Sexual harassment policy

In general, sexual harassment can be defined as inappropriate and unwelcome behavior with sexual undertones that is only unilateral, meaning that it is done without the consent of the other person. The essence of sexual harassment (like other types of harassment) is the desire to gain, increase or assert one's dominance over another person. The following three areas are considered sexual harassment:

• gender-based harassment,
• unwelcome sexual attention (verbal and physical),
• sexual blackmail and coercion.

In general, the term "sexual harassment" can be used to describe various forms of psychological and physical pressure related to sexual behavior. Such behavior can create an unpleasant learning or working environment or atmosphere between students and lecturers or staff and supervisors, or between students or staff among themselves. It may take place not only in the classroom but also outside it - during consultations, internships, various off-campus excursions or in an environment completely outside the school; in the case of employees, most often during working hours and in the workplace; and in the case of all, at various social events (or after their end) organized by the faculty, its units, students or various associations.

Gender-based harassment refers to various types of behavior within the academic community that has elements of offensive, hateful, or degrading sexist attitudes based on gender stereotypes. This can include, for example, inappropriate sexual remarks, vulgar slurs, sexist remarks that denigrate a person, favoring or disadvantaging people based on their gender/sex, offensive comments about appearance, etc.

By unwelcome sexual attention, you can imagine unsolicited attempts to get close to a specific person. In the verbal (communicative) sphere, this could include inappropriate turning of the discussion towards topics with sexual undertones, repeated invitations for dates or offers of sex despite refusal, or sending unsolicited photos, pictures, or messages with sexual undertones. In the physical sphere, this includes intrusions into personal space or unsolicited touching.

Sexual blackmail and coercion are defined as the manipulation or use of physical force to coerce another person into sexual behavior. This can include offering benefits in return for intimacy or, alternatively, threats if such intimacy is refused (e.g., awarding credits, an exam or good grades, a promotion, a financial reward or other benefits), stalking, whether physical or electronic and sexual assault, rape or attempted sexual assault or rape.

First of all, it is important to know that any activity with sexual undertones without the consent of the other person is unacceptable. We want to foster an environment in which it is natural to object to such activity and behavior.

We will not tolerate inappropriate sexual behavior and do our utmost condone or minimize it. We don't want you to blame yourself, to avoid the perpetrator of sexual harassment by, for example, dropping a course or even dropping out of your studies, resigning from your job, etc.

If you are not sure whether you have been a victim of sexual harassment, you can contact the faculty contact person Mgr. Gabriela Vybíralová or Ing. Jan Písařík, or the employees can contact the MUNI Counselling Centre at poradenstvi@muni.cz. Students can also use the MUNI Psychological Counselling. You can contact external non-profit organizations dealing with the topic of sexual harassment (e.g., Modrá linka, which runs a helpline, or the organization Persefona, which focuses specifically on domestic and sexual violence). Also the students can use these organizations.

Faculty contact persons are also available for those who have been accused of harassment and feel unfairly harmed by the accusation.

• Communicate respectfully, supportively, and with confidence to the person who has confided in you. Do not question the credibility of their claims or belittle their feelings.
• Don't change the subject or ask questions that might make the person feel like they are the guilty party in the situation.
• Do not suggest to the person that they should have behaved differently or that they themselves are to blame for the unpleasant or violent act.
• Reassure the person that any of their emotional reactions are normal and natural.
• Let the person know that you appreciate the trust they have placed in you.
• Explain to the person what options they have for dealing with the situation. Refer them to this document.
• If the person ultimately decides not to deal with the situation further, express your understanding, but also your support should they change their mind in the future.
• If they decide to report the case, support them and offer to help.

Of course, all of the above options also apply if you (as an employee) are being harassed by a student; just as if you, as a student, are being harassed by another student.

If it is proven that the individual filing the complaint knew that his/her complaint was unfounded or fabricated, disciplinary proceedings will be initiated against them or a complaint will be filed with the MUNI Ethics Board.

Inspired by the Charles University website and the handbook Kuruc, A., Valkovičová, V. (2020). What to do about sexual harassment? A handbook for universities. Bratislava: Inštitút pre výskum práce a rodiny.