Sexualized harassment, violence and discrimination are unacceptable. They represent an undesirable violation of the rights of the person concerned and, depending on their severity, are also subject to criminal law sanctions. The JGU Senate adopted a guideline for protection against sexual harassment. The guideline applies to all members of the university community – including employees and students.
The Equality and Diversity Office (formerly the Women’s Office) has focused on the topics of sexualized harassment and violence since 1991. In recent years, various information events and campaigns were held and campus assessment inspections focusing on safety aspects have taken place at regular intervals.
The General Equal Treatment Act, which came into force on August 18, 2006, defines sexual harassment as follows:
The AGG includes a prohibition on discrimination and views any violation of this ban as a violation of contractual obligations.
In addition to defining the term, the Act regulates employee rights such as the right of appeal, the right to refuse performance, and compensation and damages.
Employer duties include measures to protect against discrimination, as well as preventative measures.
The Equality and Diversity Office serves as your first point of contact and provides initial support.
If you are someone who is responsible for subordinate persons and you observe sexualized harassment or violence, you are obliged to do something about it – at the latest, when a direct complaint is made to you. This is prescribed by the General Equal Treatment Act (AGG) and JGU’s Guidelines on Protection Against Sexual Harassment and Sexualized Violence. The latter also explicitly includes members of the university who are not (yet) covered by the AGG, such as students.
Dealing with sexualized harassment or violence in the workspace requires a high level of professionalism. In addition to recognizing and correctly classifying such incidents, your advisory skills, your conflict resolution skills, and your knowledge of the topic are needed. At the same time, persons in leadership positions may have little experience and routine in dealing with such situations. The following information is intended to support you and give you some initial ideas. We will be happy to answer any questions you may have.
