ESMUC > About ESMUC > Transparency Portal > Equity, Diversity and Inclusion > Anti-Harassment Protocol

Anti-Harassment Protocol

ESMUC seeks to be a benchmark in upholding fundamental human rights and is committed to preventing and eradicating any discrimination based on sex or gender, sexual orientation, gender identity and/or expression, as well as any situations of harassment that may occur within the School environment, or other discriminatory behaviors or abuses of power.

Through the anti-harassment protocol, mechanisms are established to protect members of the ESMUC community and to move forward towards a fairer, more civic-minded society that respects the rights and dignity of individuals.

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

Anti-Harassment Protocol
Exemples de comportaments que poden evidenciar l’existència d’una conducta d’assetjament sexual

Verbal behaviors:

  • Making obscene sexual comments

  • Telling offensive sexual jokes

  • Addressing someone in a degrading or obscene manner

  • Spreading rumors about a person’s sexual life

  • Asking about or describing sexual fantasies or preferences

  • Making crude remarks about someone’s body or physical appearance

  • Talking about one’s own sexual practices or abilities

  • Persistently inviting someone to take part in social or leisure activities

  • Offering or pressuring someone to agree to compromising dates or sexual encounters

  • Requesting sexual favors

Non-verbal behaviors:

  • Lewd or lascivious looks directed at the body

  • Obscene gestures

  • Using graphics, cartoons, drawings, photographs, or internet images with explicit sexual content

  • Sending letters, notes, emails, text messages, or messages through any other social network with offensive sexual content

Physical behaviors

Què és l’assetjament per raó de sexe o gènere?

Harassment on the grounds of sex or gender is considered to be any unwanted behavior, whether verbal or physical, carried out on the basis of a person’s sex or gender, with the purpose or effect of violating their dignity and creating an intimidating, degrading, or offensive environment (Art. 7.2 LOIEDH).

Exemples de comportaments que poden evidenciar l’existència d’assetjament per raó de sexe o gènere 

  • Discriminating against a female worker or student simply because she is a woman

  • Engaging in practices that violate women’s rights solely because they are women

  • Discriminating against a worker or student because she is pregnant or due to her maternity

  • Discriminating against a worker, male or female, because of their gender (for not conforming to the role culturally assigned to their sex) or for exercising labor rights related to the reconciliation of work and personal life

  • Displaying condescending or paternalistic attitudes

  • Engaging in discriminatory conduct on the basis of sex or gender

  • Addressing someone in an offensive manner

  • Ridiculing or belittling a person’s capacities, skills, or intellectual potential because of their sex

  • Using sexist humor

  • Ignoring contributions, comments, or actions because of a person’s sex or gender

  • Assigning meaningless tasks or impossible workloads because of sex or gender

  • Sabotaging work or deliberately preventing access to the necessary means to carry it out (information, documents, equipment) on the grounds of sex or gender

  • Arbitrarily denying permits or leave to which a person is entitled on the basis of sex or gender

Què és l’assetjament per raó de l’orientació sexual, la identitat de gènere i/o l’expressió de gènere?

Harassment on the grounds of sexual orientation, gender identity, or gender expression is considered to be any behavior based on a person’s sexual orientation, gender identity, or gender expression that has the purpose or effect of violating their dignity or their physical or psychological integrity, or of creating an intimidating, hostile, degrading, humiliating, offensive, or distressing environment (Law 11/2014).

Exemples de comportaments que poden evidenciar l’existència d’assetjament per l’orientació sexual, la identitat de gènere i/o l’expressió de gènere 

  • Ridiculing, disparaging, or isolating people because of their gender identity, gender expression, and/or sexual orientation as workers or students

  • Displaying discriminatory behavior towards someone for not being heterosexual

  • Addressing a person offensively because of their sexual orientation, gender identity, or gender expression

  • Carrying out acts or using offensive expressions that incite violence against a person or group on the basis of sexual orientation, gender identity, or gender expression

  • Making derogatory remarks, jokes, gestures, or offensive comments with LGBTI-phobic connotations in the workplace or academic environment, or mocking and publicly ridiculing rights recognized in the field of equality and diversity

  • Inciting hatred, violence, or discrimination against LGBTI+ communities

  • Making jokes or remarks that stereotype non-heterosexual people

  • Denying reconciliation or work–life balance rights to people with a non-traditional family model

  • Discriminating against someone for not being cisgender

  • Making jokes or remarks that stereotype transgender people

  • Ignoring contributions, comments, or actions (excluding or not taking them seriously)

Altres conductes discriminatòries i d’abús de poder

Discrimination is understood as any action that results in unfavorable, inferior, or exclusionary treatment on the grounds of racial or ethnic origin, religion or beliefs, disability, age, language, opinion, place of birth or residence, or personal or social condition or circumstance (such as economic level or purchasing power, physical and/or intellectual conditions, or any other “classist” basis), as well as harassment on the grounds of racial or ethnic origin, religion or beliefs, disability, or age, and workplace and/or academic harassment.

Violència en l’àmbit digital

When the behaviors referred to in this Protocol take place through the use of information and communication technologies—via the internet, telephone, or social media (it is not necessary for the aggressor and the victim to have physical face-to-face contact)—such behaviors constitute digital violence or cyberviolence.

El compromís de l’ESMUC en la prevenció, la detecció i l’adopció de mesures contra l’assetjament i la discriminació

The following principles are guaranteed in any procedure concerning harassment and discrimination:

  • Respect and protection

  • Confidentiality

  • Right to information and to testimony of the affected persons

  • Support from specifically trained personnel

  • Diligence and promptness

  • Fair treatment

  • Protection against possible reprisals

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

Què puc fer si pateixo alguns tipus d’assetjament

You can contact any member of the Anti-Harassment Committee by submitting a written statement/form, by email, or through a direct conversation.

La comissió antiassetjament

It is composed of:

> General Director: Núria Sempere

> Two members of ESMUC staff, one from the teaching faculty and the other from the administration and services staff: Marc Heilbron and Laia Castellvell

> A representative of the Workers’ Committee: Laia Castellvell

> Head of Human Resources: Mònica Bayo

> Gender Equality Officer: Gisela Garcia