Overall Rating Gold
Overall Score 65.49
Liaison Jun-Ming Chen
Submission Date Oct. 29, 2021

STARS v2.2

National Tsing Hua University
PA-7: Support for Underrepresented Groups

Status Score Responsible Party
Complete 2.00 / 3.00 Fu-Ren Lin
Institute of Service Science, National Tsing Hua University
"---" indicates that no data was submitted for this field

Does the institution have a publicly posted non-discrimination statement? :

The non-discrimination statement, including the website URL where the policy is publicly accessible:

There are several regulations set by law that NTHU comply with to enforce non-discrimination practice, including
(1) http://gencom.site.nthu.edu.tw/p/412-1344-7108.php?Lang=en
(including the gender equity in education and work)
(2) http://person.site.nthu.edu.tw/p/406-1066-7703,r911.php?Lang=zh-tw
University appointments and special project personnel: According to the provisions of Article 68 and 85 of the "National Tsinghua University Contract Enrollment Rules" Article 68 and Article 85, the school shall not unilaterally terminate the appointment personnel during maternity leave or occupational disasters contract. Appointment personnel (including thematic project personnel) shall abide by the provisions of the Gender Equality Education Law, the Gender Work Equality Law and the Sexual Harassment Prevention Law, and sexual harassment complaints shall be handled in accordance with the school’s gender work equality and sexual harassment prevention measures.
(3) http://law.site.nthu.edu.tw/p/406-1326-186142,r8543.php
The ethics codes for teachers in NTHU in academic, teaching, social, and campus dimensions.
(4) https://law.moj.gov.tw/ENG/LawClass/LawAll.aspx?pcode=D0050046
The right protection act for people with disabilities that NTHU complies with recruits at least 3% of employees with disabilities.

Does the institution have a discrimination response protocol or committee (sometimes called a bias response team)?:

A brief description of the institution’s discrimination response protocol or team:

For relevant regulations, please refer to "Additional documentation to support the submission"

According to "NTHU Implementation of Preventing Student Bullying on Campus",

Response steps:
(1) Facultys, staff, and students who are aware of suspected campus bullying incidents should take the initiative to report them immediately.
(2) The Student Life Counseling Division set up a 24-hour anti-bullying complaint hotline, which will be documented immediately after being notified, and the relevant committee will be forwarded to the relevant committee for investigation according to the type of incident.
(3) Campus bullying is divided into (a) Student Reward and Punishment Committee (bullying incidents among students), (b) Gender Equality Education Committee (gender bullying incidents), and (c) Student Appeals and Appraisal Committee (Bullying incidents between the Teachers and Students), in charge of investigating and proposing incident response suggestions.
(4) After the campus bullying incident is sent to the relevant committee, it must be handled within 2 months. The investigation report should be documented to inform the applicant and the perpetrator.
(5) Counselors or teachers, in case of campus bullying, should take the initiative to contact the student’s parents for assistance.

(1) Set up a counseling group for campus bullying perpetrators. The members may include tutors, counselors, parents, or professional counselors depending on the needs of the case.
(2) If campus bullying is a serious case, NTHU should report to the police and social affairs units for assistance.
(3) Students who are still unable to change their deviant behavior after counseling may seek the consent of their parents to refer them to professional counseling or medical institutions for correction and counseling.
The school counseling group should continue to care and keep in touch with the professional counseling or medical institution, and regularly track the counseling situation, and contact the judicial agency if necessary.
(4) In incident handling and counseling, timeliness and accuracy of information should be emphasized, and data leakage should be prevented to ensure the privacy of the parties.

Prevent racial prejudice
(1) The Counseling Center counts Chinese students, overseas Chinese, foreign students, aboriginals and disadvantaged groups each academic year, and pays attention to their physical and mental adaptation and whether they are treated unequally due to issues such as race.

(2) Provide individual psychological counseling services for foreign students, and continue to increase the number of English counseling professionals every year.

(3) Provide group consultation services for foreign students, and promote students with different cultural backgrounds through interpersonal interaction and knowledge learning
The physical and mental adaptation.

Relevant Cases:
(1) A student complained that he was bullied by classmates and teachers. Before the official record, the tutor and counseling instructor intervened in the mediation, and the two parties reconciled afterwards and gave up the complaint.
(2) A student believes that the teacher mentioned that his personal dress is inappropriate in class, and he reports to the Gender Equality Education Committee and applies for investigation.
(3) A student was secretly photographed in the toilet of the department building, and the Gender Equality Education Committee investigated the violation of gender equality.
(4) A student who was sexually assaulted by a classmate was investigated by the judicial and Gender Equality Education Committee.

These practices show that NTHU has taken precautions against possible.

Does the institution have programs specifically designed to recruit students from underrepresented groups?:

Does the institution have programs specifically designed to recruit academic staff from underrepresented groups?:

Does the institution have programs designed specifically to recruit non-academic staff from underrepresented groups?:

A brief description of the institution’s programs to recruit students, academic staff, and/or non-academic staff from underrepresented groups:

NTHU complys the Right Protection Act for People with Disability to recruit at least 3% of employees who are disabilities physically or mentally, which include students receiving work-study, staffs, and faculty (https://law.moj.gov.tw/ENG/LawClass/LawAll.aspx?pcode=D0050046). Moreover, NTHU enforces this policy by formulating an implementation plan for the full recruitment of physically and mentally disabled employees. It was enacted on February 1, 2018 (http://person.site.nthu.edu.tw/p/406-1066-132668,r922.php?Lang=zh-tw). In order to encourage all units of the university to employ disability workers, the university provides financial subsidies for entry, provides students with disabilities with work-study opportunities, and the personnel room provides a disability human resource repository for all units to access for potential employment opportunities.
NTHU follows Article 8 of the "National Tsinghua University Contractual Employment Rules" to employ contract workers in accordance with the principles of openness, fairness and justice. Persons with disabilities, indigenous people, etc. will not be discriminated against, to ensure that they are treated reasonably and take equal rights measures.

Does the institution have mentoring, counseling, peer support, academic support, or other programs designed specifically to support students from underrepresented groups on campus?:

Does the institution have mentoring, counseling, peer support or other programs designed specifically to support academic staff from underrepresented groups on campus?:

Does the institution have mentoring, counseling, peer support or other programs to support non-academic staff from underrepresented groups on campus?:

A brief description of the institution’s programs designed specifically to support students, academic staff, and/or non-academic staff from underrepresented groups:

NTHU provides several supporting systems and mechanisms for underrepresented groups.
For faculty (academic staff) and staff (non-academic staffs, the university formulates faculty and staff assistance programs every year, provides diversified assistance measures, establishes a caring work environment for Lohas, and creates efficient and vigorous work culture with a preventive concept to enhance organizational performance and competitiveness. For those who need help, the NTHU personnel office has a dedicated contact window to facilitate their requests for assistance. Moreover, the university counseling center provides professional counseling services. Additionally, the university contracts external healthcare service agencies if needed. (http://person.site.nthu.edu.tw/p/406-1066-178285,r2573.php?Lang=zh-tw)
For students, NTHU established the Indigenous Student Resource Center to provide additional resources for students from indigenous communities, such as free tutoring and one-on-one consultation. The Center for Teaching and Learning Development (CTLD) provides free learning resources for economically disadvantaged students (low-income households, low-middle-income households, or Ministry of Education’s disadvantaged student aid program), new residents or their children, indigenous students, people with disabilities or their children, or children from families in exceptional circumstances. These resources include online courses, foreign language courses in small classes, and tutoring classes.
For international students, the Office of Global Affairs provides resources and holds activities to assist international students to engage with Taiwan's living culture and also the cross-national cultures.

The school institutions or employers should prevent bias incidents as well as immediately take effective corrective measures when becoming aware of the occurrence of incidents. And NTHU has its own standards of bias incident prevention. These include principles of s bias incident prevention, appeal channels, rewards and punishments, educational training projects, and other relevant measures. For those who have experienced or witnessed a bias incident, when proceeding with appeal, investigation, or examination of bias incidents, the school institution or employers should propose a lawsuit, act as a witness and provide help for appeals and legal complaints and accusations and also need to have a fair mind without discrimination. Those who violate the regulations should take the responsibility of offering compensation for damage.

Does the institution have training and development programs, teaching fellowships and/or other programs that specifically aim to support and prepare students from underrepresented groups for careers as faculty members?:

A brief description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members:

Does the institution produce a publicly accessible inventory of gender-neutral bathrooms on campus?:

Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:

Website URL where information about the institution’s support for underrepresented groups is available:
Additional documentation to support the submission:

Relevant website:

Additional documentation to support the submission:
The Article 21 of the Gender Equity Education Act: Immediately Report the Incident Within 24 Hours.

The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.