Report on Sexual Harassment in the Workplace in EU ... - UNECE

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Quantitative and Qualitative Research 99 Spain: The Spanish Ministry suggested that data should be gathered from two chief sources: 1.) Routine surveys and 2.) Judicial system statistics. The UK: The Equality Commission in Northern Ireland stated that data needs to be collected centrally on both the complainant and harasser and also on areas such as: gender; sexual orientation; disability; race; age; transgenderism; size and sector of employment; standard occupational classification; union status. The EOC in the UK highlighted the need for research to establish how frequently sexual harassment leads to the termination of the employment relationship. 9.5 Summary: Qualitative and Quantitative Research As mentioned at the outset of this chapter the infrastructure for the collection of data in relation to Sexual Harassment/Harassment based on Sex is underdeveloped. None of the countries/organisations have dedicated research personnel examining or monitoring the issue on an ongoing basis. The fact that none of the employer organisations that responded to this question reported undertaking research on the issue might be slightly misleading as many of the preventative initiatives which are reported on in Chapter 10 are described as being undertaken by the ‘‘social partners’’. Notwithstanding this, and given the role of employers in establishing and ensuring the implementation of preventative policies as a defence to liability, it might have been anticipated that such policies would be grounded in research on the subject. This relates to another feature of the findings presented in this section, which is the limited evidence of the relationship between research findings and policy generally, although there are some notable exceptions to this (Germany, the UK and Finland). The purpose of requesting quantitative information on the prevalence / incidence and nature of sexual harassment in the context of this research was to try to establish a benchmark, aspects of which could perhaps be monitored over time. However, it is clear from the synthesis of the data provided by respondent organisations that the existing data is far too fragmented to provide such a benchmark. From the studies that have been conducted it would appear that the level of sexual harassment is substantial and the absolute number of women, in particular, affected over the course of their working lives would appear to be very significant. Notwithstanding this, quantitative studies are being conducted periodically in some of the countries surveyed. Where such research is being undertaken it is usually as a component of wider research into working conditions generally or the wider issue of violence against women. The former would appear to be an effective approach enabling cross referencing with other variables such as occupational type, sector etc. However, such an approach would not necessarily be capable of filling some of the research gaps highlighted above i.e. results of legal proceedings and psycho-social effects of sexual harassment. Another feature of the research is that a number of the dedicated research studies that have been undertaken have focused on the working conditions of women or, as aforementioned,
100 <strong>Report</strong> on Sexual Harassment in the Workplace in EU Member States on the issue of violence against women and there may therefore, be an under-representation in the research literature on the level and nature of male sexual harassment. The majority of the respondents have indicated that there is a need to collect data on all of the variables identified in this research, viz. incidence and nature of harassment, profile of the harasser, and the victim, profile of the organisation etc. In light of the role assigned under Article 8 of Directive 2002/73/EC to ‘‘a body or bodies responsible for the promotion, analysis, monitoring and support of equal treatment of all persons without discrimination on the grounds of sex,’’ it may be worthwhile adopting a common approach to the monitoring of sexual harassment involving surveys incorporating these and other categories of data, across the EU Member States. This would not only facilitate effective monitoring of the indicators that are to be developed in conjunction with this study but would also facilitate the transfer of the various ‘‘best practice’’ initiatives for the prevention of sexual harassment that are being developed within individual member states. Other research which has been conducted by individual Member States and which has a wider applicability to a range of equal opportunities issues is that which examines the link between sexual harassment and sick leave/absenteeism and ultimately to the victim’s alienation from the labour market.
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REPORT ON SEXUAL HARASSMENT IN THE
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Wt.—. 1,000. 7/04. Cahill. (M8468
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Table of Contents Acknowledgements
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Table of Contents vii 11 Conclusion
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Executive Summary Background to the
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Executive Summary xiii Spain and th
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Executive Summary xv Quantitative a
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CHAPTER 1 Background to the Researc
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Background to the Research 3 ■ Ar
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6 Report on Sexual
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CHAPTER 3 Legislative Provisions, C
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Legislative Provisions, Case Law an
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Page 74 and 75: Employer Liability 57 In Slovenia,
Page 76 and 77: Employer Liability 59 6.5 Employer
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Appendix 4: Ministerial Questionnai
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