In May 1998, a female official at DPP headquarters filed a complaint with the party management against a male party official, accusing him of verbal sexual harassment.
A month later, the party handed down disciplinary punishment against the accused and promptly created the DPP Workplace Sexual Harassment and Sexual Discrimination Prevention Guidelines.
According to the guidelines, an independent committee of eleven members must be formed to investigate cases of alleged sexual harassment and train all employees to prevent sexual harassment.
Not only did these prompt actions minimize damage to the party's image, but the guidelines were also widely hailed as an ideal model for other political parties or corporations to follow.
However, a recent complaint lodged by female interns against a DPP official revealed the irony of the real situation. The guidelines had been shelved by the party and had never been put into practice after their creation.
"It was not until last October that we officially passed the guidelines," said Ho Bih-jen (何碧珍), director of the party's department of women's affairs.
The investigative committee, which should have become a permanent organ of the party, was formed only after sexual harassment charges made headlines.
"Since no charges had been filed we didn't realize we needed one [an investigative committee] until the recent case," Ho said. "Yes, we did make mistakes. It's because we have very limited knowledge and experience of handling cases of sexual harassment."
"People are blaming us for mishandling the case, but I think we deserve more understanding, especially if you look at the situation in society as a whole regarding response to sexual harassment," she added.
Employers' obligations
In the US, employers can be held liable for failing to take preventive measures against sexual harassment as well as for mishandling sexual harassment charges.
It is the employer's obligation to post and inform all employees of the organization's policy regarding sexual harassment and to conduct a thorough investigation should any charges be filed by employees.
It would be the same in Taiwan if the Gender Equality in the Workplace Bill (兩性工作平等法法案) were passed by the legislature. However, this bill, proposed twelve years ago, is still pending approval to this day.
"I was carrying my second child when I started working on the draft of the bill. Now my baby has grown up to become a junior high school student, but the bill has yet to be passed," sighed attorney Yu Mei-nu (
"We've long expected passage of this bill in which any form of sexual discrimination, including sexual harassment, would be eliminated in the workplace. But it seems unlikely that change will come any time soon, even though we've heard many cases involving the mishandling of sexual harassment complaints," added Yu, who has long dedicated herself to campaigns for women's legal rights.
Two years ago, a Chang Gung Memorial Hospital (長庚醫院) nurse filed a sexual harassment charge against one of the hospital's doctors. The hospital carried out an investigation and then closed it without taking any disciplinary action.
The nurse, however, had her salary reduced and was transferred to Kaohsiung from the Taoyuan headquarters of the hospital.
Only recently, a saleswoman complained to the non-governmental Awakening Foundation (
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