Public University Cautions Students on Dress Code, Inappropriate Behaviour

By Ogova Ondego
Published January 22, 2023

University of Eldoret in western Kenya has advised “All students … at all times, [to] desist from inappropriate dressing while at the university as this may warrant disciplinary action.”

RELATED: Who Will Save Girls From Sex Predator Teachers?

In a memo to students dated January 19, 2023, Lelei K Kiboiy, the Dean of Students, says “Students are also expected to maintain gender compliant attire which should reflect their personal details as documented in the university admission records.”

RELATED: How Social Media Promote Cheating in Relationships

According to Kiboiy, “All students are expected to dress in simple, decent, modest and appropriate attire that facilitates an atmosphere conducive for studies.”

To be clear on what ‘simple, decent, modest and appropriate attire’ is, the institution names inappropriate dress as micro and mini skirts, skin tight trousers, ragged/torn/ripped Jeans, tumbo-cut blouses and t-shirts, low-cut blouses and dresses, micro shorts and transparent attire that shows bra straps or sleeveless T-shirts for women and sagging trousers, ragged/torn/ripped Jeans and any clothes that show the chest for men.

It goes without saying that University of Eldoret has one of the most comprehensive Code of Conduct and Ethics Policy among Kenya’s public institutions of higher learning.

RELATED: Speed, Endurance and Mental Grit of Athletes Tested at Endurance Sports Event

Its Dress Code, that forms Section 2.6 of the policy, says:
“(a) All members of University of Eldoret are required to dress in a manner that reflects the professional standing of the University. Decent, respectful and modest style of dressing and personal hygiene shall be maintained.
(b) The University appreciates that personal taste; style and comfort are factors that are considered when dressing. Members shall exercise good judgment and discretion in their standards of dress and personal appearance. Whenever in doubt about the degree of formality expected, members should err on the side of formality as it is always better to be too formal rather than be too informal.”

University of Eldoret is perhaps the only public institution of higher learning to expressly pronounce its stand on vices such as sexual harassment, inappropriate and unwanted romantic and sexual relationships, conflict of interest, nepotism, favoritism and sensational or provocative dressing not just for students but everyone within its jurisdiction.

RELATED: Tackling the Stigma of the Barren Womb No Laughing Matter

Special note should be paid to the following sections of the policy that was formulated and came into force in June 2014:

2.9. Sexual Harassment includes doing any of the following:
i. Exerting pressure for sexual activity or favours;
ii. Touching or making intentional or careless physical contact that is sexual in nature;
iii. Giving someone unwanted sexual attention, gestures, noises, jokes or comments, including innuendos, regarding another person’s sexuality;
iv. Insulting or ridiculing someone because of his or her sex;
v. Lewed, suggestive or over-familiar behaviour;
vi. Display or circulation of sexually suggestive material; and
vii. Suggestion that acceptance of sexual favours may further a member’s career or guarantee passing of examinations, or refusal may lead to failure of
examinations.
(b) The University shall not tolerate sexual harassment of its employees, students, Council, parents and suppliers.
(c) Any cases of sexual harassment should be reported promptly.
(d) A University member who makes a genuine complaint on the grounds of sexual harassment need not fear reprisal or victimization.
(e) Complaints should be made to the University Public Complaints Committee or any other relevant authority.
(f) All University members have a responsibility to comply with University policies and to treat colleagues of either sex with dignity and respect.
(g) In case of a fabricated complaint, the complainant is liable to disciplinary action.

RELATED: A Song of Celebration and Eulogy of Love to the African Matriarch of Song

2.10 Romantic and/or Sexual Relationships
Romantic and/or sexual relationships between individuals in a supervisory, teaching, evaluation, advising, coaching, or counseling relationship constitute a conflict of interest.
In General: There are special risks in any sexual or romantic relationship between individuals in inherently unequal positions, and parties in such a relationship assume those risks. In the University context, such positions include (but are not limited to) teacher and student, supervisor and employee, senior faculty and junior faculty, mentor and trainee, adviser and advisee, teaching assistant and student, coach and athlete, and
the individuals who supervise the day-to-day student living environment and student residents. Because of the potential for conflict of interest, exploitation, favoritism, and bias, such relationships may undermine the real or perceived integrity of the supervision and evaluation provided, and the trust inherent particularly in the teacher-student context. They may be less consensual than the individual whose position confers power
or authority believes. The relationship is likely to be perceived in different ways by each of the parties, especially in retrospect.

Moreover, such relationships may harm or injure others in the academic or work environment. Relationships in which one party is in a position to review the work or influence the career of the other may provide grounds for complaint by third parties when that relationship gives undue access or advantage, restricts opportunities, or creates a perception of these problems. Furthermore, circumstances may change, and conduct that was previously welcome may become unwelcome. Even when both parties have consented at the outset to a romantic involvement, this past consent does not remove grounds for a charge based upon subsequent unwelcome conduct.

Where such a relationship exists, the person in the position of greater authority or power will bear the primary burden of accountability, and must ensure that he/she (and this is particularly important for academic staff) does not exercise any supervisory or evaluative function over the other person in the relationship. Where such recusal is required, the recusing party must also notify his/her supervisor, Head of Department or Dean.

RELATED: University Introduces Dress Code for Students

a) Prohibited Relationships
i. Romantic and/or Sexual Relationships between faculty/staff/graduate students/undergraduate students cannot continue whenever there are supervisory, teaching, evaluation, advising, coaching or counseling responsibilities for the student. Alternative academic/supervisory arrangements
must be made to avoid being in a prohibited relationship. If acceptable alternative arrangements are not feasible, the relationship cannot continue.
Romantic and/or sexual relationships between supervisor and employee are prohibited. No person involved in a romantic and/or sexual relationship will have direct responsibility for evaluating the performance or for making decisions regarding the hiring, promotion, tenure, compensation, or termination of the other party to the relationship. Supervisors, including faculty supervisors, must take immediate steps to make acceptable alternative arrangements regarding their supervisory responsibility to the other party to avoid an actual or apparent conflict of interest. If acceptable alternative arrangements are not feasible, the relationship cannot continue.
ii. Notification and responsibilities to avoid prohibited relationships University staff/graduate student/undergraduate students must notify their supervisor (Head of Department, Dean, Deputy Vice Chancellor) of any prohibited relationship in which they are involved; and have a duty to cooperate in making acceptable alternative arrangements. The Sexual Harassment Office will facilitate or consult with parties about notification and making acceptable
alternatives.
Individuals who engage in prohibited relationships (who do not notify their supervisors and do not make acceptable alternative arrangements) are in violation of this policy. Supervisors, who obtain information that the Romantic and/or Sexual Relationship section of this policy has been violated, have an institutional duty to report the violation to the Sexual Harassment Office.
iii. Acceptable alternative arrangements
Acceptable alternative arrangements means removing any supervisory, teaching, evaluation, advising, coaching, or counseling responsibilities between the person with institutional power and the student or employee. The alternative arrangement should avoid negative consequences for the student or employee. If acceptable alternative arrangements are not feasible, the relationship cannot continue.