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Harassment |
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Staff have expressed concern about the
perceived increase in harassment of staff throughout the
organizations and in the field. While the
Standards of Conduct for the International Civil Service
(state) |
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"Harassment in any shape or form is
an affront to human dignity and international civil servants
must avoid it. They should not engage in any form of harassment
and must be above any suspicion of it. International civil
servants have the right to an environment free of harassment.
It is the responsibility of organizations to explain their
interpretation of the term and to establish rules and
provide guidance on what constitutes harassment and how
it will be dealt with.” only a few organizations
have adopted a formal policy. FICSA maintains that each
organization should declare formally to its staff that
harassment in any form will not be tolerated". |
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Handling
harassment |
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Administrative
Circular on harassment Annex |
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Harassment
survey |
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Informal
conflict resolution mechanisms (ILO Circular N°649)
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Sexual
harassment policy and procedures (ILO Circular N°543/Rev.1) |
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Policy
on Prevention of Harassment - FAO Administrative Circular
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WHO/WPRO
Manila Policy on Harassment |
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Harassment and mobbing |
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According to the ILO
collective agreement on the prevention and resolution
of harassment-related grievances, the expression "harassment"
encompasses any act, conduct, statement or request which
is unwelcome to a protected person(s) and could, in all
the circumstances, reasonably be regarded as harassing
behaviour of a discriminatory, offensive, humiliating,
intimidating or violent nature or an intrusion of privacy.
It includes, but is not limited to, the following, which
may occur singly, simultaneously or consecutively: |
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a) Bullying/mobbing:
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Bullying/mobbing can include: |
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(i) measures to exclude or isolate a protected
person from professional activities; |
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(ii) persistent negative attacks on personal
or professional performance without reason or legitimate
authority; |
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(iii) manipulation of a protected person's
personal or professional reputation by rumour, gossip
and ridicule; |
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| (iv) abusing a position of power
by persistently undermining a protected person's
work, or setting objectives with |
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or unachievable tasks; |
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(v) unreasonable or inappropriate monitoring
of a protected person's performance; and |
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(vi) unreasonable and/or unfounded refusal
of leave and training. |
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(b) Sexual harassment:
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Any unwanted or unwelcome conduct of a
sexual nature, in a workplace or in connection with work,
which makes a protected person feel humiliated, intimidated,
discriminated against or offended. The distress caused
by the act or series of acts may be intentional or unintentional.
Sexual harassment can be coercive sexual behaviour used
to control, influence or affect the job, career or status
of a protected person. It can also be manifested when
one or more persons submit a protected person, at any
level, to offensive behaviour or humiliation on the basis
of that protected person's sex or sexuality, even though
there may be no apparent impact on the career or employment
of the protected person concerned. Sexual harassment can
take many forms and may include: |
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(i) deliberate and unsolicited physical
contact or unnecessarily close physical proximity; |
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(ii) repeated sexually-oriented comments
or gestures about the body, appearance or life-style of
a protected person; |
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(iii) offensive phone calls, letters or
e-mail messages; |
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(iv) stalking; |
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(v) showing or displaying sexually explicit
graphics, cartoons, pictures, photographs or Internet
images; |
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(vi) questions or insinuations about a
protected person's private life; |
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(vii) persistent invitations to social
activities after the protected person has made it clear
they are not welcome; and |
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(viii) sexually explicit jokes or propositions.
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