Debate: Sexual harassment in the EU and MeToo evaluation
Date: WEDNESDAY, 31 MAY 2023
Speaker: Johannes Hahn
Language: EN

The scope of the EU accession also covers the EU public administration. EU institutions, agencies and bodies will need to implement the gold standards of the convention. The finalisation of this process gives additional impetus to the ongoing review of the policy on preventing all forms of harassment, including sexual harassment in the Commission. This review was identified as a key priority in the Commission’s new HR strategy adopted last year in order to apply and further enforce a zero tolerance policy to harassment and ensure a trust—based, inclusive and respectful workplace in line with European values. The review is an opportunity for a large—scale listening exercise and has brought the topic to the fore. In spring 2021, we polled staff to better understand their views on harassment, but also the experiences of the support services we offer. We have also spoken to stakeholders across the Commission that represent different groups of staff, including LGBTQI staff groups, representing staff from minority backgrounds, senior and middle management staff and trainees. At the same time, we have engaged in official discussions on the Commission’s proposals with staff representatives. Since the start of 2023, we have had detailed discussions with them. This has given us a better insight into particular concerns, including work on prevention as well as on the safeguards that are needed in any redress process. This wide—ranging dialogue with staff has had two results. One has been to provide us with valuable insights and input into the different texts that make up the review. The second has been to help open up the debate around the subject. Today’s debate is therefore important because it frames the issue in a broader political context. The Commission has a clear position against harassment and is committed to a zero tolerance approach. We are clear in our support for victims of harassment and we are equally clear that those responsible must be held accountable for their actions. Our focus has been to continue to work on support processes that are closer to victims through a victim—centred approach. We encourage and empower victims to come forward. Without reporting and creating safe spaces to do so, we cannot begin the process of ensuring that those responsible are held accountable. We believe that staff should continue to be able to have a choice between pursuing both formal and informal means of redress. The formal process involves the appointing authority, where possible disciplinary measures and sanctions. The informal aims to pursue accountability by other means, such as dialogue and conciliation. Whichever avenue is chosen, all processes must be fair, robust and equitable. Whatever the process, we will also be careful that it cannot be abused. Our aim must be to help staff make a choice about which method best suits their needs by explaining in plain language how the different redress mechanisms work, how they are organised and what result staff can expect. We continue to believe that confidential counsellors are an important element of support to staff. We are encouraged by those voices that confirm this choice, including those from Parliament and from the European Ombudsman. Anti—harassment training must continue to be open to all staff and offer spaces that are safe and supportive. More vulnerable populations like trainees can benefit from specific training events. While the different EU institutions have their own policies on fighting harassment, it is also important that we continue to exchange our experiences about the different ways of tackling this phenomenon and ensuring that the Istanbul Convention standards are met so we can build a unity of equality free from violence by starting here at home.