At work, sexist and sexual violence exists! STOP, we need action and resources! (Inter-union press release)
Text published on November 18, 2024.
November 25, the International Day for the Elimination of Violence Against Women, has an even more special meaning this year. The Mazan trial, like others recently, shakes our society and reveals the extent to which the country must have a comprehensive interministerial plan to prevent and rigorously treat sexist and sexual violence. In this context, public services – in particular those of health, justice, police, education must be strengthened and benefit from a budget commensurate with the challenges posed by the eradication of this violence.
At work as elsewhere, violence is massive, serious and affects women in all professions, in the private and public sectors and in all socio-professional categories.
Sexist moral harassment, sexist behavior, sexual harassment, sexual assault and rape are not just words: 9% of rapes or attempted rapes take place at work, 30% of employees have already been sexually harassed or assaulted on their workplace and 70% of these victims of workplace violence say they have never spoken about it to their employer. For those who speak out, it’s often a double whammy: 40% believe that the situation was resolved to their disadvantage, through forced mobility or even dismissal.
Too many employers, whether public or private, do not respect their obligations in terms of prevention, protection of victims and the fight against gender-based and sexual violence at work, even though the health and safety of workers is at stake. an obligation of the employer.
We demand actions, means and an ambitious policy to combat sexist and sexual violence in life and at work.
Gender-based and sexual violence at work: a major public health problem!
Enough is enough, we need to change the paradigm
However, in the private sector as in the public service, this obligation is insufficiently respected. This is evidenced by the absence of prevention plans and the fact that certain public administrations do not meet their obligation to set up reporting systems which remain poorly operational because they are not sufficiently funded in human and budgetary resources and are unknown to law enforcement officials. Public service.
On April 12, 2023, France ratified the 190th Convention of the International Labor Organization (ILO) against violence and harassment in the world of work. A mixed victory because the French government does not accompany it with changes to French law. However, French legislation is not fully compliant with Convention 190 and Recommendation 206 which accompanies it. We therefore ask the government to take a new step in terms of prevention, obligations and sanctions to fight against this violence and strengthen the protection of victims.
It is time for France to align itself with the best European legislation, to follow through on its commitments and for consultations to be quickly opened to integrate new measures into the law:
- Conduct a rigorous assessment of the 2018 measures and identify the new provisions to adopt.
- Build an annual barometer to assess the feelings of employees and agents on gender-based and sexual violence at work – under the aegis of the High Council for Equality.
- The establishment of sanctions for all companies and establishments which do not have a plan for the prevention of gender-based and sexual violence and a negotiated reporting system.
- Rights to protect victims of domestic violence: repeal of waiting days in the event of sick leave, ban on dismissal, right to paid absences to complete procedures, right to geographic and functional mobility.
- The obligation to train human resources staff, supervisory staff, elected members of staff representative bodies (social committees, etc.).
- Means so that harassment/violence representatives and VDHA representatives (violence, discrimination, harassment, sexist behavior) can play their union role: clearly defined prerogatives, delegation time, training, etc.
- The annual obligation of an awareness campaign on gender-based and sexual violence among all employees in their time and place of work.
- The obligation to put in place specific prevention measures for the most vulnerable workers and in particular young people, precarious workers, LGBTI+ people, night workers or in single-sex environments, etc.
- Rights so that victims of gender-based and sexual violence working in companies without staff representatives can be defended and supported by a union vis-à-vis their employer.
- Guaranteed access to care with 100% reimbursement for psycho-traumatology consultations for victims.
Sexist and sexual violence at work is not inevitable and transforming work means transforming society as a whole!
– Inter-union press release for download
Rappel :
– UFSE-CGT call “Monday November 25: International day of struggle for the elimination of violence against women. Saturday November 23: Everyone in demonstrations! »
– Complete file “International Day to Combat Violence Against Women 2024: call for mobilization on November 23”
What are the key components of ILO Convention 190 that address violence and harassment in the workplace?
Thank you for joining us today. My name is [Your Name], and I am the website editor for world-today-news.com. Today we’ll be discussing the prevalence of sexist and sexual violence in the workplace and the need for action and resources to address this issue. To gain insight into this pressing matter, we have two guests: [Guest 1 Name] and [Guest 2 Name]. Thank you both for taking the time to be here.
[Guest 1], as a representative of the International Labor Organization (ILO), can you discuss the findings of the recently ratified Convention 190 on violence and harassment in the workplace and the importance of aligning French legislation with European standards?
[Guest 2], as the head of a union representing workers’ rights, could you talk about the specific challenges faced by employees who experience violence and harassment at work, including the lack of support and resources provided by their employers?
Moving on to prevention strategies, [Guest 1], what are some of the key measures proposed by the ILO to combat gender-based and sexual violence in the workplace, such as mandatory training for managers and the creation of reporting systems?
[Guest 2], have any of these measures been successfully implemented in France, and what more can be done to ensure their effectiveness? Additionally, do you believe employers should be held accountable for the development and implementation of these plans?
[Guest 1], how do you see the role of unions and other stakeholders in promoting workplace safety and addressing issues like sexist and sexual violence? And [Guest 2], what would you like to see from the government and employers in terms of support for victims and survivors?
what do you believe needs to change in French law and workplace culture to effectively address sexist and sexual violence? And how can we ensure that everyone feels safe and supported in their workplace?
