Preventing Sexual Harassment
a. In general, sexual harassment refers to any unwelcome conduct of a sexual nature which is perceived by the victim, or a bystander, to be offensive, humiliating or intimidating. Sexual harassment can consist of or of multiple persistent or pervasive acts or a single intense or severe act. Under the law, there are two types of sexual harassment:
(i) Misuse of authority – This refers to demanding sexual favours in return for access to resources, promotion, team selection, etc.
(ii) Hostile Environment – This refers to unwelcome conduct of a sexual nature (physical, verbal or non-verbal) which creates an intimidating, hostile or offensive environment.
b. Coaches and staff do not engage in sexual harassment towards any individual or group.
c. Coaches and staff always treat sexual-harassment complainants and respondents with dignity and respect.
d. Coaches and staff do not deny an athlete the right to participate based on the athlete having made, or being the subject of, sexual harassment allegations.
Preventing Other Forms of Harassment
a. Coaches and staff do not engage in behavior that is harassing, demeaning, or disrespectful to persons with whom they interact in their work based on factors such as those persons’ age, gender, race, ethnicity, national origin, religion, sexual orientation, disability, language, family status, or socioeconomic status.
b. Physical contact between some coaches/staff and athletes is sometimes necessary during the professional servicing process, and coaches/staff should ensure that no action on their part could be misconstrued or experienced as inappropriate, and that any professional guidelines on this matter are followed. Particularly, the needs of athletes with disabilities and others who may be vulnerable must be taken into account.
Source: Hong Kong Sports Institute Staff Code of Ethics (HKSI SCE) 2013
Complaints Handling Procedure
1.The complainant should lodge either a written or an oral complaint to Designated Members of the HKWSA Sexual Harassment Investigation Committee (SHIC) within 12 months of the date the complainant says the harassment occurs. The recipient of the complaint shall become the Subject Officer of the case. He/she may also nominate a Member of SHIC as the Subject Officer.
2. Investigation Panel will conduct investigation and collect evidence.
3. If the case is substantiated and there are sufficient reasons, formal disciplinary action will be taken.
4. If the complaint is not substantiated, the complainant and the alleged harasser will be informed of the investigation results and outcome. The complainant can appeal to the SHIC.
All complaints will be handled in a confidential manner.
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