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close this bookABC of Women Workers' Rights and Gender Equality (ILO; 2000; 124 pages)
View the documentThe International Labour Organization
View the documentILO Publications
View the documentPreface to the earlier ABC of women workers' rights
View the documentPreface to the new ABC of women workers' rights and gender equality
Open this folder and view contentsIntroduction: Labour standards promoting women workers' rights and gender equality (Ingeborg Heide1)
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View the documentHarassment and pressure (bullying, mobbing)
View the documentHome work
View the documentHousework
View the documentHuman resources development
View the documentHygiene in the workplace
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Harassment and pressure (bullying, mobbing)

There should be no emotional abuse, persecution or victimization at work. No employee - female or male - should be subjected to harassment or pressure in any term or condition of employment. In particular, there should be no sexual harassment. Work assignments should be distributed equally and based on objective criteria. The job performances of all employees should be evaluated objectively. Employees should not encounter obstacles in the performance of their job functions and should not be required to perform additional work duties or assignments on the basis of their sex. Victims of harassment and pressure should be protected from retaliatory or disciplinary action by adequate preventive measures and means of redress.

Harassment and pressure at the workplace can take the shape of various offensive behaviours. It is characterized by persistently negative attacks of a physical or psychological nature on an individual or group of employees, which are typically unpredictable, irrational and unfair.

There is growing awareness that harassment and pressure at the workplace is not merely an individual human problem but rooted in a wider social, economic, organizational and cultural context. As research indicates, the effects of harassment are also a costly burden for the worker, the enterprise and the community, and should be addressed by adequate measures.

C. 111: Discrimination (Employment and Occupation), 1958
R. 111: Discrimination (Employment and Occupation), 1958

→ see also Grievance procedures and Sexual harassment

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