Sexual Respect in the USP
The University Scholars Programme is committed to creating an environment in which people respect each other despite differences between them, as well as feel encouraged to communicate with each other about those differences. Such an environment is one of the conditions for the building of a community.
Sexual respect is a crucial part of such an environment. Although such respect matters both inside and outside the classroom, it is especially pertinent in the residential college, where we live together and occasions for conflict can arise more frequently.
Definition of Sexual Respect
The term “sexual respect” has many meanings, but we use it here to encompass the following:
1. Respect for Others’ Sex
We expect men to respect women, and vice-versa, and we do not tolerate sexism, misogyny, or misandry. Such disrespectful attitudes and actions can constitute sex-based harassment, the derogation of a person based on her or his sex. Historically, such sex-based harassment tends to be directed towards women, but men could also be subject to it. Sex-based harassment can be manifested in persistent sexist behaviours that convey insulting and degrading attitudes:
- making obscene sounds and gestures when a person walks past
- staring at and commenting on others’ body parts
2. Respect for Others’ Gender
While “sex” is usually thought of as a biological category, “gender” refers to cultural and social attributes, behaviours, and roles. A biological man can behave in feminine ways, and even identify as a woman (and thus consider herself “transgender”). Likewise, a biological woman may present herself as a man — say, by choosing to dress in male clothes. More subtly, women may also choose to behave in ways that are not stereotypically “feminine” — by refusing to be “sweet and innocent,” or choosing to be decisive and determined.
We expect members of the USP community to respect each other’s choices when it comes to the way they decide to live their gender, for instance, in their preferred gender pronoun (that is, the pronoun that individuals choose to use for themselves). Actions and behaviours which exemplify disrespect or show hostility toward individuals who violate conventional gender norms can constitute gender-based harassment. Examples of gender harassment include:
- derogatory comments or unwelcome jokes targeting a male’s perceived effeminate mannerisms or a female’s perceived “masculinity”
- threats or aggression directed at individuals because of their gender identity
3. Respect for Others’ Sexuality
“Sexuality” often refers to sexual orientation: whether someone is hetero-, homo-, bi-, or asexual. We ask that all sexual orientations be respected. “Sexuality” can also refer to a range of sexual acts, activities, and behaviours. We likewise respect such sexual diversity. Behaviours which exhibit disrespect towards others’ sexuality can be called sexuality-based harassment. Examples include:
- derogatory comments or unwelcome jokes against gay men and women
- degrading gossip about others’ sexual conduct, sexual proclivities, sexual experience, sexual deficiencies or prowess, and sex lives
- threats or aggression directed at individuals because of their sexual orientations
4. Respect for Others’ Sexual Boundaries
Each person has different boundaries about his or her sexuality, body, and other related dimensions. Since it is not always easy to ascertain another person’s boundaries, it can be difficult to respect them. Nevertheless, we expect everyone in the USP community to cultivate such respect. For instance, the residential college has a rule that members of the opposite sex are not allowed on single-sex floors between 11 pm and 8 am. This rule aims to protect residents’ sexual boundaries by maintaining an environment in which residents will not encounter members of the opposite sex on those floors at night.
Behaviours or actions which exemplify disrespect for others’ sexual boundaries can constitute sexualised harassment. Some examples of sexualised harassment include:
- direct proposition and/or subtle pressure for unwanted sexual activity
- unwelcome sexual advances, whether they involve physical touching or not
- persistent and unwanted requests for dates
- unwelcome and inappropriate letters, telephone calls, email, texts, graphics, and other communications or gifts
- intruding into others’ rooms
- going through and/or taking others’ intimate items (e.g. underwear) without permission
- voyeurism, or spying on others when they are engaging in intimate behaviours, including showering and undressing
- molest, indecent exposure, and rape
5. Summary
“Sexual harassment” is sometimes used as a catch-all label to refer to all four forms of disrespectful behaviour: sex-based harassment, gender-based harassment, sexuality-based harassment, and sexualised harassment. But the first three forms of harassment are usually about denigrating or insulting someone. In contrast, sexualised harassment is typically about trying to entice or coerce someone into a sexual relationship or sexual activity against one's will. Despite the difference in aims and degrees, in all cases the disrespect is manifested as harassing behaviour.
Programme and University Policies
This page primarily addresses the interest and wellbeing of students in situations that may involve sexual disrespect, harassment or misconduct.
1. Reporting
USP encourages all students to report any concerns about, or complaints of misconduct, including sexual misconduct. If you feel that you have been harassed or are the subject of sexual harassment, please report the incident to any USP faculty member, residential fellow, or staff in the USP Office. Beyond USP and within NUS, you can also contact the Dean's Office of your home faculty, the NUS Care Unit (NCU), the Office of Campus Security (OCS), or the Whistleblowing Unit.
If the unwelcome behaviour is of a less serious nature, and you feel safe and confident to approach the person, tell the person to stop. Get the message across clearly. Be specific, firm and direct. Under all circumstances, collect evidence (e.g. text messages or emails) to document the incident and your steps taken to resolve it. However, please note that talking with or confronting the person should not be undertaken if you do not feel comfortable or safe doing so for whatever reason.
If the behaviour makes you feel unsafe, is intimidating, or of a more serious nature, you are strongly encouraged to report it. Students who are only indirectly affected and/or are offended by the conduct can also make the complaint.
2. Investigation and Communication
Upon receipt of a complaint, USP will undertake an initial assessment to ascertain if the complaint is a probable case of sexual misconduct. If it is, USP will report it immediately to the relevant investigating unit in NUS. Thereafter, investigation at the NUS level will commence. NUS will expeditiously determine if No-Contact Orders need to be served on the accused and the victim to prevent any harassment and intimidation between the parties involved. NUS may also take summary action, such as withdrawal and/or suspension of any academic or non-academic university privileges, to protect the interests of NUS or any student or staff of NUS, and/or to facilitate the smooth and/or proper functioning of NUS. The victim will then be supported by a Care Officer from the NUS NCU, and the accused (in the case of a student) supported by a Support Officer from the NUS Office of Student Affairs.
NUS will conduct its internal investigations separate and distinct from police investigations. Internal investigation procedures in NUS may include examining allegations of sexual misconduct, collecting and assessing evidence, interviewing the complainant(s), the respondent(s) and other witnesses. The investigating unit will maintain a written record of proceedings and prepare an investigation report.
Once internal investigations are completed, the Office of Student Conduct (OSC) (for complaints against students) and the Office of Human Resources (for complaints against staff) will assess the investigation papers and make recommendations to NUS senior management on the disciplinary measures to be taken, if necessary. These measures may include referral to the Faculty or Board of Discipline (BOD) (for students) or the Committee of Inquiry (COI) (for staff).
Following the conclusion of the BOD (for students) or the COI (for staff) deliberations, the University will determine if the incident should be reported to the Police. Under Section 424 of the Criminal Procedure Code, NUS is required by law to report any arrestable offence listed. This includes offences such as voyeurism, outrage of modesty, and rape. For arrestable offences, NUS will work with NCU and the victim on reporting the case to the Police if the victim has not lodged the police report. NUS will lodge a police report if the victim is not willing to do so.
The first NUS Annual Report on Complaints of Sexual Misconduct has been released (read here), which covers the period from 1 January 2020 to 31 December 2020 and includes a detailed Investigation Process Framework adopted by NUS (on page 8). NUS will provide subsequent reports every six months at campusconduct.nus.edu.sg.
In line with NUS’ commitment to build trust and engender a culture of respect on campus, USP will endeavor to inform and be transparent about sexual misconduct offences that happen in USP. USP will share pertinent information about the allegations and investigation findings with the USP community in a proactive and timely manner, while: 1) prioritising the safety of our students and residents at all times; 2) not compromising the privacy and well-being of victim(s); and 3) in consultation with relevant units in NUS. Facts and details of each case will be redacted to prevent victim(s) from being identified.
3. Disciplinary Process
USP will work closely with the relevant units in NUS to ensure that each complaint is taken seriously and investigated thoroughly following due process. USP will also endeavour to manage every incident of sexual misconduct in a just and sensitive manner.
NUS’ disciplinary system is guided by the principles of natural justice in a bid to ensure that all parties are treated fairly without bias and are given a fair hearing. An important factor in this equation is ensuring that all parties – students and staff – are aware of the rules of engagement and code of conduct, and the consequences of wrong doing. The policies and disciplinary processes are encapsulated in NUS’ Statutes and Regulations, which are reviewed regularly. For NUS students, the most relevant ones are Statute 6, Regulation 10, and Regulation 10A. For NUS staff, they must adhere to the NUS Code of Conduct for Staff at all times.
Like the rest of NUS, USP takes a zero-tolerance approach towards sexual misconduct of staff and students. For every infringement that is proven, the University will impose appropriate disciplinary sanctions. Where the nature of the misconduct is found to be serious, this includes the expulsion of students or the dismissal of staff members. USP will work closely with the relevant units in NUS to enforce the disciplinary sanctions imposed on USP students or staff.
4. Support for Victims
NUS is committed to provide care, support and redress for victims. Varying levels of help are offered to student victims, with the NCU serving as a central point of contact for all NUS students and staff who are or have been affected by sexual misconduct. Staff can seek help and support through the Office of Human Resources’ Employee Assistance Programme.
5. Sustained Education
Each one of us has a responsibility to be vigilant and proactive in preventing incidents of sexual harassment or misconduct on our campuses. As such, we believe that it is important to have sustained education and awareness amongst our students and staff.
Currently, all students and staff in NUS undergo training on matters of respect and consent. Progressively, this includes refresher courses, as well as bystander training to emphasise the important role and social responsibility of bystanders in tackling sexual misconduct. NUS has additional plans to conduct workshops to build an inclusive and respectful culture on campus, and to strengthen training for staff who are likely to be first responders in cases where sexual misconduct has occurred.
In USP, we strongly support NUS’ training plans. Additionally and when needed, we may provide USP students, residents, faculty and staff with curated workshops for first-responders and training on basic guidelines for respectful interpersonal interactions.
Resources for the Harassed
1. Measures to Protect Yourself
No one brings or invites harassment upon themselves. But this premise does not preclude all of us from taking some commonsensical precautions, such as the following:
- do not easily give anyone your contact information, such as your phone number and residential address;
- if you live in Cinnamon College, lock your door when you need to leave your room, even if only temporarily.
2. Psychological Effects of Harassment
Experiencing sex-based, gender-based, sexuality-based, and sexualized harassment can be psychologically and physiologically harmful. Some symptoms include:
- panic and anxiety attacks
- depression
- changes in eating and sleeping patterns
- dysfunctional relationships
These symptoms are not the fault of the harassed person. They are the consequences of someone else’s actions. The NUS Victim Care Unit is available for ongoing support in dealing with the aftermath of a sexual harassment/misconduct case.
At USP, we would like to assure you of the support services available for you. If you are feeling unsure and afraid to seek help, you may approach Ms Rachel Lam (USP Pastoral Care) for a chat, at: rachel.l@nus.edu.sg
3. Resources on and off Campus
|
USP Pastoral Care (Ms Rachel Lam) NUS Care Unit NUSHeart (Previously EAP) NUS Campus Security Oogachaga Counselling and Support |
NUS University Counseling Services Association of Women for Action & Research (AWARE) Centre for Promoting Alternatives to Violence (PAVE) |
Scholarly Resources
In distinguishing the various types of sexual harassment, we have consulted the following scholarly sources:
Berdahl, Jennifer L. “Harassment Based on Sex: Protecting Social Status in the Context of Gender Hierarchy.” Academy of Management Review 32.2 (2007): 641-58
Berdahl, Jennifer L. “The Sexual Harassment of Uppity Women.” Journal of Applied Psychology 92.2 (2007): 425-37
Leskinen, Emily, Lilia M. Cortina and Dana B. Kabat. “Gender Harassment: Broadening Our Understanding of Sex-Based Harassment at Work.” Law and Human Behavior 35.1 (2011): 25-39
Lim, Sandy and Lilia M. Cortina. “Interpersonal Mistreatment in the Workplace: The Interface and Impact of General Incivility and Sexual Harassment.” Journal of Applied Psychology 90.3 (2005): 483-96
This ‘Sexual Respect in USP’ webpage has been updated in consultation with a number of USP students and alumni (notably: Woo Qiyun, Li Xingyi and Chia Ken-Ying, Ianna), and takes guidance from NUS’ internal policies and processes for managing sexual misconduct.