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Combating Harassment: Policy Innovations

SUPERA project
SUPERA project
SUPERA projectSUPERA project

Presentation given by Ana Belén Amil (Central European University - CEU) during the conference Gender equality in CEE countries: Policies and practices 2020 / Institutional change through the implementation of GEPs at the RPOs and RFOs in the CEE countries, 13 November 2020

Combating Harassment: Policy Innovations

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Combating Harassment: Policy Innovations
A n a B e l é n A m i l | G e n d e r E q u a l i t y O f f i c e r
C e n t r a l E u r o p e a n U n i v e r s i t y | S U P E R A
“This project has received funding from the European Union’s Horizon 2020 research and
innovation programme under grant agreement No 787829”.
• Central European University Harassment Policy (2013)
• 2 types of complaints:
formal
informal
• Dozens of people with no training responsible for receiving
complaints and mediating a solution
• Policy relied heavily on adversarial procedures
BACKGROUND
THE ASSESSMENT
Underreporting
problem
Less than 3% of
incidents
reported
Lack of
institutional
trust; fear of
retaliation
Lack of record
keeping
Reports
nowhere to be
found
Impossibility of
monitoring
Lack of
accountability
Insufficient
training
No training for
people who take
complaints
No training for
the wider
community
WORKING GROUP: THE SET UP
• Gender Equality Officer (GENS)
• Chair of the Equal Opportunity
Committee (SPP)
• Two members of the EOC (LEGS/SPP)
• Member of the Senate (POLS/PHIL)
• Chair of the Disciplinary Committee (SPP)
• Dean of Students
• Two PhD students (HIST)
THE IDEAS
Ombudspersons
Network (ON)
Highly
specialized
training
Receive (1)
and resolve
(2) informal
complaints
Guide the
complainant
throughout
the process
5 elected
members of
the
community
APP
Centralized
recording
system
Anonymous,
informal and
formal
complaints
Online, 24/7,
safe platform
to submit
complaints
THE IDEAS (II)
Anonymous
complaints
“Complaint
collectives”
Notification
to ON after
3+
complaints
No
disciplinary
sanction
Detect
patterns of
behavior
Ad

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Combating Harassment: Policy Innovations

  • 1. Combating Harassment: Policy Innovations A n a B e l é n A m i l | G e n d e r E q u a l i t y O f f i c e r C e n t r a l E u r o p e a n U n i v e r s i t y | S U P E R A “This project has received funding from the European Union’s Horizon 2020 research and innovation programme under grant agreement No 787829”.
  • 2. • Central European University Harassment Policy (2013) • 2 types of complaints: formal informal • Dozens of people with no training responsible for receiving complaints and mediating a solution • Policy relied heavily on adversarial procedures BACKGROUND
  • 3. THE ASSESSMENT Underreporting problem Less than 3% of incidents reported Lack of institutional trust; fear of retaliation Lack of record keeping Reports nowhere to be found Impossibility of monitoring Lack of accountability Insufficient training No training for people who take complaints No training for the wider community
  • 4. WORKING GROUP: THE SET UP • Gender Equality Officer (GENS) • Chair of the Equal Opportunity Committee (SPP) • Two members of the EOC (LEGS/SPP) • Member of the Senate (POLS/PHIL) • Chair of the Disciplinary Committee (SPP) • Dean of Students • Two PhD students (HIST)
  • 5. THE IDEAS Ombudspersons Network (ON) Highly specialized training Receive (1) and resolve (2) informal complaints Guide the complainant throughout the process 5 elected members of the community APP Centralized recording system Anonymous, informal and formal complaints Online, 24/7, safe platform to submit complaints
  • 6. THE IDEAS (II) Anonymous complaints “Complaint collectives” Notification to ON after 3+ complaints No disciplinary sanction Detect patterns of behavior
  • 7. THE INSTITUTIONAL PROCESS 1 Consultation with IT First draft with principles of new Policy finalized SLT, Academic Forum, Senate 2 Meeting with Legal Counsel (GDPR and other matters) Amendment of the Policy (working group) Policy checked by Austrian legal firm for compatibility MAIN CONCERNS/RESISTANCES: × Security of the server × GDPR compliance × Potential lawsuits coming from the alleged harasser as a result of the action of the ON × Financial / time investment (APP) × “Witch-hunt”, false accusations, explosion of complaints
  • 8. THE INSTITUTIONAL PROCESS (II) Final version ready GDPR team comments on expiration of record-keeping Academic Forum and Senate 3 MAIN CONCERNS/RESISTANCES: × GDPR compliance × How to do fact-finding 3 years after the incident × Subjectivity in determining what constitutes harassment/ difference between improper conduct and harassment
  • 9. IMPLEMENTATION CHALLENGES AHEAD • APP development • Careful alignment with GDPR (data flow!) • Election of the ON • Finding training providers • Financing training
  • 10. THANK YOU VERY MUCH! Q&C welcome A n a B e l é n A m i l | G e n d e r E q u a l i t y O f f i c e r C e n t r a l E u r o p e a n U n i v e r s i t y | S U P E R A “This project has received funding from the European Union’s Horizon 2020 research and innovation programme under grant agreement No 787829”.

Editor's Notes

  1. Results of the 2018 Gender Equality Baseline Assessment Mention previous Policy and its elements: informal complaints, formal complaints, adversarial procedure
  2. Results of the 2018 Gender Equality Baseline Assessment Mention previous Policy and its elements: informal complaints, formal complaints, adversarial procedure
  3. Regular meetings
  4. Recording not only of complaints but outcomes APP (inspired by Callisto)