You can find information on the FDFA's policy, its definition of sexual harassment, various steps you can take, a list of resources and people that can help you solve problems related to sexual harassment, and other useful information and links on our Respect in the Workplace web page.
FAQ
Sexual harassment has serious detrimental consequences. Sexual harassment affects the psychological and physical integrity and health of those affected.
All FDFA staff are entitled to protection against sexual harassment. You can contact the head of mission, your line manager or one of the information and advisory offices at any time. For further information see "Procedure'" Sexual harassment committed abroad is subject to proceedings governed by local law.
As a line manager, you are responsible for ensuring that the dignity and integrity of the persons reporting to you are protected. You must therefore ensure a respectful work environment and prevent sexual harassment, which is an offence prohibited by law. You should regularly remind your team members of the rules of behavior. It is your responsibility to identify and manage conflict situations. If a sexual harassment situation occurs, you must intervene and take the necessary measures to stop the harassment and protect your staff by providing them with support through dialogue and appropriate action.
If hostile sexist comments or jokes with sexual connotations or about gender identity, sexual orientation, sexual behavior or any disparaging or ambiguous remarks about a colleague's appearance come to your attention, you step in and tell the staff member(s) concerned to stop this behavior. You also ensure that no pornographic materials are displayed or distributed.
For further information, see "Procedure" and "Information and advisory offices".
If you witness sexual harassment or a person being harassed turns to you for help, you can offer them your support, listen to them, and explain various procedures available to them. Be sure to tell them that confidentiality and their anonymity are guaranteed. However, you should not take any formal action without the consent of the person being harassed.
Sexual harassment in the workplace also includes unwelcome advances made at events organized by the employer, such as office Christmas parties or team outings. Sexual harassment committed during leisure activities constitutes workplace sexual harassment if it affects the working relationship.
Anyone who, without reason or against their better knowledge, falsely accuses a member of staff of sexual harassment can face disciplinary proceedings. Furthermore, defamation, slander and false accusations are classified as criminal offences under the Swiss Criminal Code. The FDFA reserves the right, where appropriate, to file a criminal complaint and/or to take other action under employment law.