About Eikei Initiatives of the University

Harassment Initiatives

Prevention of Harassment

Harassment not only undermines individual dignity but also seriously deteriorates the campus environment. At Eikei University, harassment in any form is never tolerated. We are committed to preventing harassment so that all members of our community can respect one another. If harassment occurs, we will respond promptly and take necessary measures to improve the situation.

Let us work together to create a fair, safe, and comfortable environment for education and research.

Mutsuhiro Arinobu
President, Eikei University of Hiroshima

Toward Creating a Harassment-Free Environment
Types of Harassment
Preventive Measures Against Harassment
Message to Faculty and Staff
In Case of Harassment
Contact for Consultation
Our Approach to Addressing Harassment
Process for Handling Harassment Consultations

Our Commitment to a Harassment-Free Environment

Formulation of Guidelines

The Hiroshima Prefectural Public University Corporation, Prefectural University of Hiroshima, and Eikei University (hereinafter referred to as “the University”) are committed to respecting the fundamental human rights of all students, faculty, and staff, and to creating an environment free from harassment.

As the first step toward building a harassment-free environment, it is essential that everyone at the University understands the various issues related to harassment.

The Corporation has established the “Regulations on the Prevention of Harassment and Related Matters” and the “Harassment Prevention Guidelines”, and actively communicates their purpose and content in a clear and practical manner.

Leaflet Downloads (PDF Version)

Types of Harassment

Category	Harassment	Definition
１	Sexual Harassment	Engaging in sexual behavior or remarks against another person’s will, causing discomfort or deteriorating the educational, research, or workplace environment.
２	Academic Harassment	Using one’s academic position or interpersonal superiority to go beyond appropriate boundaries, causing physical or mental distress to another person, or deteriorating the educational or research environment.
３	Power Harassment	Using one’s job position or interpersonal superiority to go beyond appropriate boundaries, causing physical or mental distress to another person, or deteriorating the workplace environment.
４	Other Forms of Harassment	Any act other than those listed in 1 to 3 that causes physical or mental distress to another person, or deteriorates the educational, research, or workplace environment.

１. Sexual Harassment

Category	Harassment	Definition
Quid Pro Quo Type	Engaging in sexual demands or solicitations by exploiting a position of superiority over another person, and offering or withholding certain benefits or imposing disadvantages in exchange for compliance or refusal.	A faculty member makes sexual advances toward a student under their supervision, creating a situation where the student feels distressed, fearing academic disadvantages if they refuse.
		A faculty member says, “Since you’re my type, I’ll give you an extension on your report deadline.”
		A faculty member retaliates against a student who refused an invitation by lowering grades, withholding credit, or refusing to write a recommendation for employment.
		A faculty member repeatedly orders a student to rewrite a paper without reason as retaliation for rejecting an invitation.
		A faculty member excludes a student from guidance or group activities in the lab as retaliation for rejecting an invitation.
		A supervisor or faculty member summons a subordinate or student to their room during a conference trip or business trip.
Hostile Environment Type	Acts involving sexual behavior or remarks in educational, research, or workplace settings that worsen another person’s learning or working environment	Using one’s academic position or interpersonal superiority to go beyond appropriate boundaries, causing physical or mental distress to another person, or deteriorating the educational or research environment.
		Staring at someone’s body from head to toe or following them with one’s eyes.
		Frequently touching parts of another person’s body (such as shoulders, back, waist, cheeks, or hair) in everyday situations.
		Frequently bringing up sexually suggestive topics in the workplace or classroom.
		Making sexual or vulgar jokes that leave the other person at a loss for how to respond.
		Creating a sexually charged atmosphere by displaying pornographic photos or obscene images in the lab or workplace.
		Forcing someone to view obscene pictures, videos, or writings.

《Basic Actions and Principles for Prevention》

Perceptions of sexual behavior or remarks vary depending on individuals, gender, and social positions. Whether an act constitutes sexual harassment should be judged primarily by the person who experiences it.
Never assume that “this level of behavior will be acceptable to the other person.”
Do not presume that you have a good relationship with the other person and therefore your actions will be tolerated.

２. Academic Harassment

Type	Specific Example
Violent or Aggressive Behavior	Faculty members or graduate students (hereinafter referred to as “graduate students”) kick trash cans or throw objects when students fail to understand instructions.
Violent or Aggressive Behavior	Faculty members or graduate students hit students on the head with report papers.
Use of Inappropriate Language Warnings and Verbal Abuse	Faculty members or graduate students repeatedly make statements that deny students’ abilities or character, such as: “Are you stupid for not being able to do this?” “You are at an elementary school level.”
Excessive or Persistent Guidance	Faculty members tell staff members things like: “You’re stupid because you’re staff.” “Staff should never oppose faculty.”
	Faculty members or graduate students lecture students for an extended period of time.
	Faculty members force students to rewrite papers excessively.
	Faculty members require students to come to campus early in the morning, late at night, or on holidays without sufficient necessity, or frequently send instructional emails to students’ personal mobile phones.
	Faculty members or graduate students assign tasks that are clearly impossible to achieve, such as: “If you’re a researcher, read this English textbook overnight.”
Refusal, Ignoring, or Isolation in Guidance	Faculty members or graduate students treat students differently based on personal likes and dislikes, and refuse to provide guidance to disliked students without reason.
Taking Credit for Others’ Work	Senior faculty members force young researchers to add their names as co-authors in joint research or experiments.
Invasion of Privacy and Mixing Personal Affairs	Faculty members force students to perform personal tasks unrelated to education or research, such as helping with moving.
Invasion of Privacy and Mixing Personal Affairs	Faculty members or graduate students use students’ cars as if they were taxis.

《Basic Actions and Principles for Prevention》

Academic supervisors must not require those under their guidance to perform tasks unrelated to their own education or research, or to carry out private tasks for the supervisor. Furthermore, if the individual refuses such a request, the supervisor must not engage in retaliatory or discriminatory acts, nor provide inappropriate guidance or evaluation.
Supervisors must not, without legitimate reason, restrict or dispose of literature, books, materials, equipment, or other resources necessary for research, thereby obstructing research activities.

３. Power Harassment

Specific Example
A supervisor, without legitimate reason, does not assign important tasks to certain individuals.
A supervisor assigns excessively difficult or complex tasks without regard to the employee’s experience or knowledge, demands immediate completion, and repeatedly criticizes the employee for failure or shortcomings, using statements such as “incompetent,” “stupid,” “quit,” “you’re useless because you’re a woman,” or “you’re sloppy for a man,” which violate personal dignity.
A supervisor repeatedly pursues failures or mistakes in job performance, reprimands loudly in front of others, ignores greetings, and avoids conversation.
The supervisor isolates the individual from workplace relationships by saying things like “Don’t help ○○,” or by encouraging others to exclude them. (This also includes cases where subordinates collude to harass a supervisor.)
Faculty members or graduate students use a student’s car as a substitute for a taxi.

《Basic Actions and Principles for Prevention》

Those in supervisory positions must not excessively pursue failures or mistakes, nor reprimand loudly in front of others beyond what is necessary.
Do not engage in emotional or retaliatory behavior under the guise of guidance. Likewise, avoid making judgments based solely on your own past experiences.
Understand that power harassment can also occur when subordinates harass a supervisor by exploiting workplace relationships or superiority in expertise, or when students collude to harass a faculty member.

４. Other Forms of Harassment

Type	Specific Example
Harassment Based on Pregnancy, Childbirth, or Caregiving	A supervisor assigns only menial tasks to an employee because of pregnancy, childbirth, or caregiving responsibilities.
	A supervisor makes comments to employees taking maternity leave, childcare leave, or caregiving leave, such as: “Because of you, our workload has increased.” “Wouldn’t it be better if you resigned?”
Discrimination or Defamation Based on Gender, Age, Origin, etc.	Staff or students make derogatory remarks about gender, age, place of origin, nationality, ethnicity, race, physical or mental disabilities, illnesses, appearance, or personality.
	Staff or students post defamatory comments that harm an individual’s character in online communities such as social media.

Measures to Prevent Harassment

The Hiroshima Prefectural Public University Corporation shall take the following measures to prevent the occurrence of harassment:

1.larification of a Zero-Tolerance Policy on Harassment

2.Planning and Implementation of Public Awareness, Educational Activities, and Training for arassment Prevention

3.Development of an Open and Transparent Educational and Research Environment, such as installing windows in laboratory and office doors

4.Operational Measures Allowing Relocation of Laboratories or Seminars for reasons such as preventing recurrence of harassment

5.Establishment of a System for Early Detection and Prompt Resolution of Issues, enabling individuals to consult safely and with confidence

6.Other Necessary Measures to Prevent Harassment

To All Faculty and Staff Members

～Harassment is a serious violation of human rights and, above all, an act that infringes upon individual dignity.～

Statements such as “This level of behavior is acceptable,” “I am doing this for their growth,” or “I was subjected to stricter guidance when I was young, so this is natural” may be based on self-centered assumptions.
Particular attention is required when dealing with students, as your position tends to be dominant. Respect the other person’s standpoint and feelings, and if you realize that they refuse or dislike certain behavior, never repeat the same actions or words. If the other person protests, apologize immediately and correct your behavior.

　Whether an act constitutes harassment is not always clearly indicated by the other person. Please keep this in mind at all times.

If You Face Harassment

Take courage and act.

If You Experience Harassment: Steps to Take

Express Your Objection Clearly
If you feel uncomfortable, make your position clear to the other party. Take a firm stance against any behavior that may constitute harassment. It is important to communicate your refusal explicitly.
Keep a Detailed Record of the Incident
Document the acts you have experienced in detail. This will not only help you organize your thoughts but also serve as valuable evidence if you later request action from the university.
Consult the Designated Support Office
If taking action on your own is difficult, or if you repeatedly encounter the same situation, consult the harassment support office as early as possible.
If you witness harassment, encourage the person involved to visit the consultation office. If going alone is difficult, you may accompany them or, with their consent, consult on their behalf.

Consultation Services

Eikei University of Hiroshima provides consultation services to ensure that students, faculty, staff, and related parties can seek advice with confidence.
All consultations are kept strictly confidential. The available consultation offices are as follows:

For Faculty and Staff	【On Campus】 Academic Planning Office – General Affairs Section (Section Chief) Phone: （082）225－6201 Email:　esoudan@pu-hiroshima.ac.jp
For Faculty and Staff	【Off Campus】※Advance reservation required Japan Association of Industrial Counselors – Chugoku Branch, Hiroshima Office Phone: （082）223－7470
For Students	Academic Affairs Section Phone: （082）225－6272 Email: harassment@eikei.ac.jp
For Students	Student Counseling Office Phone: （082）225－6272 Email: counselor@eikei.ac.jp

Harassment Consultation Services

For Faculty and Staff	【On Campus】 Academic Planning Office – General Affairs Section (Section Chief) Phone: （082）225－6201 Email:　esoudan@pu-hiroshima.ac.jp
For Faculty and Staff	【Off Campus】※Advance reservation required Japan Association of Industrial Counselors – Chugoku Branch, Hiroshima Office Phone: （082）223－7470
For Students	Academic Affairs Section Phone: （082）225－6272 Email: harassment@eikei.ac.jp
For Students	Student Counseling Office Phone: （082）225－6272 Email: counselor@eikei.ac.jp

Response to Harassment

Eikei University of Hiroshima ensures that all consultations are handled appropriately in accordance with the harassment prevention guidelines.

Provisions for Compliance with Regulations on the Prevention of Harassment and Related Matters

①Consultation or Complaint Submission
The victim or their representative contacts the consultation office.

②Initial Response at the Harassment Consultation Office
The office listens to the concerns and provides support toward resolution.

③Coordination by the Administrative Office
If resolution at the consultation office alone is difficult, the office reports the consultation or complaint to the Secretary-General.

④Request for Investigation by the Chair of the Human Rights Committee
If the issue remains unresolved, the Chair of the Human Rights Committee is asked to conduct an investigation.

⑤Establishment of a Specialized Subcommittee and Fact-Finding Investigation
A Campus Harassment Countermeasures Subcommittee is formed to conduct interviews and other inquiries.

⑥Report of Investigation Results
The subcommittee reports its findings to the Chair of the Human Rights Committee.

⑦Report to the President and Implementation of Measures
Based on the investigation results, measures such as improving the victim’s environment and providing guidance or disciplinary action to the perpetrator are taken.

⑧Final Report and Resolution of the Harassment Issue
The investigation results are reported, and the harassment case is resolved.