When team members become sexually assaultive via video, email or chat.
Anyone who believes that sexual harassment in the world of work only takes place in the office is mistaken. The report by �Rights of Women� shows that perpetrators also find their way online. Whether by email, video or telephone: sexual harassment in the home office has proven to be a serious problem, especially during the coronavirus pandemic. What those affected can do if they are being harassed virtually.
The women's rights organization �Rights of Women� conducted a survey in the UK at the end of 2020 to gather information about women's experiences of sexual harassment in the office and in the home office. The survey data shows that women were more frequently affected by sexual harassment during the Covid-19 pandemic despite working remotely.
The results of the study focus on grievances in the modern world of work:
In this interview, pme social pedagogue and counselor Petra Kr�mer explains how victims can protect themselves and what measures employers should take.
Petra Kr�mer: According to the Federal Anti-Discrimination Agency, any sexualized behaviour that is not desired by the person concerned is sexual harassment. This includes not only verbal and physical harassment such as sexualized language or unwanted touching, but also non-verbal forms such as suggestive looks or the showing of pornographic images.� In principle, the General Equality Act protects people if the incident is objectively sexual in nature and the person concerned classifies this as harassment. The reaction that the behavior was not meant that way is therefore not valid.
From my point of view, I can protect myself in different ways:
In the office and therefore in direct contact, I can react immediately if I myself or others are affected. First of all, it can help not to tolerate sexualized language and behaviour in everyday language and to take a stand immediately. Supposedly harmless language should be addressed as soon as I feel uncomfortable. Your own perception is an important indicator here. Overall, a working atmosphere free of harassment should be strived for at all levels, in relation to superiors, colleagues and customers.
It is certainly helpful to protect your own privacy online. On the one hand, this can be done by using background images and covering the computer camera. On the other hand, it is about personal distraction: Which social media do I use, which pictures and videos do I post there, especially with regard to the various data protection regulations of the channels used?
In times of the pandemic, some companies have found ad hoc solutions. However, it is important to consider whether these should continue, for example the use of WhatsApp groups for business purposes. In my opinion, private cell phones and therefore private numbers should remain private.
The Federal Anti-Discrimination Agency has also reported a sharp increase in requests for advice on this topic. I think that the pandemic was an exceptional situation for many people and, just like online in general, there is a feeling of anonymity. People sit alone at home and feel less social control from colleagues and superiors. The usually stabilizing former everyday structure dissolved for many. This probably led some people to behave aggressively and overstep boundaries.
There are various ways to ask for support in the workplace. Every employer is obliged to set up structures in this area. A complaints office can be internal or external. For example, the pme Familienservice offers a complaints office service for some companies. We advise affected people and plan the next steps. If the employee decides to make an official complaint, the employer must check this and take appropriate measures. Supervisors or the works council should also be approachable for these issues.
First of all, prevention is important. Prevention should be practiced in the company as part of occupational health and safety. This starts with brochures and posters and corresponding information on the intranet with the names of possible contact persons in the company. It is helpful to have a precise procedure of who those affected can have initial discussions with and how a complaint can be made if necessary. Each individual case must be examined objectively and appropriate measures must be taken. These can range from warnings or reprimands to transfers or dismissals. Legal advice is certainly useful here.
The consequences can be very different. In most cases, the first reaction is feelings of disgust, indignation, numbness and insecurity. Some of those affected wonder whether they have invited the perpetrator to behave abusively. This can lead to feelings of shame and guilt.
Dealing with the experience is certainly useful. Discussions with professionals in counseling centers or therapists can provide space to look at the experience from different perspectives and to experience oneself as an actor rather than a victim. Ultimately, the experience should be able to be filed away as part of one's own history, from which one may even emerge strengthened.
Traumatized people react with an �emergency program�, but this often causes difficulties in everyday life. Therapists are always needed to provide support here.
Further information:
"The traces of sexual violence" (Zeit Online)
Survey by the women's rights organization "Rights of Women"
Petra Kr�mer is a social pedagogue, systemic consultant and has been working on the LLC hotline and in the LLC organization team since 2019.