Behavioral suggestions and obligations
Harassment, conflict and bullying can have different effects. It can lead to psychological impairments such as anxiety, nervousness, eating and sleeping disorders, nightmares, impaired perception, concentration and performance problems or even depression. Physical consequences such as headaches, digestive difficulties and circulatory problems are also possible. Shame and embarrassment often play a role in connection with sexual harassment. Seeking outside help in this stressful situation can help to cope with psychological and physical reactions.
Harassment at work or at university is an injustice against which those affected can defend themselves. Ignoring, avoiding or changing habits usually does not lead to success.
The following options can be considered:
- You are not alone. You can contact the AKGL or numerous other university and non-university institutions in confidence at any time.
- Do not blame yourself!
- Take your own feelings and perceptions seriously. It depends on your subjective feelings.
- Take particularly good care of yourself during this time and strengthen yourself as best you can. Harassment leads to stress and can lead to exhaustion and physical impairments. Doing something good for yourself every day can be particularly important now, e.g. breathing exercises, a walk, a trusting conversation, a good cup of tea, a bit of sport, listening to music, painting, cooking, a game, dancing, tidying up, singing, playing an instrument, meditation, a book, .... You could also think about what you used to enjoy or what has helped you in the past.
- Defend yourself instead of ignoring. Clearly express your displeasure about unwanted actions, behavior and boundary violations. Reject the harassment clearly and directly. However, this is not a prerequisite for taking legal action.
- Secure evidence. Document the incidents in writing.
- Demand that you refrain from such behavior towards you in the future. However, this is not a requirement for effective legal action to be taken.
- Talk to them. Talk to people you trust, but make sure that the information is treated confidentially. You can also report the incidents to your line manager.
- If you make the harasser's behavior public, it is important to develop a suitable strategy in good time in case they deny the allegations.
- People who are confronted with accusations of harassment tend to strike back. Charges of defamation or libel or a claim for damages due to damage to reputation may follow. Therefore, look for competent supporters.
Behavioral suggestions for all those who do not want to harass
- Make sure your behavior is not unwanted, inappropriate, offensive, hurtful or derogatory.
- Humor is good and important. At the same time, be careful if jokes are made at the expense of a particular person or group of people.
- Flirting is also not generally prohibited in the work and study environment. However, flirting is characterized by the fact that it is mutual and desired by both parties.
- A no is a no and must be respected.
- However, there is no obligation on the person concerned to make the unwantedness of the harassing person known. Silence does not automatically mean consent. It is often much more difficult to defend oneself against harassment due to dependencies at the workplace or place of study.
- It is the responsibility of the person acting to ensure that the behavior is okay.
- In case of doubt, i.e. if you are unsure whether the other person's behavior is going too far, it is sensible to leave it alone. And not only when the other person protests loudly.
Suggested behavior for witnesses of harassment
- If you have witnessed harassment, do not look away, but actively approach the person concerned and offer your help.
- The person affected may be overwhelmed and feel helpless and at the mercy of others. Therefore, offer support and do not leave the person alone in this exceptional situation.
- Do not give unsolicited advice; instead, listen actively and ask questions without judgment.
- Always treat the matter confidentially.
- If you yourself need advice afterwards, you can also contact the AKGL or another internal or external university counseling center in confidence.
Duties and recommendations for managers, teaching staff and other persons responsible within the university structure who experience harassment
It is always necessary to consider what is appropriate in each individual situation. There are no standard patterns, but some general information can be given below:
- The Federal Equal Treatment Act obliges the university to protect employees (and applicants) and students (and applicants) from harassment by employees, colleagues or third parties.
- Universities are obliged to take appropriate remedial action in the event of harassment. Concrete action must therefore be taken to effectively prevent further harassment.
- It is therefore also the responsibility of managers, lecturers and other university officials to create a working and study environment in which harassment has no place.
- The duty of care includes, for example, the protection of gender self-determination and privacy through concrete and preventive action, immediate intervention and clarification of the facts.
- Managers, teachers and other responsible persons must take appropriate remedial measures to protect those affected in a concrete and effective manner.
- Preserve evidence. Document the incidents in writing.
- Helpful information: https://www.gleichbehandlungsanwaltschaft.gv.at/aktuelles-und-services/gleichbehandlungs-blog/Abhilfe-bei-sexuelle-Belaestigung.html
You are welcome to contact us in confidence if you have any questions.
Like all university members, students at the University of Graz are also protected from discrimination. Students are often unaware of the mechanisms and dynamics behind discrimination. In order to address these issues and provide information about study programs in Gender Studies and protection against discrimination, the Working Group for Equal Opportunities and the Coordination Office for Gender Studies and Equal Opportunities have produced a video.
As lecturers, you are cordially invited to show this approx. 10-minute video in courses in order to sensitize students to the topic of discrimination and make the existing contact points and services more visible. You are welcome to include a reference to the video in your course description in Uni Graz Online. With your help, the University of Graz can fulfill the legal obligation according to § 60 para. 1b UG 2002 - to inform students about their protection against discrimination and the advancement of women at the beginning of their studies.