Newsletter No. 83

No. 83 4th February 1996 3 JUST ASTARTERINCURBINGSEXUALHARASSMENT Gender Relations Expert Conducts Training Workshop and Calls for a Proper Office to Handle Complaints Candy is a second-year undergraduate student who has a hard time keeping up in her psychology class. She tries to seek help from her psychology lecturer. But every time she goes to see him in his office, he runs his eyes down her body. She has caught him glancing sidelong at her breasts, and several times he has commented that she looks nice in T-shirts. May is the only female student in her first-year engineering class. At the start of the first lecture, the lecturer comments that being a woman she may find the course difficult. He then jokingly enlists the help of the male students to see her through the course. Raymond, an M . P h i l. student, finds that his thesis supervisor persistently tries to get him to go to his apartment alone after office hours. When he declines, his supervisor suggests that the two of them meet over drinks at a bar so that they can get to know each other better. Julie's English professor tells her that the only way she can pass the course is to have sex with him. T hese are variations on the video vignettes shown at a sexual harassment workshop held at the University on 15th and 17th January. The workshop was conducted by Prof. Margaret L. Andersen, professor of sociology and women's studies and Vice-Provost for Academic Affairs at the University of Delaware, as part of the training programme for members of the University's Committee on Sexual Harassment Policy and the Sexual Harassment Panel. The workshop aimed at raising the awareness of sexual harassment by defining it, analysing its various manifest forms, and probing into its consequences. In addition, it discussed how institutional change can be effected to prevent or minimize such occurrences and how related complaints can be dealt with. Prof. Andersen also gave a lecture entitled 'Sexual Harassment: Purely Academic?' on 16th January to staff and students from local tertiary institutions. Having done research in the sociology of sex and gender for over 25 years, Prof. Andersen is very familiar with the research literature on sexual harassment and other forms of violence against women. This academic knowledge has contributed to her understanding of sexual harassment as a problem, and of its possible solutions. Her experience in handling sexual harassment cases as a university administrator has also helped her appreciate the practical difficulties that individuals and institutions face in pursuing cases. Prof. Andersen adds that having been a feminist long committed to equity for women in work and education, her own value system inclines her to want to tackle this issue. So which of the four scenarios above depict sexual harassment? By definition, all of them. Sexual harassment, defined simply, is 'the unwanted imposition of sexual activity in the context of a relationship of unequal power'. Most cases fall into two categories: quid pro quo harassment which involves an explicit bargaining of sex, and the creation of a hostile working or studying environment. Far more prevalent than the first, the second type includes what is known as gender harassment, such as disparaging remarks made on the basis of one's sex, jokes and comments with sexual innuendoes, leering, wolf-whistling, offensive touching. Prof. Andersen points out that only a very small percentage of reported cases involve actual or attempted physical contact. The majority of cases are committed by men of greater power who use sexual harassment to intimidate and maintain control over women of lesser power. Therefore the person with relative power, for example the teacher in a teacher- student relationship, must assume responsibility for keeping the relationship free of harassment. Since sexual harassment is primarily a problem inflicted by men on women, the focus of the workshop and lecture was on heterosexual harassment. Prof. Andersen says that although the reverse does occur, as does homosexual harassment, it is far less frequent. In the area of homosexual harassment in particular, research has been scanty and difficult due to the small number of reported cases — only one to two per cent of all reported cases — and the confidentiality surrounding such cases. Most of the existing research on sexual harassment has been done in North America with North American societies as the subject. Would differences in racial make-up and cultural heritage affect the problem and the ways it is dealt with? Prof. Andersen says, 'Although I don't profess to be an expert in Hong Kong or Chinese culture, I don't think the nature of the problem is that different here. I'm sure cultural differences between societies do influence both the harassers' behaviour and people's experience of sexual harassment. But the differences are not so fundamental that they inhibit understanding. I was in Hong Kong in 1994 for a conference on violence against women held at the University. I learned a lot then about women in Chinese societies and what struck me was how similar the situations of Chinese and American women are. Many issues that the University is struggling with now are the same ones we experienced in the United States when we initiated such policies in the 1980s.' Dr. Fanny Cheung, chair of the committee on sexual harassment policy, falls in with this view: 'We've read a lot of literature written in America, Canada, and Australia. There's been very little written in Hong Kong, but we conducted a survey a few years ago on sexual harassment on CUHK campus and we've also looked at surveys done by women's groups of sexual harassment in the work force. We find the nature of the problem as well as the reaction of the victims very similar. In designing our policy, we used as reference policies commonly adopted in American universities and made local adaptations.' Prof. Andersen has however noticed that unlike their American counterparts, universities in Hong Kong do not have a general feminist culture for speaking out on issues like sexual harassment. 'There is a very strong feminist movement in the United States, particularly in the universities. That creates a context for female staff and students to handle this issue. It seems to be different here in Hong Kong.' Prof. Andersen further points out that in the University of Delaware for instance, formally filed sexual harassment complaints are dealt with by two staff members at the Office of Women's Affairs, which has been set up to improve the status of women on campus. 'At this university,' she continues, 'I've noticed that this responsibility falls almost as voluntary work upon faculty members. Although they are well-intended and well-qualified, it is not their primary duty and if there are a number of complaints, it can be very exhausting. I'd really encourage this institution to assign it as someone's official responsibility.' Dr. Cheung points out that in Hong Kong gender consciousness has only come about in the past few years, although local women's groups have tried to call attention to women's issues for some 20 years. The Sex Discrimination Ordinance was passed in 1995. Under that Ordinance, sexual harassment is an offence, and educational institutions are made responsible for protecting their members against it. Dr. Cheung attributes such progress partly to the efforts of women's groups and partly to an increasingly politicized atmosphere in Hong Kong. One of the biggest obstacles Prof. Andersen has encountered in handling sexual harassment cases over the years has been the reluctance of victims to report the incidences. This is especially true when harassment is subtle because the victims know their credibility will be attacked at a time when they are most vulnerable, or they may be confused about the significance of what has happened to them. From a sociological point of view, Prof. Andersen observes that in most cultures women are not raised to speak out about being wronged. 'Research shows that in both Chinese and American cultures, the victims of sexual harassment are very likely to blame themselves for the occurrence. Some literature has even argued that this is more pronounced among Chinese women. Besides, women in general are socialized into assuming a caretaking role. They may feel it is their job to please and take care of men, so even when they are sexually harassed, they may want to protect the perpetrator.' Despite the significant underreporting of sexual harassment cases, there are always people who are worried that the policy will be brandished like a new-found weapon by minds intent on wreaking havoc and million-dollar lawsuits on the patriachal order. They should think twice. To start with, can they name '...in sexual harassment, underreporting greatly surpasses overreporting. Yet some people still have so little empathy and understanding for the victims w h o speak out someone in Hong Kong who has ever won a million-dollar sexual harassment lawsuit? And the ordeal that sexual harassment accusations entail is not something anyone would enter into lightly. Prof. Andersen comments, 'It is not easy to come forward when you know you will be the subject of a big controversy. That is why in sexual harassment, underreporting greatly surpasses overreporting. Yet some people still have so little empathy and understanding for the victims who speak out.' The CUHK Committee on Sexual Harassment Policy was formed in November 1995 following the endorsement of the policy by the University Council in September 1995. Under the committee, 30 staff members of different genders from administrative and academic units were appointed to the Sexual Harassment Panel. ' At tills university, I've noticed that this responsibility falls almost as voluntary wo rk upon faculty members. ,,,I'd really encourage this Institution to assign it as someone's official responsibility' The policy has a two-tiered mediation and complaint mechanism whereby initial investigation is undertaken by members of the Sexual Harassment Panel. After the case has been established, it is passed on to the vice-chancellor for the verdict, and if need be, disciplinary action. To ensure the policy is properly received and correctly interpreted, a Task Force on Education and Training will soon be established under the committee. It will promote awareness of the policy through circulars, seminars and workshops, and may also assist departments and units within the University to review their operating guidelines and procedures to reduce the chances of sexual harassment. Piera Chen Comm i t t ee o n Sexual Harassment Policy Chair: Dr. Fanny Cheung Members: Mr. Jacob Leung (nominated by AAPC) Ms. A.D. Jordan (representative from CUTA) Dr. Memie Kwok (representative from CUSA) Ms. Wu Ka-ming (representative of president of CUHK Student Union) Dr. Catherine Tang (convener of the Sexual Harassment Panel) Prof. H.C. Kuan (Government & Public Administration) Dr. Maria Tam (Anthropology) Mrs. Sophie Lau (Personnel) Three faculty/staff members of different genders who are sensitive to sexual harassment matters Secretary: Mrs. Amelia Wong Terms of Reference a) to review statistics on sexual harassment and the complaint procedures without reference to any individual case; b) to oversee education matters relating to sexual harassment within the campus; and c) to review, if necessary, the Policy on Sexual Harassment. Sexual Harassment Panel Arts Dr. Chan Hung-kan (Chin. Lang. & Lit.) Dr. Ho Pui-yin (History) Dr. Chen Te (Philosophy) Dr. E. Almberg (Translation) Business Administration Dr. Japhet Law (Dec. Sci, & Mgr. Econ.) Dr. Elbert Shih (Finance) Dr. Bee-leng Chua (Management) Dr. Kitty Young (Int'l Business) Education Dr. David Chan (Ed. Psychology) Dr. Lam Man-ping (Ed. Psychology) Dr. Roy Chan (Sports Sci. & Phy. Ed.) Dr. Amy S.C. Ha (Sports Sci. & Phy. Ed.) Engineering Dr. C.P. Kwong (Mech. & Auto. Eng.) Mrs. Doris Law (Faculty Office) Medicine Prof. Joseph Lee (Anat. & Cellular Path.) Dr. Edith Lau (Com. & Family Med.) Prof. Jean Woo (Medicine) Ms. Eleanor A. Holroyd (Nursing) Dr. Lee Sing (Psychiatry) Science Dr. David. S.C. Tsang (Biochemistry) Dr. Norman Woo (Biology) Dr. Lau Oi-wah (Chemistry) Dr. Chan Nai-ng (Statistics) Social Science Dr. David Wu (Anthropology) Prof. Michael Bond (Psychology) *Dr. Catherine Tang (Psychology) Dr. Mong-chow Lam (Social Work) Dr. Lui Tai-lok (Sociology) Administrative Unit Mr. Jon Amies (Lab. Safety Off.) Dr. Michael M.S. Lee (University Library) * convener of the panel CUHK Newsletter From left: Dr. Fanny Cheung and Prof. Margaret L. Andersen