ÍSOR wants to create a working environment in which staff feel well. Bullying, gender-based and sexual harassment and any other kind of violence (hereafter referred to as EKKO) is not tolerated at the workplace under any circumstances, and all reports of such are taken seriously.
Prevention
In preventive work, emphasis is placed on creating conditions and a culture that increase the well-being of staff and ensure their safety. ÍSOR has set itself the following criteria for EKKO preventive work:
- Identify and assess risk factors in the working environment and have a written plan, known to staff, on safety and health at the workplace based on a risk assessment in accordance with the Occupational Safety and Health Act no. 46/1980.
- Review the effectiveness of methods at regular intervals and after the conclusion of an EKKO case if such arises.
- Train managers in EKKO procedures and psychological first aid. Managers must also undergo retraining every two to three years.
- Educate staff about the signs, consequences and procedures of EKKO every two years or as needed if an EKKO case arises at a workplace.
What is EKKO?
ÍSOR relies on the definitions in Regulation no. 1009/2015, Article 3, on measures against bullying, sexual harassment, gender-based harassment and violence at workplaces.
Bullying is repeated unfair and/or offensive behaviour towards co-workers. The manifestation of bullying can be negative and/or threatening repeated communication that causes distress to a co-worker. Disagreement over tasks, interests and differing opinions is not regarded as bullying. How the recipient takes offence or improper conduct to heart is fundamental in relation to bullying. It therefore does not matter much whether thoughtlessness or a definite intention to humiliate lies behind it. Each person must themselves assess what conduct they tolerate, from whom, and speak up if they feel wronged. Emphasis is placed on the fact that the act of the perpetrator is repeated and lasts for a longer period if it is a case of bullying.
Gender-based harassment is behaviour related to the gender of the person affected by it, is unwanted by that person and has the purpose or effect of violating that person's dignity and creating conditions that are threatening, hostile, degrading, humiliating or offensive. The harassment can be physical, verbal or symbolic. A single instance can be considered gender-based harassment if it is serious.
Sexual harassment is any kind of sexual behaviour that is unwanted by the person affected by it and has the purpose or effect of violating that person's dignity, particularly when the behaviour leads to threatening, hostile, degrading, humiliating or offensive conditions. The behaviour can be verbal, symbolic and/or physical. Flirtation is not considered sexual harassment unless it is repeated and unwelcome behaviour.
Violence is behaviour that can lead to physical or psychological harm. This also refers to a threat of violence, coercion or deprivation of the person's freedom.
Sexual violence is a violation of an individual's sexual freedom that is described as punishable in Chapter XXII of the General Penal Code.
Gender-based violence is violence on the basis of gender that leads to or could lead to physical, sexual or psychological harm or suffering of the person affected by it, also a threat of such, coercion or arbitrary deprivation of freedom, both in private life and in the public sphere.