Lately, there has been a lot in the news about unwanted intimacies and behaviour in the workplace. What exactly does this entail, and how can you, your colleagues, and your employer act on or even prevent this?
Forms of sexual harassment
When it comes to sexual harassment, it is not only about physical contact. Verbal and non-verbal intimacies can also be very unpleasant. Consider remarks or gestures. Moreover, it is not about how the "perpetrator" intends it, but how the victim experiences the situation.
Some examples of harassment:
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Verbal: sexually suggestive comments, text messages, intimate questions about your private life, requests for dates for sexual contact.
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Non-verbal: staring, showing sexually suggestive images, making sexual gestures.
- Physical: grabbing, pinching, kissing, restraining someone, assault, rape.
What can you do?
It is, of course, very important that when you find yourself in an unwanted situation, you indicate that you do not feel comfortable and ask the person in question to stop their behaviour. The sooner you indicate this, the better. Often, an unwanted situation starts with small things; a touch or a remark. This can easily escalate if you do not immediately make it clear what your boundaries are.
You can keep a written record of what happens. Are others perhaps also affected by this? Together you are stronger. You can be more observant or see if others also have the same type of contact with the person in question. Involve a confidant. This can be through your work, but it could also be, for example, your GP. If all this is still not good enough, you should file a complaint with your employer/manager. Finally, you can report it to the police.
What must your employer do?
Your employer is legally required (under the Working Conditions Act) to implement a policy to combat bullying and unwanted behaviour. They must assess the risks of bullying. When there are problems related to bullying, the employer must develop a plan to counteract the behaviour. Upon a report of bullying/unwanted behaviour, the employer must also take actual measures. If they do not, you can report it to the Inspectorate SZW (Social Affairs and Employment).