Many universities in the West have statements on consensual relationships between teaching staff and students or between supervisors and subordinates in their policies concerning sexual harassment or conflicts of interest. While consensual relationships between teaching staff and students/supervisor and staff are not within the purview of the Sexual Harassment Policy, our staff should be cautious about the inherent power differential between teaching staff and students/supervisor and staff. As such, their engagement in romantic relationships may constitute a conflict of interest, arouse complaints of favoritism from other parties, as well as leave the teaching staff/supervisor open to allegations of sexual harassment should the relationship cease and further conduct become unwelcome to the other party.

Apart from playing a leadership role in fostering a culture of equality and respect, persons in management and supervisory positions are responsible for promoting and maintaining an atmosphere that deters sexual harassment, and actively discouraging all behaviors that might be construed as such. They should:

a)		regularly alert their staff and/or students to the CUHK Policy Against Sexual Harassment; and
b)		offer positive assistance in case they are approached by victims for help or advice.