The statement, Feb 25, 2025
Doublethink Lab (hereinafter referred to as “the Organization”) firmly condemns sexual harassment regarding the case involving former Chairperson Lennon Chang. While the Organization made the best endeavors to carry out the investigation, there were shortcomings in the process, and we failed to fully consider the victim’s feelings, causing additional distress and harm. For this, we sincerely apologize and are committed to making improvements.
As former Chairperson Lennon Chang resigned voluntarily during the investigation process, the Organization was unable to impose disciplinary actions based on the investigation results. The victim requested that we publicly disclose the case details, including the findings, disciplinary actions, and reasons for the resignation. However, after multiple consultations with the Taipei City Department of Labor, we were advised that such disclosure is restricted under the confidential requirement under Article 10 of the Regulations on Workplace Sexual Harassment Prevention Measures. Therefore, we were not in a position to publish the findings.
Nevertheless, we deeply recognize that merely stating “not in a position to make public due to relevant regulatory restrictions” as a response to the victim would not fully demonstrate our commitment to upholding victims’ rights, nor would it meet societal expectations for preventing similar incidents in the future. The Organization is committed to actively seeking more effective alternatives, such as providing explanations within the scope already known to the public. We will ensure that all members within the Organization fully understand the severity and impact of sexual harassment and take measures to prevent further occurrences.
The victim reported that former Chairperson Lennon Chang engaged in inappropriate verbal remarks, unwanted kissing, and inappropriate touching. Following our investigation, the Organization determined that the inappropriate verbal remarks and unwanted kissing constituted sexual harassment. However, due to insufficient evidence, we were unable to substantiate the claim of inappropriate touching (which was later determined by the Taipei City Department of Labor as constituting sexual harassment ).
As regards the reference to insufficient evidence, the Organization contacted the Taipei City Police Department Da’an Precinct for access to surveillance footage from the relevant scene at the victim’s request, and also proposed that the victim accompany a representative from our gender equality committee to review the footage. However, Da’an Precinct declined such a request due to privacy concerns and advised that the footage was already provided to the Taipei City Department of Labor, suggesting the victim review such footage at relevant meetings with the Department of Labor. The Organization deeply regrets that the fact that such an outcome was not promptly communicated to the victim resulted in a lack of trust in our investigative process, and is committed to immediately reviewing and improving our communication mechanisms with relevant interested parties, so as to ensure transparency and timeliness in similar procedures in the future to protect the rights and well-being of the relevant parties.
During the investigation, a member of the Organization’s gender equality committee inappropriately asked whether the victim was aware of former Chairperson Lennon Chang’s sexual orientation. Although other committee members immediately pointed out that sexual orientation was irrelevant to the case, such inappropriate question already caused serious further harm to the victim. We sincerely apologize for this lack of professionalism in the interview process. Moving forward, we are committed to ensuring that all individuals involved in such investigations possess professional knowledge of gender equality to enhance the professionalism and sensitivity of investigations and to prevent similar incidents from occurring.
Maintaining workplace gender equality, eliminating discrimination, and ensuring that all members and partners work in a safe space free from sexual harassment are core values that the Organization will never compromise. Notwithstanding compliance with regulatory requirements, we have also deeply reflected on our handling of this case, and acknowledge that there is room for improvement in how we looked after the overall conditions of the victim, resulting in the victim and the public expressing concerns about the Organization’s integrity and professionalism. We understand that only through concrete actions to fulfill our above commitment — ensuring that all cases of sexual harassment are handled in a manner that shows more respect for the victim’s feelings — can we rebuild trust.
