Chiang Mai University recognises that discrimination and harassment undermine equality, dignity and safety in workplaces, and that a fair university must prevent discrimination and harassment in its operations, not only respond after harm has occurred. Through the Announcement of Chiang Mai University on the Intention to Prevent and Resolve Sexual Harassment or Abuse in the Workplace, issued by the President of the University and rewritten in 2025, and its annexed Guidelines for the Prevention and Resolution of Sexual Harassment or Abuse in the Workplace, the University maintains an anti-discrimination policy and an anti-harassment policy that cover the institution and its operations, in line with Sustainable Development Goal 10 (Reduced Inequalities) and Sustainable Development Goal 5 (Gender Equality).
The following sections present how Chiang Mai University’s policy prevents discrimination and harassment and how it resolves complaints.
Chiang Mai University’s Announcement on the Intention to Prevent and Resolve Sexual Harassment or Abuse in the Workplace
Clause 1: Chiang Mai University’s General Principles of Equality and Non-Discrimination
The Announcement applies to executives, civil servants, employees, staff and all personnel of Chiang Mai University, as well as to persons who coordinate or work with the University, and therefore covers the institution and its operations. The University commits to the following.
Administer and operate on the principle of equality, with mutual respect and respect for human dignity.
Take gender equality into account in all its work.
Not engage in unfair discrimination against any person on the grounds of gender differences.
Not engage in sexual harassment in the workplace.
Clause 2: Chiang Mai University’s Organisational Culture of Mutual Respect and Human Dignity
Chiang Mai University builds an organisational culture and instils values so that all executives, civil servants, employees, staff and personnel treat one another with mutual respect and respect for human dignity.
Clause 3: Chiang Mai University’s Safe Environment Free from Sexual Harassment
Chiang Mai University creates a good environment and atmosphere and promotes safety so that all personnel, and persons who coordinate or work with the University, are not subjected to sexual harassment or abuse in the workplace.
Clause 4: Chiang Mai University’s Mechanisms and Processes for Prevention and Resolution
Chiang Mai University establishes mechanisms and processes to prevent and resolve sexual harassment or abuse, so that no sexual harassment or abuse occurs in the workplace.
Clause 5: Chiang Mai University’s Guidelines Annexed to the Announcement
Chiang Mai University prepares guidelines for the prevention and resolution of sexual harassment or abuse in the workplace, annexed to the Announcement.
Guidelines for the Prevention and Resolution of Sexual Harassment or Abuse in the Workplace, Chiang Mai University
Clause 1: Chiang Mai University’s Purpose and Basis of the Guidelines
The Guidelines aim to ensure that all personnel, in any status, are treated with respect for their dignity and are free from sexual harassment or abuse in the workplace.
The Guidelines were prepared in line with the Cabinet resolution of 16 June 2015.
Everyone is responsible for their actions and for complying with the Guidelines.
The University creates and maintains a workplace free from sexual harassment through awareness-raising, knowledge-building, prevention measures and measures to handle problems.
The University acts on complaints promptly and arranges the environment and measures to reduce the risk of sexual harassment.
Clause 2: Chiang Mai University’s Definition and Prohibited Conduct
The Guidelines define sexual harassment as any unwelcome sexual conduct or behaviour, whether verbal, written, by gesture, sound, image, document, electronic data or obscene object, that is likely to cause others annoyance, embarrassment or humiliation, including stalking and conduct that creates an unsafe atmosphere. Examples include the following.
Visual conduct, such as sexually suggestive staring.
Verbal conduct, such as sexual comments, jokes, rumours or unwanted invitations.
Physical conduct, such as unwanted touching or cornering a person.
Other conduct, such as displaying sexual images or messages in the workplace or online.
Sexual conduct in exchange for benefits, such as promises of positions, grades, scholarships, promotion or contract renewal, or threats of negative effects on employment or education.
Clause 3: Chiang Mai University’s Expected Conduct and Responsibilities for Prevention
Personnel respect colleagues, supervisors and subordinates.
Personnel help monitor and report sexual harassment to the relevant person or unit, do not ignore problems affecting colleagues, and offer advice and assistance to them.
Supervisors at every level act as role models and have a direct duty to prevent sexual harassment in the workplace.
When a supervisor asks a subordinate to work one-to-one in a room, especially outside working hours, or on trips in other provinces or abroad, the supervisor must first inform the first-level supervisor.
Clause 4: Chiang Mai University’s Informal Resolution Process
Chiang Mai University uses informal resolution first. A person who is harassed may do the following.
Tell the person concerned, orally or in writing, that the behaviour is unacceptable and ask them to stop, with another person present or speaking on their behalf if desired.
Ask the supervisor of the person concerned for help. The supervisor must establish the facts within 15 days, and failure to act is treated as neglect of duty.
Ask the responsible unit to assign a coordinator or mediator to arrange a meeting to end the matter informally, also within 15 days.
The supervisor or responsible unit must do the following.
Examine the facts thoroughly and notify the complainant of the measures within 30 days, extendable by a further 30 days.
Give advice and support to the complainant and the accused equally.
Act as an informal and confidential intermediary, for example by negotiating to ensure the behaviour is not repeated, mediating with both parties’ consent, escalating to higher supervisors, or separating the parties with the complainant’s consent.
Record any agreement in a signed written memorandum kept in both parties’ files.
Clause 5: Chiang Mai University’s Complaint Channels
Internal channels are supervisors at every level of the person concerned, the personnel unit, and a committee or working group on prevention that includes an external member from the central personnel agency.
A complainant may complain in person, by telephone or in writing. A complainant who is shy or afraid may have a friend report on their behalf, with the complainant’s consent.
A complainant should pursue one person or unit until the process is complete, and approach another only if no action is taken.
External channels are the Office of the Civil Service Commission, the ministry grievance committee, the National Human Rights Commission and the Ombudsman.
Clause 6: Chiang Mai University’s Protection of Complainants and Witnesses
Once a complaint is made, complainants and witnesses must not suffer any action affecting their work or livelihood.
Any separation of workplaces requires the consent of the complainant and witnesses.
Their requests, such as a change of workplace, are considered by the responsible person or unit.
The University protects complainants from retaliation.
Clause 7: Chiang Mai University’s Fair Treatment of the Accused
During a complaint, the accused is presumed not guilty and is treated fairly, like other personnel.
The accused has a full opportunity to explain and the right to present documents and evidence in their defence.
In summary, Chiang Mai University has a written anti-discrimination policy and anti-harassment policy that cover the institution and its operations, set out in its Announcement on the Intention to Prevent and Resolve Sexual Harassment or Abuse in the Workplace and the annexed Guidelines, and publicly available. The policy commits the University to equal treatment, gender equality and respect for human dignity, to a safe environment free from sexual harassment, and to clear complaint and resolution mechanisms with protection for complainants and witnesses and fair treatment of the accused, in line with Sustainable Development Goal 10 (Reduced Inequalities) and Sustainable Development Goal 5 (Gender Equality).
Source :
Chiang Mai University’s Announcement on the Intention to Prevent and Resolve Sexual Harassment or Abuse in the Workplace
Guidelines for the Prevention and Resolution of Sexual Harassment or Abuse in the Workplace, Chiang Mai University