Gender-based violence, sexual and gender-based harassment

According to Ch. II. Art, 12 in the ACT on Equal Status and Equal Rights irrespective of Gender, employers and the directors of institutions, civil society organizations, and sports and youth organizations shall take special measures to protect their employees, students, and clients from gender-based violence, gender-based harassment or sexual harassment in the workplace or institution, social activities, or schools.

 

Definitions:

Gender-based harassment

Conduct connected with the sex of the person affected by it, is unwelcome to the person in question and is intended to impair the self-respect of the person in question and create a situation that is threatening, hostile, degrading, humiliating or insulting for the person in question, or which has this effect.  

 

Sexual harassment

Any type of sexual behaviour which is unwelcome to the person affected by it and is intended to impair the self-respect of the person concerned, or which has this effect, particularly when the behaviour results in a threatening, hostile, degrading, humiliating or insulting situation. The behaviour may be verbal, non-verbal and/or physical.

 

Gender-based violence

Violence based on gender which results in, or could result in, physical, sexual or psychological injury or suffering on the part of the victim; also the threat of such and coercion or arbitrary deprivation of freedom, both in private life and in a public venue

 

Article 22 discusses in more detail the rights of people exposed to harassment. But it states that “employers and officers of organizations and non-governmental organizations must take special measures listed in its gender equality action plan to prevent staff, trainees and clients from being subjected to gender-based violence, gender-based harassment or sexual harassment at the workplace, organization, social work or in schools.”

If a supervisor/boss is accused of alleged gender-based violence, alleged gender-based harassment or alleged sexual harassment, he or she will be ineligible to make decisions regarding the applicant's working conditions during the proceedings, and the next officer shall then make such decisions.

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