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Harassment
Let’s work on a welcoming workplace for all!
Let’s work on a welcoming workplace for all!

Harassment encompasses any act, conduct, statement or request which is unwelcome to another person(s) and could, in all circumstances, reasonably be regarded as behaviour of a discriminatory, offensive, humiliating, intimidating or violent nature or an intrusion of privacy. Harassment may include an action, behaviour, statement or displays related to a person’s race, age, beliefs, religion, national or ethnic origin, physical attributes, sex, sexual orientation, marital status or family situation. Harassment concerns not only intent but also effect. An act which is reasonably perceived by a person or group as offensive may constitute harassment, be it intentional or not. The most common origin of harassment is unresolved conflict in the workplace.

Harassment involves any conduct that is unwelcome, and that could reasonably be regarded as offensive (or other prohibited characteristic).

Harassment includes, but is not limited to:

  • Bullying/Mobbing
  • Sexual Harassment
  • Abuse of authority
  • Retaliation

Sexual Harassment is any unwelcome sexual advance, request for sexual favours or other verbal or physical conduct of a sexual nature which is made a condition of employment or creates an intimidating environment through subtle pressure for sexual activities. Sexual harassment also constitutes an abuse of power. Both male and female colleagues can be either the victim or offender. Sexual harassment may be directed against a person of opposite sex or of the same sex. Sexual harassment may also occur outside the workplace and/or outside working hours.

Here are harassment cases at IOM that resulted in disciplinary measures:

  • Staff member sent a sexually explicit, offensive and disrespectful email to supervisor.
  • Staff member threatened to kill other staff members.
  • Staff member threatened two staff members and yelled at one of them.
  • Two staff members sent offensive, inappropriate and humiliating emails to each other, about another IOM staff member, from their IOM email accounts.
  • Staff member used inappropriate language when communicating with other staff members and requested staff members under supervision to perform tasks which were not related to function.

You have a duty to report any breach of IOM’s rules and regulations. Staff members reporting in good faith are protected against retaliation.

Last updated: 20 November 2019
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