The ESMUC wants to be a benchmark in respect for the fundamental rights of people, and is committed to preventing and eradicating any discrimination based on sex and sexual orientation or situations of sexual harassment that may take place within the scope of the School.

With the anti-harassment protocol, mechanisms are established to protect members of the ESMUC community and move towards a more just, civic and respectful society with the rights and dignity of people.

ESMUC against sexual harassment and discrimination based on gender, sexual orientation, and gender identity and/or expression.

What is sexual harassment?

Any behaviour, whether physical or verbal, that has the purpose or effect of infringing upon a person’s sexual freedom. Especially when it occurs in a situation of power imbalance or intimidation.

Behaviours that can indicate the existence of sexual harassment. 

Verbal behaviours:

  • Obscene sexual comments

  • Offensive sexual jokes

  • Obscene language

  • Spreading rumours about someone’s sexual life

  • Demands regarding sexual desires or fantasies

  • Comments about someone’s body or physical appearance

  • Exhibition of sexual practices or abilities

  • Insistent invitations to engage in social activities outside of the Escola Superior de Música de Catalunya

  • Repeated invitations to compromising dates and encounters with sexual expectations

  • Suggesting exchanging favours for sexual purposes

Physical behaviours:

  • Lewd stares

  • Obscene gestures

  • Use of any sexually explicit graphic material

  • Deliberate physical contact of any kind

  • Intentional or allegedly accidental touching

What is discrimination based on gender, sexual orientation, and gender identity and/or expression?

Any inappropriate behaviour, based on or performed, in relation to gender, sexual orientation, gender identity and/or expression.

Behaviours that may demonstrate the existence of discrimination based on gender, sexual orientation, and gender identity and/or expression.

  • Employment discrimination due to being a woman.

  • Discrimination based on gender and/or sexual orientation in the application of labour rights, particularly in personal and work-life balance measures.

  • Condescending and/or paternalistic attitudes.

  • Disrespect based on gender and/or sexual orientation

  • Offensive ways of addressing a person

  • Undermining the abilities, skills, or intellectual competence of a person based on gender

  • The use of sexist jokes or comments

  • Assigning absurd or unattainable tasks, or denying access to necessary means and resources based on gender and/or sexual orientation

  • Arbitrary denial of permissions or benefits that the worker is entitled to

  • Refusing to address a person by their preferences (preferred name, articles or pronouns corresponding to gender they identify with).

The commitment of ESMUC in regards to prevention, detection, and implementation of measures against harassment and discrimination based on gender, sexual orientation, and gender identity and/or expression.

Guarantee the following principles in any harassment and discrimination proceedings:

  • Respect and protection

  • Confidentiality

  • Right to information and testimony for the people affected

  • Support from specifically trained individuals

  • Diligence and promptness

  • Fair treatment

  • Protection against possible retaliation

In the event that any case of sexual harassment or discrimination is proven, the person responsible will be subject to a penalty classified as very serious under disciplinary provisions, and may be dismissed in the case of staff or expelled in the case of students.

What can I do if I suffer some forms of harassment?

The anti-harassment commission 

Formed by:

  • General Management
    Núria Sempere

  • Two representatives from the Student Associations
    Ana Nicolás
    Llum Colomer

  • Two people from the ESMUC staff, one of whom must belong to the teaching staff and the other to the administration and services staff
    Marc Heilbron
    Maria Franch

  • One representative from the Employee Committee
    Carme Sediles

The anti-harassment protocol   

ESMUC Equality Plan 

The first ESMUC Equality Plan was approved in May 2015. The second Equality Plan is currently being developed.