Harassment Protocols in Spain: The Case of Universities

Abstract

Harassment protocols may arise out of an ad hoc company agreement, in which case they are independently negotiated. Alternatively, they may form part of a broader equality or occupational risk prevention plan or a collective labour agreement. On occasions, these circumstances may overlap: the protocol may be contained in an equality or prevention plan which is, in turn, included in a collective labour agreement. The contents of the protocol may be generic or specific, depending on whether it refers to all types of harassment or just one in particular. This analysis focuses on the protocols on sexual and gender-based harassment that have been implemented specifically and independently (outside any collective labour agreement or equality plan) by several Spanish universities. Circumstances have shown the need in the university area for a formal procedure for the prevention and prompt resolution of such discriminatory conduct and any conduct violating personal dignity. (PsycINFO Database Record (c) 2017 APA, all rights reserved)