GPNZ Sexual Harassment Policy explained

Values

Sexual harassment directly contravenes Greenpeace’s values, and undermines a culture in which diversity, inclusion, openness and respect are encouraged and demonstrated.

Sexual harassment is an unacceptable form of behaviour that causes significant distress. Sexual harassment erodes the rights of the individual, debilitates morale and interferes with the effectiveness of the work that Greenpeace is here to do.

Power and vulnerability

Power and Vulnerability

Sexual harassment most often occurs in relationships of unequal power or authority, although it may also take place between peers.

In providing a working environment free of harassment it is important to recognise that certain groups may be particularly vulnerable including, but not limited to:

• Ethnic and indigenous women
• People from non-English-speaking backgrounds
• People with disabilities
• People working in non-traditional areas
• Women working in isolated or confined areas, such as a ship.

Definitions

• Sexual harassment is any unwanted behaviour of a sexual nature.

• Any request for sexual activity together with an implied or overt promise of preferential treatment or a threat of detrimental treatment.

• Any physical behaviour, language or visual material of a sexual nature which is unwelcome or offensive.

• Unwelcome sexual advances,unwelcome requests for sexual favours or other conduct of a sexual nature that a reasonable person, having regard to all the circumstances, should anticipate could offend, humiliate or intimidate another person.

• Sexual harassment can take many different forms and may include
• physical contact,verbal comments, jokes, propositions, emails, text messages, posts on social networking sites and the display of offensive material.

In certain circumstances sexual harassment can be constituted by a single action.

• Sexual harassment can take place inside and outside of work hours and the workplace towards another employee, prospective employee (such as job applicant), volunteer, contractor, client, supporter, visitor or supplier.

Keeping GPNZ informed

Sexual harassment prevention is more effective when people have access to the information they need.

Greenpeace will ensure that employees have access to the information they need by:

• Promoting the sexual harassment prevention policy widely within the organisation on a regular basis.

• Conducting regular information sessions for employees about recognising sexual harassment, what is, and what is not, sexual harassment, how to report concerns and how to use the complaint process.

• This policy will be provided at induction and is posted on Greennet

• The Org Support Director will ensure that all employees and contractors who work in the organisation are aware of the policy and their rights and responsibilities.

• Those with leadership responsibilities such as managers, leaders, the Integrity Officer, members of the People and Culture team and Persons of trust will receive training to ensure they have the skills to deal with questions and complaints about sexual harassment and to ensure policy and procedures are adhered to

Who to approach to deal with sexual harassment

Who to approach to deal with sexual harassment