Sexual Harassment Policy

WAN-IFRA is committed to providing a safe environment for all employees free from discrimination on any grounds, including sexual harassment at work. WAN-IFRA expressly prohibits any form of workplace harassment based on race, colour, religion, sex, sexual orientation, marital status, pregnancy, parental status, national origin, ethnic background, age, disability, political opinion, social status, veteran status, union membership or genetic information. Sexual harassment is any unwanted and offensive behaviour of a sexual nature that violates a person’s dignity and makes feel degraded, humiliated, intimidated or threatened. WAN-IFRA defines the workplace as an environment where an employee or long-term consultant represents or acts on behalf of WAN-IFRA.

WAN-IFRA has a zero-tolerance policy on forms of sexual harassment and assault in the workplace.

WAN-IFRA has developed this sexual harassment guidelines and procedures manual to support its diversity and inclusion strategy. WAN-IFRA will ensure that all managers, employees and long-term consultants know about and have ready access to the guideline at all times and are familiar with its contents.

This guideline outlines clear procedures for:

  • Employees and long-term consultants who have been sexually harassed;
  • Employees and long-term consultants accused of sexual harassment;
  • Witnesses of sexual harassment;
  • Managers and senior staff involved in investigating sexual harassment cases.

WAN-IFRA’s Chief Executive Officer is responsible for the content and implementation of this sexual harassment policy. The CEO will be supported by the COO and the Head of Human Resources.

This policy does not provide procedures to handle cases of suppliers, individual members, clients or short-term contractors. WAN-IFRA is committed to working with vendors, suppliers, partners and contractors who uphold similar standards, and reserves the right to terminate a relationship should the commitment of an organisation or individual to uphold similar standards come into question. 

THOSE WHO HAVE BEEN SEXUALLY HARASSED AT WORK

  • If you have been sexually harassed it is NOT your fault.
  • You have a legal right to work in a safe environment without being subjected to sexual harassment or frightened of it. It is WAN-IFRA’s responsibility to make this happen.
  • To be able to do anything about sexual harassment, WAN-IFRA is completely dependent on your assistance and transparency.
  • You need to inform another person with responsibility about the incident. This could be:
    • Your immediate manager;
    • Another manager at WAN-IFRA;
    • Someone in human resources;
    • Your works council representative;
    • WAN-IFRA’s Diversity & Inclusion Officer.
  • All of these people have a duty to help you and protect your confidentiality.
  • As someone reporting sexual harassment, your identity and any information you share will be treated in confidence and will only be shared with a small number of people involved in the investigation.
  • If you have been sexually assaulted or raped this is a serious crime against you. As well as informing WAN-IFRA you should report it to the police and seek medical attention. Be aware that your case might go to a criminal court or tribunal.
  • You have the right not to be victimized for reporting sexual harassment at work. Retaliation is a serious and punishable offence, and it is WAN-IFRA’s responsibility to protect you from this.
  • WAN-IFRA has procedures in place to deal with cases of sexual harassment. See Guideline – Part II.

WITNESSES OR INDIVIDUALS CONCERNED ABOUT SOMEONE ELSE BEING SEXUALLY HARASSED AT WORK

  • To be able to do anything about sexual harassment, WAN-IFRA is completely dependent on being informed.
  • If a colleague contacts you and reports being sexually harassed, you should encourage the person to take the matter further and to report it.
  • If you are worried that a colleague is being sexually harassed, you should report this to one of the people mentioned above.
  • As someone reporting sexual harassment, your identity and the information you share will be treated in confidence and will only be shared with a limited number of people involved in the investigation.
  • You have the right not to be victimised for reporting sexual harassment at work. Retaliation is a serious and punishable offence, and it is WAN-IFRA’s responsibility to protect you from this.

THOSE ACCUSED OF SEXUAL HARASSMENT AT WORK

If you are being accused of sexual harassment, you also have rights.

  • Your identity and any information about the case will be treated in confidence.
  • You have the right to know the case being made against you.
  • You have the right to respond to any accusations made against you.
  • You have the right to due consideration of your version of events.
  • If WAN-IFRA finds that there is no sexual harassment case against you, or the case is dropped, then any documents relating to the case will be destroyed and will not appear in your employment records. It will not affect your current or future employment prospects.
  • If WAN-IFRA finds that there is a sexual harassment case against you, there will be consequences up to the termination of your employment contract.

Updated on 23 September 2021.

DOWNLOAD Part I – General Guideline (full version)

DOWNLOAD Part II – Complaints Procedure

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