2022/2138(INI) Sexual harassment in the EU and MeToo evaluation
Lead committee dossier:
Progress: Procedure completed
| Role | Committee | Rapporteur | Shadows |
|---|---|---|---|
| Lead | FEMM |
ŠIMEČKA Michal ( Renew)
|
KOPACZ Ewa ( EPP),
OHLSSON Carina ( S&D),
SPUREK Sylwia ( Verts/ALE),
NISSINEN Johan ( ECR),
RODRÍGUEZ PALOP Eugenia ( GUE/NGL)
|
| Committee Opinion | EMPL |
Lead committee dossier:
Legal Basis:
RoP 54
Legal Basis:
RoP 54Subjects
Events
2023/06/01
EP - Decision by Parliament
Details
The European Parliament adopted with 468 votes to 17, with 125 abstentions, a resolution on sexual harassment in the European Union and MeToo evaluation.
Gender-based violence in all its forms, including sexual harassment, is both a cause and a consequence of gender inequality, discrimination and the violation of human rights. It is a serious obstacle to the participation of women, girls and other victims in all areas of private and public life, preventing them from fully enjoying their rights and fundamental freedoms. In the European Union, one woman in two (55%) has been a victim of sexual harassment at least once since the age of 15.
Strongly condemning all forms of gender-based violence, including sexual violence, and all forms of harassment, in particular sexual harassment, Parliament once again called on the Commission to submit, under Article 83(1) TFEU, a proposal for a Council decision identifying gender-based violence as a new area of crime . It also called for swift ratification by the EU and all Member States of the Istanbul Convention on preventing and combating violence against women. Sexual harassment must be included as an offence in the field of employment, in accordance with the EU's existing anti-discrimination directives.
Members also stressed the importance of combating cyber-violence in the workplace and paying particular attention to women and girls fleeing war, especially those from Ukraine.
Sexual harassment and the MeToo movement in Member States
Members strongly support the international MeToo movement. Since 2017, the MeToo movement has taken hold in some Member States and that, subsequently, changes have been made by governments and organisations to tackle sexual violence, help victims and address the negative consequences for society. Members noted, however, that in some Member States, there has been little or no progress in this regard and called on Member States to pro-actively design and implement legislation and policies that tackle sexual violence and harassment in our society.
The Commission and the Member States are invited, inter alia , to:
- establish a comprehensive set of minimum rules which tackle the persistent problem of sexual harassment and psychological harassment in a holistic manner;
- put in place effective systems and procedures for reporting cases of violence and harassment in the workplace, and develop measures to ensure protection against retaliation or reprisals against complainants, victims, witnesses and whistleblowers;
- make available the necessary resources to encourage the creation and maintenance of safe spaces in the workplace , both online and offline, where women, in all their intersectional diversity, can go to exchange information and get help from their peers;
- ensure that laws against sexual harassment in the workplace are updated to protect women working remotely from online abuse;
- take into account women’s and girls’ needs for safety and security when commuting to and from work by ensuring a safe public transport service as well as adequate and sustainable street lighting;
- ensure evidence-based research on practices and the systematic collection of relevant, anonymised, sex- and age-disaggregated and comparable data on cases of sexual harassment. Members recall that EU law requires Member States and EU institutions and agencies to ensure the existence of an equal treatment body, which provides independent assistance to victims of harassment.
With regard to harassment in the workplace , Parliament recommended that external counselling services providing advice on the proper handling of harassment in the workplace should be consulted by employers in order to ensure a safe working environment, to inform them about the remedies available to them, including disciplinary measures, and about the possibility of early conciliation, and to offer legal support and assistance to victims. All workers should be provided with information on anti-harassment procedures and policies at the beginning of their contract.
As sexual harassment affects people of all genders , Members stressed the central role of men and boys in ending all forms of harassment and sexual harassment. Men and boys should make a positive contribution to ending all forms of harassment, including sexual harassment, and should be involved in awareness-raising and prevention campaigns.
Member States, in consultation with the social partners, should ensure that employers take action to provide a safe working environment and support for victims, as well as to prevent and deal with cases of sexual harassment, cyber-violence and third-party violence at work.
Harassment in EU institutions
Parliament is convinced that the European institutions should behave as exemplary employers , establishing zero-tolerance standards towards any type of harassment, working actively on harassment prevention, adequate victim protection and holistic supporting mechanism, countering all forms of discrimination, implementing its rules strictly and enforcing effective, proportionate and dissuasive sanctions.
Members noted that cases of sexual and psychological harassment are still under-reported in Parliament . They called for the existing formal and informal structures within the European Parliament for dealing with harassment to be more visible and professional to ensure that all victims can report in confidence and security.
The resolution recalled that all European institutions have an obligation to put in place all necessary policies and standardised gender sensitive action protocols to prevent and address all forms of harassment and violence. It urged them to ensure that all of the rules in place guarantee a zero-tolerance approach to any forms of misconduct and full support and protection for all victims. Members stressed that improvements can be made in all institutions to better protect and assist victims and punish perpetrators.
Parliament welcomed the fact that the current parliamentary term is the first in which Members have had to sign a declaration confirming their commitment to comply with the code of appropriate behaviour, some points of which specifically address harassment. It welcomed the measures implemented under the ‘updated roadmap for the adaptation of preventive and early support measures to deal with conflict and harassment between Members and accredited parliamentary assistants (APAs), trainees and other staff’.
While welcoming the harassment prevention training offered to Members, managers in Parliament’s Secretariat and staff, Members called for the introduction of mandatory harassment prevention training for all Members at the very beginning of each mandate and for all staff. They also called for all staff working on Parliament's premises to receive regular training on the ‘zero harassment’ policy, so as to give them the means to recognise and report all forms of harassment.
Documents
2023/05/31
EP - Debate in Parliament
Documents
2023/05/04
EP - Committee report tabled for plenary, single reading
Documents
2023/05/04
EP - Committee report tabled for plenary
Documents
2023/04/25
EP - Vote in committee
2023/02/03
EP - Amendments tabled in committee
Documents
2023/01/09
EP - Committee draft report
Documents
2022/09/15
EP - Committee referral announced in Parliament
2022/08/05
EP - ŠIMEČKA Michal (Renew) appointed as rapporteur in FEMM
Documents
- Decision by Parliament: T9-0217/2023
- Debate in Parliament: Debate in Parliament
- Committee report tabled for plenary, single reading: A9-0178/2023
- Committee report tabled for plenary: A9-0178/2023
- Amendments tabled in committee: PE742.396
- Committee draft report: PE739.683
- Committee draft report: PE739.683
- Amendments tabled in committee: PE742.396
- Committee report tabled for plenary, single reading: A9-0178/2023
Activities
- Michal ŠIMEČKA
Plenary Speeches (2)
- Clare DALY
Plenary Speeches (1)
- Pierrette HERZBERGER-FOFANA
Plenary Speeches (1)
- Eugenia RODRÍGUEZ PALOP
Plenary Speeches (1)
- Sylwia SPUREK
Plenary Speeches (1)
- Nicola BEER
Plenary Speeches (1)
- Mónica Silvana GONZÁLEZ
Plenary Speeches (1)
- Ladislav ILČIĆ
Plenary Speeches (1)
- Carina OHLSSON
Plenary Speeches (1)
- Johan NISSINEN
Plenary Speeches (1)
Votes
Harcèlement sexuel dans l’Union européenne et évaluation de MeToo - A9-0178/2023 - Michal Šimečka - Proposition de résolution #
2023/06/01 Outcome: +: 468, 0: 125, -: 17
PPE
The Left
NI
ID| Amendments | Dossier |
| 241 |
2022/2138(INI)
2023/02/06
FEMM
241 amendments...
Amendment 1 #
Motion for a resolution Citation 2 — having regard to Articles 8, 10, 19, 83, 153 and 1
Amendment 10 #
Motion for a resolution Citation 9 Amendment 100 #
Motion for a resolution Paragraph 1 1. Reaffirms the EU’s commitment to tackling
Amendment 101 #
Motion for a resolution Paragraph 1 a (new) 1 a. Strongly supports the international MeToo campaign, first founded by activist Tarana Burke in 2006 to help victims of sexual violence, and spread globally in 2017 after #MeToo went viral; applauds the millions of people who came forward with their stories of sexual violence to break the silence and seek justice;
Amendment 102 #
Motion for a resolution Paragraph 1 a (new) 1 a. Recognises that women, especially those who live in rural areas, often have limited transport services, meaning they can be devoid of options to return home safely; therefore calls on local authorities to ensure a safe public transport service that is able to serve womens' needs;
Amendment 103 #
Motion for a resolution Paragraph 1 b (new) 1 b. Recalls that gender equality is a core value of the EU and must be mainstreamed in all EU policies, activities and programmes; regrets the slow progress towards gender equality in the EU and recalls that gender based violence is both a cause and a consequence of gender inequality; stresses the urgent need for progress and insists that the EU and its Member States fully commit to speeding up progress including by implementing gender mainstreaming and gender budgeting in all EU policies, activities and programmes;
Amendment 104 #
Motion for a resolution Paragraph 1 b (new) 1 b. Calls on Member States to ensure that urban planning takes into consideration women and girls’ needs, including safety and security; calls on Member States to ensure adequate, sustainable street lighting to avoid situations where women have to face dark, eerie spots when commuting to and from work;
Amendment 105 #
Motion for a resolution Paragraph 2 Amendment 106 #
Motion for a resolution Paragraph 2 2. Reiterates its call for the EU and the Member States to ratify the Istanbul Convention without delay, according to the Court’s of Justice of the European Union (CJEU) Opinion of 6 October 2021. Calls on Member States to refer to the Istanbul Convention’s definition on harassment in the Article 40 in their relevant legislation accordingly; is convinced that the EU and the Member States should learn from the crises and backlashes against gender equality by adopting and implementing concrete, efficient and ambitious rules and policies on preventing and combating violence, including the psychological, physical and sexual harassment;
Amendment 107 #
Motion for a resolution Paragraph 2 2. Reiterates its call for the EU and the Member States to ratify the Istanbul Convention, the international gold standard to prevent gender-based violence, and in so doing protect victims and punish perpetrators; Stresses the need to intercept prevalent cultural attitudes about violence and gender equality; is convinced that the EU and the Member States should learn from the crises and backlashes against gender equality by adopting and implementing concrete, efficient and ambitious rules and policies on preventing and combating violence;
Amendment 108 #
Motion for a resolution Paragraph 2 2.
Amendment 109 #
Motion for a resolution Paragraph 2 2. Reiterates its call for the EU and
Amendment 11 #
Motion for a resolution Citation 10 Amendment 110 #
Motion for a resolution Paragraph 2 2.
Amendment 111 #
Motion for a resolution Paragraph 2 a (new) 2a. Points out that some Member States have decided not to ratify the Istanbul Convention, and that the European Union must therefore respect the decision of each Member State on whether to ratify or accede to the Convention as part of the exercise of its sovereignty;
Amendment 112 #
Motion for a resolution Paragraph 2 a (new) Amendment 113 #
Motion for a resolution Paragraph 2 b (new) 2 b. Reiterates its call on the Council to activate the passerelle clause by adopting a unanimous decision identifying gender- based violence as one of the areas of crime listed in Article 83(1) of the TFEU;
Amendment 114 #
Motion for a resolution Paragraph 3 3. Strongly condemns all forms of harassment, especially sexual harassment; notes that the harassment is a widespread pervasive and harmfull phenomenom surrending in all areas of private and public life, stresses that harassment experienced in a workplace constitutes a violation of human rights and can have serious consequences for survivors’ physical and psychological health, making them feel uncomfortable and insecure at work, and in some cases preventing them from doing their work; highlights the importance of addressing cyber violence in the workplace, as it has an enormous impact on the mental health
Amendment 115 #
Motion for a resolution Paragraph 3 3. Strongly condemns all forms of harassment, especially sexual harassment; stresses that harassment experienced in a workplace constitutes a violation of human rights and can have serious consequences for survivors’ physical and psychological health, making them feel uncomfortable and insecure at work, and in
Amendment 116 #
Motion for a resolution Paragraph 3 3. Strongly condemns all forms of harassment, especially sexual harassment; stresses that harassment experienced in a workplace constitutes a violation of human rights and can have serious consequences for
Amendment 117 #
Motion for a resolution Paragraph 3 a (new) 3 a. Recalls that EU law requires Member States, EU institutions and agencies to ensure that an equality body is in place to provide independent assistance to victims of harassment, conduct independent surveys, collect relevant, disaggregated and comparable data, conduct research on definitions and classifications, publish independent reports and make recommendations on matters of employment and training, on access to and the supply of goods and services, and for the self-employed; welcomes the new proposal for two Directives from the European Commission of 7 December 2022 that aim to establish binding standards for equality bodies in the field of equal treatment;
Amendment 118 #
Motion for a resolution Paragraph 3 a (new) 3 a. Calls on all Member States to ensure that any intentional form of unwanted verbal, non-verbal or physical conduct of a sexual nature with the purpose or effect of violating the dignity of a person, in particular when creating an intimidating, hostile, degrading, humiliating or offensive environment are punishable as criminal offences;
Amendment 119 #
Motion for a resolution Paragraph 3 a (new) 3 a. Stresses that special attention must be paid to women and girls fleeing war, particularly in the case of Ukrainian women in the aftermath of Russian attack(s);
Amendment 12 #
Motion for a resolution Citation 11 Amendment 120 #
Motion for a resolution Paragraph 3 b (new) 3 b. Welcomes the Fundamental Rights Agency survey on violence against women conducted in 2014, and welcomes the new FRA EU-wide survey planned for 2024; emphasizes the importance for having frequent disaggregated data on gender- based violence as to map the scale of the issue , calls on the Commission and Member States to do everything necessary to make this a reality;
Amendment 121 #
Motion for a resolution Paragraph 4 4. Is convinced that the European institutions should behave as exemplary employers
Amendment 122 #
Motion for a resolution Paragraph 4 4. Is convinced that educational institutions and employers, including the European institutions, should
Amendment 123 #
Motion for a resolution Paragraph 4 4. Is convinced that the European institutions should behave as exemplary employers and establish zero-tolerance standards for harassment and work actively on prevention of harassment, adequate victim protection and support, and countering all forms of discrimination and should apply strict implementation of its rules in this regard;
Amendment 124 #
Motion for a resolution Paragraph 4 4. Is convinced that the European institutions should behave as exemplary employers and establish zero-tolerance standards; calls on the Commission to assess, exchange and compare the existing best practices and to disseminate the results of this assessment as regards the most effective measures;
Amendment 125 #
Motion for a resolution Paragraph 4 4. Is convinced that the European institutions should behave as exemplary employers and establish zero-tolerance standards; believes that good working conditions and safe and respectful environment are necessary to ensure the effectivity of the work of EU institutions;
Amendment 126 #
Motion for a resolution Paragraph 4 a (new) 4 a. Calls on Member States, in consultation with the social partners, to ensure that employers take appropriate measures to prevent and address instances of sexual harassment, cyber violence and third-party violence at work; stresses that employers must be prevented from dismissing, discriminating or in any way disadvantaging workers who are victims of sexual harassment;
Amendment 127 #
Motion for a resolution Paragraph 4 b (new) 4 b. Calls on Member States to ensure that employers, in cooperation with trade union representatives, take appropriate measures to provide a safe working environment and support to victims of sexual harassment; highlights in this context that workers shall have the right to receive support from a trade union and the workplace health and safety representative;
Amendment 128 #
Motion for a resolution Paragraph 4 c (new) 4 c. Calls om Member States to take measures to promote collective bargaining on workplace practices on preventing and addressing instances of sexual harassment, including through awareness-raising and training of workers and employers, trade union representatives and workplace health and safety representatives;
Amendment 129 #
Motion for a resolution Paragraph 4 d (new) 4 d. Underlines that social partners play a key role in addressing harassment at work, including sexual harassment and cyber violence at work;
Amendment 13 #
Motion for a resolution Citation 11 a (new) — having regard to its resolution of 6 December 2021 on recommendations to the Commission on combating gender- based violence: cyberviolence
Amendment 130 #
Motion for a resolution Paragraph 4 e (new) 4 e. Calls on the Commission and the Member States to set goals to reduce the number of precarious jobs and involuntary part-time work in order to improve the situation of women in the labour market and to reduce the risk of sexual harassment in the world of work;
Amendment 131 #
Motion for a resolution Paragraph 4 f (new) Amendment 132 #
Motion for a resolution Paragraph 4 g (new) 4 g. Highlights that the ILO’s Violence and Harassment Convention, 2019 (No. 190) and Recommendation (No. 206) are the first international labour standards to provide a common framework to prevent, remedy and eliminate violence and harassment in the world of work, including gender-based violence and harassment; calls on the Member States, who have not yet ratified the Convention, to do so without delay;
Amendment 133 #
Motion for a resolution Paragraph 5 5. Regrets the fact that, in spite of the progress initiated by the MeToo campaign, which helped to break the silence and raise awareness of the need to implement better working conditions for all staff, cases of sexual harassment still occur in the European institutions, including Parliament as well as taking into account the new conditions of remote working and the subsequent lessons of the COVID-19 pandemic; recalls that these cases cast a shadow over the functioning of our
Amendment 134 #
Motion for a resolution Paragraph 5 5. Regrets the fact that, in spite of the progress initiated by the MeToo
Amendment 135 #
Motion for a resolution Paragraph 5 5. Regrets the fact that, in spite of the progress initiated by the MeToo campaign, which helped to break the silence and raise awareness of the need to implement better
Amendment 136 #
Motion for a resolution Paragraph 5 5. Regrets the fact that, in spite of the progress initiated by the MeTooEP campaign, which helped to break the silence and raise awareness of the need to implement better
Amendment 137 #
Motion for a resolution Paragraph 5 5. Regrets the fact that, in spite of the progress initiated by the MeToo campaign in the European Parliament, which helped to break the silence and raise
Amendment 138 #
Motion for a resolution Paragraph 5 a (new) 5 a. Calls on the EU Member States to strengthen awareness raising of equality bodies supervising discriminatory practices through adequate resources sufficient to ensure their effective functioning;
Amendment 139 #
Motion for a resolution Paragraph 5 a (new) 5a. Media campaigns should be assessed with objectivity, and should not therefore influence the normal development of legislation or of the institutions;
Amendment 14 #
Motion for a resolution Citation 13 Amendment 140 #
Motion for a resolution Paragraph 6 6. Recalls the importance of prevention,
Amendment 141 #
Motion for a resolution Paragraph 6 6.
Amendment 142 #
Motion for a resolution Paragraph 6 6. Recalls the importance of prevention, with information and awareness-raising efforts, and the promotion of zero-harassment campaigns and policies; welcomes regular harassment prevention campaigns with updates posters and brochures in order to remind the Members and the staff of their responsibility to ensure their exemplary conduct; considers that the existing campaigns should be reinforced;
Amendment 143 #
Motion for a resolution Paragraph 6 6. Recalls the importance of
Amendment 144 #
Motion for a resolution Paragraph 6 6. Recalls the importance of prevention, with information and awareness-raising efforts, and the promotion of zero-harassment campaigns and policies; considers that the existing campaigns should be reinforced so that ignorance or a so called “lack of awareness” cannot be cited as an excuse for flagrant flouting of the rules;
Amendment 145 #
Motion for a resolution Paragraph 6 6. Recalls the importance of prevention, with information and awareness-raising efforts, and the promotion of zero-tolerance towards harassment campaigns and policies; considers that the existing campaigns should be regularly updated and reinforced;
Amendment 146 #
Motion for a resolution Paragraph 6 6. Recalls the importance of prevention, with information and awareness-raising efforts, and the promotion of zero-harassment campaigns and policies;
Amendment 147 #
Motion for a resolution Paragraph 6 a (new) 6 a. Recalls that gender-based violence, sexual harassment and sexist language occurs in educational settings; emphasizes that all students have the right to a safe learning environment without any type of harassment, including sexual harassment; calls on all Member States to ensure that educational institutions have a zero-tolerance approach to any forms of misconduct, offers support to victims, and are obliged to prevent harassment and sexual harassment;
Amendment 148 #
6 b. Emphasizes that challenging gender prejudices and stereotypes are important preventive measures in all spheres of society, including throughout the education cycle, from primary school to lifelong learning, and can reduce gender imbalances in all spheres of life;
Amendment 149 #
Motion for a resolution Paragraph 6 c (new) 6 c. Underlines the central role of men and boys in ending all forms of harassment and sexual harassment; calls on all Member States and actors to actively involve men in awareness-raising and prevention campaigns, as well as education campaigns and action for gender equality;
Amendment 15 #
Motion for a resolution Citation 13 a (new) — having regard to its resolution of 14 February 2023 on the Council of Europe Convention on preventing and combating violence against women and domestic violence: EU accession,
Amendment 150 #
Motion for a resolution Paragraph 7 7. Notes that sexual and psychological harassment cases are still under-reported because victims do not use the existing channels,
Amendment 151 #
Motion for a resolution Paragraph 7 7. Notes that sexual harassment cases in the European Parliament are still under-reported because victims do not use the existing channels,
Amendment 152 #
Motion for a resolution Paragraph 7 7. Notes that sexual harassment cases are still under-reported because victims do not use the existing channels
Amendment 153 #
Motion for a resolution Paragraph 7 7. Notes that sexual harassment cases are still under-reported because
Amendment 154 #
Motion for a resolution Paragraph 7 7. Notes that sexual harassment cases are still under-reported because victims do not use the existing channels, demonstrating the need for further efforts with regard to the prevention of sexual harassment including information campaigns which can enable victims to recognise examples of harassment;
Amendment 155 #
Motion for a resolution Paragraph 7 7. Notes that sexual harassment cases are still under-reported because victims do not use the existing channels
Amendment 156 #
Motion for a resolution Paragraph 7 7. Notes that sexual harassment cases
Amendment 157 #
Motion for a resolution Paragraph 7 7. Notes that sexual harassment cases are still under-reported
Amendment 158 #
Motion for a resolution Paragraph 7 a (new) 7 a. Notes the importance of whistleblowers in such sensitive matters; reiterates its recommendation to revise the Staff Regulations, especially Article 22c thereof, in order to align it with the standards of the Whistleblower Directive; calls on the Bureau, in the interim, to immediately revise Parliament’s Internal Rules Implementing Article 22c of the Staff Regulations to bring them in line with the protections provided for in the Whistleblower Directive;
Amendment 159 #
Motion for a resolution Paragraph 7 a (new) 7 a. Notes the importance of addressing intersectional sexual harassment, through creating an inclusive and respectful environment, where all members of the community are valued and treated with dignity, regardless of their race, gender, age, sexual orientation, gender identity, gender expression, sex characteristics, disability, or other characteristics; notes that the problem of intersectional sexual harassment should be a concern of society as a whole;
Amendment 16 #
Motion for a resolution Citation 15 a (new) — having regard to Article 12a of the EU Staff Regulations;
Amendment 160 #
Motion for a resolution Paragraph 7 a (new) 7 a. Calls on the Commission and the Member States, in cooperation with Eurostat and EIGE, to improve, promote and ensure research on evidence-based practices and the systematic collection of relevant, sex- and age-disaggregated, comparable data on cases of sexual harassment and gender-based discrimination and psychological harassment, including cyber harassment, at national, regional and local level;
Amendment 161 #
Motion for a resolution Paragraph 7 b (new) 7 b. Calls on Member States to motivate people of all genders and gender identities to combat sexual harassment and actively participate in social change; considers that sexual harassment should concern people of all genders, and society as a whole; calls on Member States to ensure that men play a positive role in combating sexual harassment and other forms of abuse and violence taking into account that 82% of sexual harassment incidents against women involve a male perpetrator; calls on Member States to provide inclusive sexuality education for all, including boys and men, to recognise and prevent sexual harassment and abuse;
Amendment 162 #
Motion for a resolution Paragraph 7 b (new) 7 b. Calls on the Commission and Member States to carry out research into the causes and consequences of sexual harassment, including the impact that sexist and stereotyped advertisements may have on the incidence of violence and harassment;
Amendment 163 #
Motion for a resolution Paragraph 7 c (new) 7 c. reiterates its recommendation to revise the Staff Regulations, especially Article 22c thereof, in order to align it with the standards of the Whistle-blower Directive;
Amendment 164 #
Motion for a resolution Paragraph 8 8. Recalls the duty of all of the European institutions to put in place all necessary policies to prevent and address all forms of harassment and violence, and urges them to ensure that all of the rules in
Amendment 165 #
Motion for a resolution Paragraph 8 8. Recalls the
Amendment 166 #
Motion for a resolution Paragraph 8 8. Recalls the duty of all of the European institutions to put in place all
Amendment 167 #
Motion for a resolution Paragraph 8 8. Recalls the duty of all of the European institutions to put in place all necessary policies to prevent and address all forms of harassment and violence, and urges them to ensure that all of the rules in place guarantee a zero-tolerance approach to any forms of misconduct and full support for all victims; calls on the European institutions to strengthen their internal rules and policies to ensure that in cases of psychological or sexual harassment and violence, they should not only suspend the perpetrator, but also entirely remove their salary;
Amendment 168 #
Motion for a resolution Paragraph 8 8. Recalls the duty of all of the European institutions to put in place all necessary policies to prevent and address all forms of harassment and violence, and urges them to ensure that all of the rules in place guarantee a zero-tolerance approach to any forms of misconduct and full support for all victims; calls on the European institutions to strengthen their internal rules and policies to ensure that in cases of harassment and violence, they should not only suspend the perpetrator, but also entirely remove their salary once proven guilty;
Amendment 17 #
Motion for a resolution Citation 16 — having regard to Rule 10 (6) and 54 of its Rules of Procedure,
Amendment 170 #
Motion for a resolution Paragraph 8 a (new) Amendment 171 #
Motion for a resolution Paragraph 8 a (new) 8 a. Believes that as the harassment cases within the EU institutions may affect the EU budget, they should be taken into account while deciding to grant or not the budgetary discharge to the concerned institution;
Amendment 172 #
Motion for a resolution Paragraph 8 a (new) 8a. Any coercive measure to which the perpetrator of the act may be subject must be proportionate to the damage inflicted;
Amendment 173 #
Motion for a resolution Paragraph 8 b (new) 8 b. Highlights the fact that sexual harassment and violence are not commonly defined and criminalised in the EU, thus creating fragmented protections and rights for victims across Member States, proving the need for an common EU approach that can be reached through adding gender-based violence as a Eurocrime; reiterates is call to the Council to adopt this;
Amendment 174 #
Motion for a resolution Paragraph 8 b (new) 8 b. Encourages all EU institutions and agencies to exchange regularly their best practices of anti-harassment policies, guidelines or any new provisions on coping mechanisms and strategies, which would also promote gender equality;
Amendment 175 #
Motion for a resolution Paragraph 8 c (new) 8 c. Calls on Member States to criminalise all forms of sexual harassment, both online and offline, and to implement mandatory specialized gender sensitive trainings for professionals coming into contact with victims of sexual violence on how to support and help victims, calls on Member States to invest in law enforcement and judicial capacities, specifically those dealing with cases of gender-based and sexual violence;
Amendment 176 #
Motion for a resolution Paragraph 8 d (new) 8 d. Calls on the Commission to assess, exchange and compare the existing best practices of combating sexual harassment in the workplace and to disseminate the results of this assessment as regards the effective measures that Member States could take to encourage companies, social partners and organisations involved in vocational training to prevent all forms of gender-based discrimination, in particular as regards harassment and sexual harassment in the workplace;
Amendment 177 #
Motion for a resolution Paragraph 8 e (new) 8 e. Notes that it is important to have a comprehensive anti-discrimination and anti-harassment policy that takes into account intersectionality and the unique experiences of marginalised groups. Education, training, and awareness- raising efforts that address intersectionality and the specific needs of marginalised groups should be provided to staff and members of the European institutions;
Amendment 178 #
Motion for a resolution Paragraph 8 f (new) 8 f. Calls on the Commission and the Member States to ensure that funding mechanisms for programmes to combat violence against women can be used for awareness raising and to support civil society organisations addressing violence against women, including sexual harassment;
Amendment 179 #
8 f. Calls on the Commission and the Member States to ensure that EU funding is available and accessible for organizations that design and develop anti-harassment policies, specifically in the place of work;
Amendment 18 #
Motion for a resolution Citation 16 a (new) — having regard to the Bureau Decision of 2 July 2018 on the functioning of the advisory committee dealing with harassment complaints concerning Members of the European Parliament and its procedures for dealing with complaints,
Amendment 181 #
Motion for a resolution Paragraph 8 g (new) 8 g. Emphasizes that psychological and sexual harassment in the workplace is illegal and perpetrators can be subject to criminal and/or administrative proceedings;
Amendment 182 #
Motion for a resolution Paragraph 8 h (new) 8 h. Calls on Member States to ratify the International Labour Organisation Convention on Violence and Harassment (No. 190);
Amendment 183 #
Motion for a resolution Paragraph 8 i (new) 8 i. Calls on Member States to ensure effective reporting mechanisms and procedures in cases of violence and harassment in the world of work and establish necessary measures to ensure protection against the victimization of or retaliation against complainants, victims, witnesses and whistle-blowers and ensure the protection of the privacy of those individuals involved and confidentiality and ensure that requirements for privacy and confidentiality are not misused;
Amendment 184 #
Motion for a resolution Paragraph 8 j (new) 8 j. Recommends that advice on adequately addressing harassment at the workplace and ensuring a safe work environment, legal remedies available to the employer including disciplinary measures and providing the possibility of early conciliation, if the victim wishes so, and legal advice and support for victims, should be provided by external counseling services to both victims and employers;
Amendment 185 #
Motion for a resolution Paragraph 8 k (new) 8 k. Calls on the Commission and Member states to make available appropriate resources to promote the establishment and continuation of safe spaces in the workplace, both online and offline, in particular single gender safe spaces, where women in all their intersectional diversity, may go in order to exchange information, and build community networks and receive peer- support, especially to those with the goal of empowering and uplifting women in all their intersectional diversity;
Amendment 186 #
Motion for a resolution Paragraph 8 l (new) 8 l. Calls on Member States to ensure that all workers, at the start of their contract, receive information on anti- harassment procedures and policies in place, the workers’ rights in instances of harassment and violence against them in the workplace and accessing external counseling services;
Amendment 187 #
Motion for a resolution Subheading 2 Harassment in the European
Amendment 188 #
Motion for a resolution Subheading 2 Harassment in the E
Amendment 189 #
Motion for a resolution Paragraph 8 a (new) 8 a. Welcomes the progress made on reforming anti-harassment policies in the different EU institutions after the MeToo movement was formed; notes, however, that in all institutions, improvements can be made as to better protect and support victims and sanction perpetrators; particularly in the case of the European Parliament recalls that any deterrent legal framework must comply with the EU law principle of proportionality of penalties and, therefore, calls for a revision of article 176 of Rules of Procedure to comply with that principle and to take into consideration the damage of sexual harassment and psychological harassment to victims; calls also for a more protective framework and new support measures for victims of harassment, notably psychological support while the procedure is ongoing;
Amendment 19 #
Motion for a resolution Recital A Amendment 190 #
Motion for a resolution Paragraph 8 b (new) 8 b. Calls on all EU institutions and agencies to regularly exchange their best practices in tackling harassment, including anti-harassment policies, guidelines or any new provisions on how to deal with it;
Amendment 191 #
Motion for a resolution Paragraph 8 c (new) 8 c. Calls for all EU institutions to introduce a network of confidential counsellors or external mediators to provide guidance and support to victims of sexual harassment and encourages cooperation between confidential counsellors in different EU bodies, which is essential for smaller bodies with fewer staff members available to provide adequate support;
Amendment 192 #
Motion for a resolution Paragraph 9 9. Insists that the measures to address sexual harassment are not strong enough and do not include all of the actions requested in previous resolutions; welcomes the fact that this parliamentary term is the first in which Members have been required to sign a declaration confirming their commitment to complying with the Code of Appropriate Behaviour; welcomes the signature by all Members of the Declaration on the Code of Appropriate Behavior adopted by the Bureau; is convinced by the political will of the European Parliament to tackle the sexual and other types of harassment inside and outside of the institution; calls for a further transparency on all procedures and implementation of concrete measures by different authorities at the political and administrative level;
Amendment 193 #
Motion for a resolution Paragraph 9 9.
Amendment 194 #
Motion for a resolution Paragraph 9 9. Insists that the measures to address sexual harassment are not strong enough and do not include all of the actions requested in previous resolutions; welcomes the fact that this parliamentary term is the first in which Members have been required to sign a declaration confirming their commitment to complying
Amendment 195 #
Motion for a resolution Paragraph 9 9. Insists that the measures to address sexual harassment in the Parliament are not strong enough and do not include all of the actions requested in previous resolutions; welcomes the fact that this parliamentary term is the first in which Members have been required to sign a declaration confirming their commitment to complying with the Code of Appropriate Behaviour; notes with concerns that despite efforts taken there are still cases of sexual harassment in Parliament;
Amendment 196 #
Motion for a resolution Paragraph 9 9.
Amendment 197 #
Motion for a resolution Paragraph 9 9.
Amendment 198 #
Motion for a resolution Paragraph 9 a (new) 9 a. Welcomes the progress made on reforming anti-harassment policy in the different EU institutions after the MeToo movement was formed; however notes that in all institutions, improvements can be made as to better protect and support victims and sanction perpetrators;
Amendment 199 #
Motion for a resolution Paragraph 9 b (new) 9 b. Calls on all EU institutions and agencies to regularly exchange their best practices in tackling harassment, including anti-harassment policies, guidelines or any new provisions on how to deal with it;
Amendment 2 #
Motion for a resolution Citation 4 — having regard to the International Labour Organization Convention on Violence and Harassment (No. 190) and the Violence and Harassment Recommendation (206) and to the main provisions thereof,
Amendment 20 #
Motion for a resolution Recital A A. whereas gender equality is a core value of the EU
Amendment 200 #
Motion for a resolution Paragraph 9 c (new) 9 c. Calls for all EU institutions to introduce a network of confidential counsellors or external mediators to provide guidance and support to victims of sexual harassment and encourages cooperation between confidential counsellors in different EU bodies, which is essential for smaller bodies with fewer staff members available to provide adequate support;
Amendment 201 #
Motion for a resolution Paragraph 10 10. Welcomes the harassment prevention training offered to Members, managers in Parliament’s Secretariat and staff; is convinced, however, that voluntary harassment prevention training has proven insufficient as only 260 out of 705 Members have completed the training in this term; calls again for the i
Amendment 202 #
Motion for a resolution Paragraph 10 10. Welcomes the harassment prevention training offered to Members, managers in Parliament’s Secretariat and staff; is convinced, however, that voluntary harassment prevention training has proven
Amendment 203 #
Motion for a resolution Paragraph 10 10. Welcomes the harassment prevention training offered to Members, managers in Parliament’s Secretariat and staff; is convinced, however, that voluntary harassment prevention training has proven insufficient as only 260 out of 705 Members have completed the training in this term; calls again for the introduction of mandatory training for all Members
Amendment 204 #
Motion for a resolution Paragraph 10 10. Welcomes the harassment prevention training offered to Members, managers in Parliament’s Secretariat and staff; is convinced, however, that voluntary harassment prevention training has proven insufficient; calls for the introduction of mandatory training for all Members at the very beginning of each mandate and all staff; is concerned by a low number of Members who attended the training so far: only 260 Members out of 705 Members have completed the training which represents 36,9 % of all members. Therefore calls for further actions in order to secure that Members complete the harassment prevention training and the publication of the participants' list on the website of the European Parliament;
Amendment 205 #
Motion for a resolution Paragraph 10 10. Welcomes the harassment prevention training offered to Members,
Amendment 206 #
Motion for a resolution Paragraph 10 10. Welcomes the harassment prevention training offered to Members, managers in Parliament’s Secretariat and staff;
Amendment 207 #
Motion for a resolution Paragraph 10 10. Welcomes the harassment prevention training offered to Members, managers in Parliament’s Secretariat and
Amendment 208 #
Motion for a resolution Paragraph 10 a (new) 10 a. Stresses the importance of early intervention and enforcement by DG PERS and DG HR of the working conditions set in the Staff Regulations and the Conditions of Employment of Other Servants, where harassment is already condemn; highlights also the need to engage in a dialogue with political groups on implementing group's internal policies regarding harassment and calls on Parliamentary Groups and National Delegations to train human resources managers and to establish protocols of interventions for situations where harassment is detected within their members and personnel;
Amendment 209 #
Motion for a resolution Paragraph 11 Amendment 21 #
Motion for a resolution Recital A A. whereas
Amendment 210 #
Motion for a resolution Paragraph 11 11. Welcomes the measures implemented under the ‘Updated Roadmap for the adaptation of preventive and early support measures to deal with conflict and harassment between Members of the EP and APAs, trainees and other staff’ adopted by the Bureau on 12 March 2018, and the Gender Action Plan; calls for the improvement, on a regular basis, of awareness raising for all persons working on Parliament’s premises about the zero- harassment policy, in order to provide them with the tools to recognise all forms of harassment and to report it; calls for more data so as to ascertain the extent of which harrasment affects employees within the EP including a particular focus on the LGBTI community;
Amendment 211 #
Motion for a resolution Paragraph 11 11. Welcomes the measures implemented under the ‘Updated Roadmap for the adaptation of preventive and early support measures to deal with conflict and harassment between Members of the EP and APAs, trainees and other staff’ adopted by the Bureau on 12 March 2018, and the Gender Action Plan; calls for the improvement, on a regular basis, of awareness raising for all persons working on Parliament’s premises about the zero- harassment policy, in order to provide them with the tools to recognise all forms of harassment and to report it; requests a monitoring mechanism for the implementation of this policy with the participation of the FEMM Committee
Amendment 212 #
Motion for a resolution Paragraph 11 11.
Amendment 213 #
Motion for a resolution Paragraph 12 Amendment 214 #
Motion for a resolution Paragraph 12 12.
Amendment 215 #
Motion for a resolution Paragraph 12 12. Notes the work of the Advisory Committee on Harassment and its prevention at the workplace and the Advisory Committee dealing with harassment complaints concerning Members of the European Parliament; calls for full transparency about how Parliament is addressing issues of harassment, while protecting the identity of those affected, and invites both committees to draft and
Amendment 216 #
Motion for a resolution Paragraph 12 12. Notes the work of the Advisory Committee on Harassment and its prevention at the workplace and the Advisory Committee dealing with harassment complaints concerning Members of the European Parliament; calls for full transparency about how Parliament is addressing issues of harassment, while protecting the identity of those affected
Amendment 217 #
Motion for a resolution Paragraph 12 12. Notes the work of the Advisory Committee on Harassment and its prevention at the workplace and the Advisory Committee dealing with harassment complaints concerning Members of the European Parliament; calls for full transparency about how Parliament is addressing issues of harassment, while protecting the identity of those affected, and invites both committees to draft and publish their monitoring reports and risk assessments annually on the European Parliament website; calls for an independent evaluation of the measures in place
Amendment 218 #
Motion for a resolution Paragraph 12 12. Notes the work of the Advisory Committee on Harassment and its prevention at the workplace and the Advisory Committee dealing with harassment complaints concerning Members of the European Parliament; calls for full transparency about how Parliament is addressing issues of harassment, while protecting the identity of those affected, and invites both committees to draft and
Amendment 219 #
Motion for a resolution Paragraph 12 a (new) 12 a. Calls again for full transparency about how Parliament is addressing issues of harassment, while protecting the identity of those affected, and invites both committees to draft and publish their monitoring reports and risk assessments annually on the European Parliament website; calls again for an independent evaluation of the measures in place by external and auditors selected in a transparent procedure; recommends, in line with its previous resolutions, that a task force of independent experts be set up with a mandate to examine the situation of sexual harassment and abuse in Parliament, in order to carry out an evaluation of its existing Advisory Committee dealing with complaints between Accredited Parliamentary Assistants and Members of the European Parliament concerning Harassment and its Prevention at the Workplace and the Staff Advisory Committee for Parliament Staff on Harassment Prevention, and propose adequate changes;
Amendment 22 #
Motion for a resolution Recital A A. whereas
Amendment 220 #
Motion for a resolution Paragraph 12 a (new) 12 a. reiterates its call for measures to aim to provide protection against victimisation of or retaliation against complainants, victims, witnesses and whistle-blowers;
Amendment 221 #
Motion for a resolution Paragraph 13 Amendment 222 #
Motion for a resolution Paragraph 13 13. Asks for the
Amendment 223 #
Motion for a resolution Paragraph 13 13.
Amendment 224 #
Motion for a resolution Paragraph 13 13. Asks for the
Amendment 225 #
Motion for a resolution Paragraph 13 13. Asks for the composition of the advisory committees to be updated to ensure a
Amendment 226 #
Motion for a resolution Paragraph 13 13.
Amendment 227 #
Motion for a resolution Paragraph 13 13. Asks for the composition of the advisory committees to be updated to ensure
Amendment 228 #
Motion for a resolution Paragraph 13 a (new) 13 a. Regrets that harassment procedures are extended over years causing unnecessary harm to Members, APAs and staff; reminds that it is a legal responsibility of Parliament´s Administration to investigate cases brought before it with due diligence, that alleged victims must be heard by the Committee within a reasonable period of time after the request is submitted and that the President shall endeavour to notify the decision within six weeks of receiving the report; therefore, calls on the Bureau to include an article on prescribed time-limits to ensure that the Bureau Decision of 2 July 2018 complies with the EU law principles of legal certainty and good administration;
Amendment 229 #
Motion for a resolution Paragraph 13 a (new) 13 a. Notes the importance of whistleblowers in harassment cases; reiterates its recommendation to revise the Staff Regulations, especially Article 22c thereof, in order to align it with the standards of the Whistleblower Directive; calls on the Bureau, in the interim, to immediately revise Parliament’s Internal Rules Implementing Article 22c of the Staff Regulations to bring them in line with the protections provided for in the Whistleblower Directive;
Amendment 23 #
Motion for a resolution Recital A A. whereas
Amendment 230 #
Motion for a resolution Paragraph 14 Amendment 231 #
Motion for a resolution Paragraph 14 Amendment 232 #
Motion for a resolution Paragraph 14 Amendment 233 #
Motion for a resolution Paragraph 14 14. Calls for the European Ombudsman to provide coherent information on an annual basis to Parliament’s High-Level Group on Gender Equality and Diversity regarding complaints about maladministration relating to gender equality
Amendment 234 #
Motion for a resolution Paragraph 14 14. Calls for the European Ombudsman to provide coherent information on an
Amendment 235 #
Motion for a resolution Paragraph 14 14. Calls for the European Ombudsman to provide coherent information on an annual basis to Parliament’s High-Level Group on Gender Equality and Diversity regarding complaints about maladministration relating to
Amendment 236 #
Motion for a resolution Paragraph 14 a (new) 14 a. Calls on the European Parliamentary Research Service to commission a study on the added value of whistle-blower platforms in workplaces and how it could be applicable within the EU institutions, the outcomes and recommendations of which should be presented in a workshop or hearing with exchanges of views in relevant Parliament committees;
Amendment 237 #
Motion for a resolution Paragraph 14 a (new) 14 a. Calls on the European Parliamentary Research Service to commission a study on the added value of whistle-blower platforms in workplaces and how it could be applicable within the EU institutions, the outcomes and recommendations of which should be presented in a workshop or hearing with exchanges of views in relevant Parliament committees;
Amendment 238 #
Motion for a resolution Paragraph 14 b (new) 14 b. Calls on the European institutions to strengthen their internal rules and policies to ensure that in cases of harassment and violence, the sanction consists of the temporary suspension and the deduction of the salary and related benefits for the length of the suspension and, in cases of gross misconduct, of the termination of the contract when legally feasible;
Amendment 239 #
Motion for a resolution Paragraph 14 b (new) 14 b. Calls on the European institutions to strengthen their internal rules and policies to ensure that in cases of harassment and violence, they should not only suspend the perpetrator, but also entirely suspend their salary and other connected income or end their contract;
Amendment 24 #
Motion for a resolution Recital A a (new) A a. whereas sexual harassment means any form of unwanted verbal, non-verbal or physical conduct of a sexual nature that occurs in the course of, linked with, or arising in matters of employment, occupation, self-employment, education, in public spaces and any other area of life, with the purpose or effect of violating the dignity of a person, in particular when creating an intimidating, hostile, degrading, humiliating or offensive environment; whereas women and girls are disproportionately affected by sexual harassment; whereas perpetrators are predominantly men;
Amendment 240 #
Motion for a resolution Paragraph 14 c (new) 14 c. Calls on the European institutions to implement an external audit on the situation of harassment in their institutions, including the review of existing procedures and systems in place that deal with cases of harassment, to make the outcome of the results public and to make reforms on the basis of the recommendations from the audit;
Amendment 241 #
Motion for a resolution Paragraph 14 c (new) 14 c. Calls on the European institutions to implement an external audit on the situation of harassment in their institution, including the review of existing procedures and systems in place that deal with cases of harassment, and make reforms on the basis of the conclusions and recommendation of that audit and make it public;
Amendment 25 #
Motion for a resolution Recital A b (new) A b. whereas gender based violence, including abuse and harassment must be seen in the light of broader perspectives such as sexism, harmful gender stereotypes and unequal power relations in society and working life; whereas various dimensions are needed to understand what creates superiority and inferiority in society and working life; whereas feminist trade unionism is an important tool to prevent sexual harassment in the workplace and for bringing about change by taking the starting point that gender, as well as other intersecting identities, shapes people's position in the labour market and societies as a whole;
Amendment 26 #
Motion for a resolution Recital B Amendment 27 #
Motion for a resolution Recital B B. whereas sexual harassment is defined in EU law as “any form of unwanted verbal, non-verbal or physical conduct of a sexual nature occurs, with the purpose or effect of violating the dignity of a person, in particular when creating an intimidating, hostile, degrading, humiliating or offensive environment”; whereas sexual harassment is a form of gender-based violence and an extreme form of gender-based discrimination which affects women and girls disproportionally; whereas harassment is often linked to other forms of discrimination in addition to gender-based discrimination and has to be addressed with an intersectional approach and from all its angles; whereas sexual harassment is a consequence of gender based stereotypes and sexism rooted in the unequal distribution of power between women and men; whereas it can occur in many different social settings such as at home, at the workplace, in educational system, but also in the public space;
Amendment 28 #
Motion for a resolution Recital B B. whereas sexual harassment is a form
Amendment 29 #
Motion for a resolution Recital B B. whereas sexual harassment is any form of unwanted verbal, non-verbal or physical conduct of a sexual nature with the purpose or effect of violating the dignity of a person, in particular when creating an intimidating, hostile, degrading, humiliating or offensive environment; whereas sexual harassment is a form of gender-based violence and an extreme form of gender-based discrimination which affects women and girls disproportionally
Amendment 3 #
Motion for a resolution Citation 4 a (new) Amendment 30 #
Motion for a resolution Recital B B. whereas ‘’sexual harassment’’ is a form of gender-based violence and an extreme form of gender-based discrimination which affects women and
Amendment 31 #
Motion for a resolution Recital B B. whereas sexual harassment is a form of gender-based violence
Amendment 32 #
Motion for a resolution Recital B B. whereas sexual harassment is a
Amendment 33 #
Motion for a resolution Recital B B. whereas sexual harassment is a form of
Amendment 34 #
Motion for a resolution Recital B a (new) B a. whereas “sexual harassment at work” means any form of unwanted verbal, non-verbal or physical conduct of a sexual nature, where it occurs in the course of, linked with, or arising from the world of work including service relationships, informal and undocumented work, with the purpose or effect of violating the dignity a person or resulting in other forms of physical, psychological, sexual and economic harm, in particular when creating an intimidating, hostile, degrading, humiliating or offensive environment, including where a person’s rejection of, or submission to, such conduct is used explicitly or implicitly as a basis for job- related decisions; whereas sexual violence and harassment in the workplace is a matter of health and safety and should be treated and prevented as such;
Amendment 35 #
Motion for a resolution Recital B a (new) B a. whereas violence and harassment at work is a widespread phenomenon around the world, with more than one in five (nearly 23 per cent) persons in employment having experienced violence and harassment at work during their working life, whether physical, psychological or sexual; whereas women are particularly exposed to sexual violence and harassment at work; whereas young women are twice as likely as young men to have experienced sexual violence and harassment, and migrant women are almost twice as likely as non- migrant women to report sexual violence and harassment;
Amendment 36 #
Motion for a resolution Recital B a (new) B a. whereas gender-based violence is both a cause and a consequence of gender inequality; whereas to prevent and combat gender-based violence, including sexual harassment, it is crucial that the EU and Member States make significant progress towards achieving gender equality by concrete action and fully implementing gender mainstreaming and gender budgeting in all policy areas and decision- making;
Amendment 37 #
Motion for a resolution Recital B a (new) Ba. whereas the MeToo movement has taken various forms, some of which may have given rise to confusion by giving equal consideration to acts of a different nature and severity, and whereas, in the interest of victims, it is therefore necessary to draw on an objective and robust definition of sexual harassment;
Amendment 38 #
Ba. whereas sexual harassment creates an intimidating, hostile and/or humiliating situation for the victim, and whereas it is an unacceptable practice in any circumstances and can be prosecuted through the channels provided for by the law;
Amendment 39 #
Motion for a resolution Recital B a (new) B a. B a. Whereas sexual harassment in European streets has a gendered dimension with a disproportionate number of women and girls falling victim to sexual harassment including, but not limited to, sexual assault and rape;
Amendment 4 #
Motion for a resolution Citation 5 Amendment 40 #
Motion for a resolution Recital B b (new) Amendment 41 #
Motion for a resolution Recital B b (new) B b. whereas the MeToo movement has shown the magnitude and nature of sexual harassment and has sparked an international movement and a debate about the underlying causes and possible responses; whereas despite the public response, the progress in addressing the issue of sexual harassment after five years of the MeToo movement is not sufficient and there is a need for urgent action;
Amendment 42 #
Motion for a resolution Recital B b (new) Bb. whereas in some Member States foreigners are over-represented among people accused of sexual violence, particularly on public transport, where the conditions lend themselves to sexual harassment;
Amendment 43 #
Motion for a resolution Recital B c (new) B c. whereas gender-based discrimination, including sexual harassment, can be exacerbated where it intersects with discrimination based on gender or sex and other grounds of discrimination prohibited by Union law, namely nationality, race, colour, ethnic or social origin, genetic features, gender identity, gender expression, sex characteristics, language, religion or belief, political or any other opinion, membership of a national minority, birth, dissability, age, sexual orientation, anbd socioeconomic class; whereas sexual harassment and intersectional harassment needs to be addressed with an intersectional approach and from all its angles;
Amendment 44 #
Motion for a resolution Recital B c (new) B c. whereas non-disclosure agreements (NDAs), also known as confidentiality clauses, are legally binding agreements that prevent a person or organisation from sharing information; whereas the MeToo movement raised public awareness of the misuse of NDAs, exposing their use to protect individuals; whereas the misuse of NDAs in the context of sexual harassment is of concern and need to be addressed;
Amendment 45 #
Motion for a resolution Recital B c (new) Bc. whereas in neighbourhoods where Islam has a strong influence, women who do not wear the Islamic veil and homosexual men are particularly likely to be harassed or attacked; whereas this must be taken into account in the design of prevention programmes;
Amendment 46 #
Motion for a resolution Recital C Amendment 47 #
Motion for a resolution Recital C C. whereas one in two women (55 % ) have been sexually harassed in the EU; whereas 32 % of all victims in the EU said the perpetrator was a superior, colleague or customer; whereas 75 % of women in professions requiring qualifications or top management jobs have been sexually harassed; whereas 61 % of women employed in the service sector have been subjected to sexual harassment7a; whereas the proportion of women who have ever worked and have experienced any unwanted behaviour with a sexual connotation in the workplace varies between Member States, ranging from 11 % to 41 %7 ; whereas cyber harassment, like other forms of gender-based cyber violence, has become increasingly common; _________________ 7 EU survey on gender-based violence
Amendment 48 #
Motion for a resolution Recital C C. whereas the proportion of women who have ever worked and have experienced any unwanted behaviour with a sexual connotation in the workplace varies between Member States, ranging from 11 % to 41 %7 ; whereas sexual harassment disproportionately affects women workers, including women from racialized communities; whereas colourism is a serious issue that needs addressing in the work place; _________________ 7 EU survey on gender-based violence
Amendment 49 #
Motion for a resolution Recital C C. whereas the proportion of women who have ever worked and have experienced any unwanted behaviour with a sexual connotation in the workplace varies between Member States, ranging from 11 % to 41 %
Amendment 5 #
Motion for a resolution Citation 6 a (new) — having regard to Directive (EU) 2019/1937 of the European Parliament and of the Council of 23 October 2019 on the protection of persons who report breaches of Union law (whistleblowers),
Amendment 50 #
Motion for a resolution Recital C a (new) C a. whereas cyber-harassment, as a form of gender-based cyber violence, is constantly increasing as a consequence of the widespread use of the internet and social medias; whereas a recent survey shows that 13 % of women were subjected to cyber-harassment in the past five years and 8 % in the past 12 months; whereas some professions, such as politicians, journalists or female activist in human rights civil organisations are particularly victims of online violence; whereas a European Parliamentary Research Service study has recently quantified the cost of gender-based cyber violence to be between €49.0 and €89.3 billion;
Amendment 51 #
Motion for a resolution Recital C a (new) Amendment 52 #
Motion for a resolution Recital C a (new) C a. whereas the percentage of people experiencing sexual harassment is higher when they are part of one or more marginalized groups; whereas 21% of LGBTIQ+ felt discriminated against at work, whereas the percentage is even higher for trans (35%) and intersex (32%) people1a; _________________ 1a https://fra.europa.eu/en/publication/2020/ eu-lgbti-survey-results
Amendment 53 #
Motion for a resolution Recital C a (new) Ca. whereas reports and statistics should remain objective without being conditioned by specific views, such as gender mainstreaming, which influence the course of the results;
Amendment 54 #
Motion for a resolution Recital D D. whereas harassment is widespread but under-reported; whereas
Amendment 55 #
Motion for a resolution Recital D D. whereas sexual harassment is widespread but under-reported
Amendment 56 #
Motion for a resolution Recital D D. whereas harassment is widespread
Amendment 57 #
Motion for a resolution Recital D D. whereas harassment is widespread but under-reported, especially within the LGBTQ movement, where different norms prevail; whereas harassment in the workplace has serious consequences for the physical and psychological health and well-being of employees and therefore its prevention and treatment should be a priority for every employer;
Amendment 58 #
Motion for a resolution Recital D D. whereas
Amendment 59 #
Motion for a resolution Recital D D. whereas harassment is widespread but under-reported; whereas harassment in the workplace has serious consequences for the physical and psychological health and well-being of employees and therefore its prevention and treatment should be a priority for every employer and employee, among themselves;
Amendment 6 #
Motion for a resolution Citation 7 Amendment 60 #
Motion for a resolution Recital D a (new) D a. whereas victims of sexual harassment are often unlikely to report it; whereas this is often due to the normalisation of sexual harassment, lack of awareness about what constitutes sexual harassment, fear of reprisals, lack of effective redress or reporting mechanisms, lack of specialised support services for victims, secondary victimisation, and stereotypes blaming the victim instead of the perpetrator;
Amendment 61 #
Motion for a resolution Recital D a (new) D a. whereas harassment in the workplace has serious consequences for the physical and psychological health and well-being of employees and therefore its prevention and treatment should be a priority for every employer; whereas sexual harassment in the workplace is particularly prevalent in sectors with low levels of job security, such as sectors characterised by high rates of short-term freelance contracts;
Amendment 62 #
Motion for a resolution Recital D a (new) D a. whereas in order to ensure easy access to appropriate and effective protection, remedies and safe, fair and effective reporting and procedures in cases of violence and harassment in the world of work it is key to protect against victimization of or retaliation against complainants, victims, witnesses and whistle-blowers;
Amendment 63 #
Motion for a resolution Recital D a (new) D a. D a. Whereas in the light of Russia’s war of aggression against Ukraine, Ukrainian refugees, particularly women, are more vulnerable to sexual exploitation including, but not limited to, the workplace;
Amendment 64 #
Motion for a resolution Recital D b (new) D b. whereas sexual harassment continues to represent serious problems in a variety of social settings, including the workplace, public spaces, virtual spaces such as the internet, and political life, and are increasingly being carried out using new technologies, for example websites or social networks, enabling perpetrators to feel safe under cover of anonymity; whereas sexual harassment online can constitute amongst other things non- consensual sharing of intimate content, cyberstalking, exploitation, coercion or threats of a sexual nature, sexualised bullying and unwanted sexualisation;
Amendment 65 #
Motion for a resolution Recital D b (new) D b. whereas sexual harassment in education is widespread and under- reported; whereas harassment in education has serious consequences for the physical and mental health and well- being of students, impacts the students learning and has life long implications; whereas harassment and violations in education risks becoming normalized which has severe consequences not only in education but also in workplaces and every part of society; whereas the progress in addressing the issue of sexual harassment in education, including preventive measures, is not sufficient;
Amendment 66 #
Motion for a resolution Recital D b (new) D b. whereas whistle-blowers play a pivotal role in exposing sexual and psychological harassment, mismanagement and discrimination in the workplace;
Amendment 67 #
Motion for a resolution Recital E E. whereas in October 2022 the world celebrated the 5th anniversary of the social movement Metoo, encouraging women and other victims of sexual harassment to speak up, with the aim of raising awareness about the widespread violence; whereas since that time, the movement encouraged victims worldwide to speak up in different spheres, including in politics; whereas unfortunately the European Parliament is neither a perfectly safe working place and there are cases of sexual and other harassment within our house of Democracy; whereas the European Parliament immediately condemned the sexual harassment in its first resolution of October 2017, then reinforced its position in 2019 and in 20218a; whereas the progress made in addressing the issue of sexual harassment after the MeToo movement is not sufficient and there is still a lot to be done within the European institutions and beyond; whereas the European institutions have started to adapt their internal rules and procedures in order to better identify, counter and
Amendment 68 #
Motion for a resolution Recital E E. whereas the progress made in addressing the issue of sexual harassment after the MeToo movement is not yet sufficient and there is still a lot to be done within the European institutions
Amendment 69 #
Motion for a resolution Recital E E. whereas
Amendment 7 #
Motion for a resolution Citation 7 a (new) — having regard to the Commission communication of 12 November 2020 entitled ‘Union of Equality: LGBTIQ Equality Strategy 2020-2025’ (COM(2020)698)
Amendment 70 #
Motion for a resolution Recital E E. whereas
Amendment 71 #
Motion for a resolution Recital E E. whereas despite the progress made in addressing the issue of sexual harassment after the MeToo
Amendment 72 #
Motion for a resolution Recital E a (new) E a. whereas the European institutions have started to adapt their internal rules and procedures in order to better prevent, identify, counter and sanction harassment; whereas the implementation of prevention mechanisms and reforms of anti-harassment procedures in the European Parliament, as called for in the European Parliament resolution of 16 December 2021 on MeToo, has been met with a certain degree of reluctance to implement these calls, resulting not only from ignorance of the phenomenon of harassment but also from the lack of clarity of Parliament’s existing legal rules;
Amendment 73 #
Motion for a resolution Recital E a (new) E a. whereas the European institutions have started to adapt their internal rules and procedures in order to better prevent, identify, counter and sanction harassment; whereas the implementation of prevention mechanisms and reforms of anti-harassment procedures in the European Parliament, as called for in the EP resolution of 16 December 2021 on MeToo, has been met with a certain degree of reluctance to implement these calls, resulting not only from ignorance of the phenomenon of harassment but also from the lack of clarity of Parliament’s legal rules;
Amendment 74 #
Motion for a resolution Recital E a (new) E a. whereas sexual harassment and other types of violence, offensive or unwanted behaviour in the workplace must be understood as a health and safety issue and not as individual problems of the victim or the perpetrator; whereas no part of the labour market nor working life is protected from sexual harassment, but the incidence varies, as do the expressions the harassment can take;
Amendment 75 #
Motion for a resolution Recital E a (new) Ea. whereas the EU institutions should show themselves to be exemplary, especially in a matter as important as the prevention of harassment;
Amendment 76 #
Motion for a resolution Recital E b (new) E b. whereas studies show that working conditions, job security and type of work are risk factors for being exposed of sexual harassment at work; whereas collective bargaining is an important tool for preventing and combating violence and sexual harassment, including gender- based violence in workplaces, third-party harassment, and the effects of domestic violence at work;
Amendment 77 #
Motion for a resolution Recital E b (new) Eb. whereas it is important that the views of certain ideologies do not impose themselves and upset the objectivity and functioning of the institutions;
Amendment 78 #
E c. whereas sexual harassment is a widespread phenomenon that undermines equality at work, while it can affect anyone, sexual harassment particularly affects women, and reinforces stereotypes about their abilities and aspirations; whereas sexual harassment can have a silencing effect and negative impact on victims’ pay, career progression and working conditions, and potentially drive individuals out of the world of work; whereas it also contributes to fewer women entering or remaining in the labour market, adding to the labour force participation gap, and to women being paid less than men and thereby exacerbating the gender pay gap;
Amendment 79 #
Motion for a resolution Recital E d (new) Amendment 8 #
Motion for a resolution Citation 8 Amendment 80 #
Motion for a resolution Recital F F. whereas in its previous resolutions, Parliament called for the introduction of several concrete measures introducing a zero-tolerance approach but, several years on, only some of them have been fully implemented and more needs to be done; whereas in its opinion the Legal Service of the Parliament stated that the introduction of mandatory harassment prevention training would not affect the exercise of their free and independent mandate;
Amendment 81 #
Motion for a resolution Recital F F. whereas in its previous resolutions, Parliament called for the introduction of several concrete measures introducing a zero-tolerance approach but, several years on, only some of them have been fully implemented and more needs to be done; whereas research shows harassment training must be complemented by bystander training, and delivers better results when directed at management level and staff;
Amendment 82 #
Motion for a resolution Recital F F. whereas in its previous resolutions, Parliament called for the introduction of several concrete measures in
Amendment 83 #
Motion for a resolution Recital F F. whereas in its previous resolutions, Parliament called for the introduction of
Amendment 84 #
Motion for a resolution Recital F F. whereas in its previous resolutions, Parliament called for the introduction of several internal concrete measures introducing a zero-tolerance approach but, several years on, only some of them have been fully implemented and more needs to be done;
Amendment 85 #
Motion for a resolution Recital F F. whereas in its previous resolutions, Parliament called for the introduction of several concrete measures introducing a zero-tolerance approach but
Amendment 86 #
Motion for a resolution Recital F a (new) F a. whereas more data is required to understand the breakdown of harassment that exists, particularly keeping in mind that many LGBTI employees work in an environment marked by prejudice and hostility;
Amendment 87 #
Motion for a resolution Recital G G. whereas the European institutions in general and the European Parliament in particular, as a legislator, should set an example for all
Amendment 88 #
Motion for a resolution Recital G G. whereas the European institutions in general and the European Parliament in particular, as a legislator, should set an example for all employers in all their diversity; whereas Members of the European Parliament, both as the directly elected representatives of EU citizens and as legislators, have a special responsibility to carry out their duties respecting the highest standards and EU law;
Amendment 89 #
Motion for a resolution Recital G G. whereas the European institutions in general and the European Parliament in particular, as a legislator and employer, should set an example for all employers; whereas Members of the European Parliament, both as the directly elected representatives of EU citizens and as legislators, have a special responsibility to carry out their duties respecting the highest standards and EU law;
Amendment 9 #
Motion for a resolution Citation 8 a (new) — having regard to its resolution of 11 September 2018 on measures to prevent and combat mobbing and sexual harassment at workplace, in public spaces, and political life in the EU,
Amendment 90 #
Motion for a resolution Recital G G. whereas the European institutions in general and the European Parliament in particular, as a legislator, should set an example for all employers and employees; whereas Members of the European Parliament, both as the directly elected representatives of EU citizens and as legislators, have a special responsibility to carry out their duties respecting the highest standards and EU law;
Amendment 91 #
Motion for a resolution Recital G a (new) G a. Whereas cases of sexual harassment is a gendered phenomenon but harassment akin to bullying, denigration and belittling is undertaken by all genders;
Amendment 92 #
Motion for a resolution Recital G b (new) G b. Whereas European Parliament President Roberta Metsola stated that, “The European Parliament must be a safe and welcoming space for everyone - free from harassment. We must be the example”;
Amendment 93 #
Motion for a resolution Recital G c (new) G c. Whereas the Employment Equality Directive enshrines the right not to be discriminated against, nor be subjected to harassment, in employment contexts on the basis of sexual orientation[1]. [1] Council Directive 2000/78/EC of 27 November 2000 establishing a general framework for equal treatment in employment and occupation (OJ L 303, 2.12.2000, p. 16).
Amendment 94 #
Motion for a resolution Recital G d (new) G d. G d. Whereas The ‘Gender Equality Directives’ stipulate that sex- based and sexual harassment at work and in access to goods and services are contrary to the principle of equal treatment between men and women;
Amendment 95 #
Motion for a resolution Recital G e (new) G e. Whereas the proposal for a directive on violence against women defines “sexual harassment at work” as any form of unwanted verbal, non-verbal or physical conduct of a sexual nature, where it occurs in the course of, linked with, or arising in matters of employment, occupation and self-employment, with the purpose or effect of violating the dignity of the victim, in particular when creating an intimidating, hostile, degrading, humiliating or offensive environment;
Amendment 96 #
Motion for a resolution Paragraph -1 (new) -1. Strongly condemns all forms of gender-based violence, including sexual violence, and all forms of harassment, notably sexual harassment; welcomes in this regard the Commission’s proposal for a Directive on combating violence against women and domestic violence; reiterates its call on the Commission to submit on the basis of Article 83(1) TFEU a proposal for Council decision identifying gender based violence as a new area of crime;
Amendment 97 #
Motion for a resolution Paragraph 1 1. Reaffirms the EU’s commitment to tackling gender-based violence and welcomes the proposal for a directive on combating violence (COM(2022)0105); calls on the EU and the Member States to ensure that sexual harassment is included as a criminal offence in the field of work, as per existing EU anti-discrimination directives, and any other sphere of life, in line with the Istanbul Convention;
Amendment 98 #
Motion for a resolution Paragraph 1 1. Reaffirms the EU’s commitment to tackling gender-based violence and welcomes the proposal for a directive on combating violence against women and girls (COM(2022)0105);
Amendment 99 #
Motion for a resolution Paragraph 1 1. Reaffirms the EU’s commitment to tackling
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History
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