the use of language or behavior concerning the use of systems or measures related to pregnancy, childbirth, childcare, or nursing care, or concerning the fact that the recipient is pregnant or has given birth, thereby causing physical or mental distress or disadvantage to the recipient, or deteriorating his/her educational, research, study, or work environment.
(5) Other types of harassment
Engaging in the use of unwelcome language or behavior, other than those described in (1) to (4), that, regardless of the perpetrator’s intention, causes physical or mental distress or disadvantage to the recipient, or deteriorates his/her educational, research, study, or work environment.
(6) Sexual violence, etc.
(i) Committing acts equivalent to those of sexual violence against children and students as stipulated in each item of Article 2, Paragraph 3 of the Act on the Prevention of Sexual Violence against Children and Students by Educational Personnel (Act No. 57 of 2021)
(ii) Committing acts of sexual harassment as defined in (1) that constitute criminal offenses under the Penal Code or other relevant laws and regulations
4.Scope
of Application
The individuals who should be protected from campus harassment in the context of education, research, employment, or student activities are as follows:
(1) Undergraduate students, graduate students, international students, research students, trainees, research associates, non-degree students, and auditors of the University (hereinafter referred to as “Students”); full-time faculty members, full-time staff members, fixed-term lecturers, fixed-term staff members, contract staff members, part-time workers, and other individuals employed by the University (hereinafter referred to as “Direct Employees”); as well as temporary workers under the Worker Dispatch Law, contractors, and other individuals working at the University (hereinafter collectively referred to as “University Members”)
(2) Specified persons engaged in entrusted business who are subject to measures to be taken in connection with problems arising from speech or behavior related to business entrustment, as specified in Article 14 of the Act on Ensuring Proper Transactions Involving Specified Entrusted Business Operators (Act on Proper Transactions between Freelancers and Businesses)
When a person proven to have engaged in campus harassment (hereinafter referred to as the “campus harassment perpetrator”) is a Student or a Direct Employee of the University, and the harassment is directed toward any of the individuals specified in (1) and (2) (hereinafter referred to as “University Members, etc.”), the University shall implement appropriate measures. If the campus harassment perpetrator is someone other than a Student or a Direct Employee of the University, the University may, when deemed necessary, require the company, organization, etc. with which the perpetrator is affiliated to take appropriate action.
5.If You
Experience Harassment
The University will assign a wide range of counselors so that University Members, etc. who have experienced campus harassment can feel safe when filing complaints or seeking consultation.
Campus harassment is never the responsibility of the victim. Therefore, if you think you have been harassed, do not blame yourself or put up with it. Instead, contact a counselor whom you feel most comfortable talking to and take action to resolve the situation before it worsens. Keeping detailed records of who harassed you, when, and how will help you explain the situation objectively and will be useful in resolving the issue if it becomes a formal case.
In some cases, it may be possible to resolve the issue between the parties involved by directly informing the other person, either verbally or in writing, that you find their behavior uncomfortable, or by seeking consultation.
Complaints about campus harassment will be addressed through appropriate investigations and procedures within the University, and necessary responses and effective measures will be implemented, with particular attention paid to respecting the privacy of all parties involved and maintaining strict confidentiality.
Furthermore, you will not be subjected to any disadvantageous treatment for seeking consultation or for cooperating in verifying the facts related to campus harassment.
6. Counselors
The University will assign the following counselors to provide prompt and appropriate responses for the relief of victims and the resolution of issues. Complaints and consultations should be made either in person, in a setting where privacy can be maintained, or by telephone, email, or other means.
- One faculty member from each faculty/school and graduate school
- Several administrative staff members
- Several external professionals holding counseling qualifications, such as certified public psychologists
These counselors shall promptly report any complaints received or consultations provided to the Campus Harassment Prevention Committee (hereinafter referred to as the “Committee”) established within the University.
7.Campus Harassment Prevention Committee
The Committee shall handle consultations and conduct investigations regarding campus harassment, take measures for the relief of victims, and conduct awareness-raising activities while maintaining independence from other organizations within the University.
The Committee shall deliberate in a fair and neutral manner on what specific measures are needed, in cases ranging from those of high urgency and those involving serious human rights violations or assaults, to those that merely require the adjustment of interpersonal relationships arising from misunderstandings or lack of awareness. The Committee shall report the content and results of its deliberations to the President, who shall take necessary actions based on the report.
8.Awareness-Raising Activities
In order to prevent and eradicate campus harassment that disrupts a comfortable environment for education, research, study, or work, the University shall strive to raise awareness and ensure thorough dissemination of information through training and public relations activities so that the causes, background, current situation, and problems associated with campus harassment can be better identified and fully understood.
9.Others
Individuals who have been consulted by a victim of campus harassment are requested to encourage the victim to promptly consult directly with a counselor.
10.Revision and Abolition
Any revision or abolition of these Guidelines shall be decided by the President following deliberations by the Campus Harassment Prevention Committee and the Committee of Deans and Directors
Supplementary Provisions
These Guidelines shall come into effect on April 1, 2025.