Translation of "Milieu de travail exempt de harcèlement sexuel " (French → English) :

38. Stresses the importance of occupational health and safety measures to target the specific challenges and risks of women in the workplace, including sexual harassment; calls on the Commission and the social partners to ensure that men and women are more equally represented in all social dialogue processes; urges the Commission to take the gender-equality dimension into account as part of the 2016 review of the OSH strategic framework; calls on the Commission to develop a European strategy to combat violence against women in the workplace and as part of this process to evaluate if Directive ...[+++]2006/54/EC should be revised to broaden the scope of the Directive to cover new forms of violence and harassment; calls on the Member States to implement Commission Recommendation 92/131/EEC to promote awareness of sexual harassment and other forms of sexual misconduct;

In its Resolution of 29 May 1990 on the protection of the dignity of women and men at work, the Council affirmed that sexual harassment in the workplace may, in certain circumstances, be contrary to the principle of equal treatment within the meaning of Council Directive 76/207/EEC . A statement to that effect should be included in the Directive itself, sexual harassment usually affects the individual's work performance and/or creates an intimidating, hostile or offensive environment.

In its Resolution of 29 May 1990 on the protection of the dignity of women and men at work, the Council affirmed that sexual harassment in the workplace may, in certain circumstances, be contrary to the principle of equal treatment within the meaning of Council Directive 76/207/EEC .

The directive addresses issues as important as the definition at Community level of sexual harassment; it bans discrimination against women on the grounds of pregnancy and maternity in the workplace, and also includes the issues of adoption and paternity, guaranteeing the employee’s job or an equivalent job; positive measures have been included for sectors in which one gender is under-represented; preventive measures have been drawn up to prevent discrimination in the workplace on the groun ...[+++]ds of gender – especially harassment and sexual harassment – ensuring that real sanctions will be imposed in the event of non-compliance with the directive; equal treatment in the workplace is to be planned and systematic, and reports are to be drawn up every four years to help us determine the real situation women have to cope with.

Those judges to whom I have read the newly tabled definitions of harassment and sexual harassment in the workplace are totally horrified.

Generally speaking, existing legislation is inadequate and there remains a lack of the comprehensive approach at all levels of decision-making needed to establish and maintain a workplace free of sexual harassment.