Sexual harassment

Sexual harassment occurs when someone exhibits transgressive sexual behaviour to another person. Think of direct requests, indirect innuendos, touching, assault, sexually suggestive comments or sending or hanging sexually explicit pictures in the workplace, whether or not via social media. Your own experience is central. Not how behavior is intended, but how it is experienced, is normative.

• if you are bothered by sexual comments or transgressive touching
• if you experience non-verbal behavior of the other person as sexually harassing
• if you suffer from intimate or sexist behavior from colleagues
• if the atmosphere at work is spoiled
• if you don't feel safe in the workplace
• if your work, your assessment or the way you are treated is affected by your refusal to accept advances

• talk to the perpetrator (for example: "I feel uncomfortable when you make comments about ...")
• name the behavior that bothers you as concretely as possible
• describe exactly which comments or actions are involved
• indicate how you do want to be treated
• seek support from a colleague and test your idea with an outsider
• check the intranet for guidelines and protocols in your umc

Because sexual harassment often involves subjective experiences, you can expect very different reactions from the 'perpetrator'. Be prepared for that.

For example:

• someone can deny that he intended it as sexual harassment
• someone may downplay your opinion and call you "childish" or "prudish"
• someone can act pathetic ("you ruin my career with your allegations")
• someone can become aggressive and accuse you of false reporting

Or the person takes you seriously and says that he will take it into account in the future. He was not aware of the effect of his behavior.

• stick to your message
• don't argue (don't bow to anger)
• repeat your own message over and over again
• report it to your manager

• think it's your own fault
• think you're prudish or petty
• think it will go away  on it’s own

• taking your colleague seriously
• standing up for your colleague in intimidating situations
• consult with the colleague, also about the steps you want to take
• inform the manager or confidential adviser with the consent of your colleague;
• or: encouraging the colleague to inform the manager

• call in your manager if you expect the other person to react negatively
• engage your boss's supervisor if the boss is the perpetrator
• call in the confidential adviser for advice and, if necessary, guidance
• if necessary, engage third parties such as the company doctor, P&O, company social work

• keep emails or text messages as evidence
• automatically direct boundary-crossing emails to a separate inbox (in case of harassment/stalking)
• capture on paper what happens: the words that are used, the moments when it happens, how often it occurs, what effect it has on you