1. PURPOSE

The European Center for Populism Studies (ECPS) is an independent, non-partisan, non-profit research institute based in Brussels. ECPS does not tolerate sexual exploitation, abuse or harassment (SEAH) in any form, by any person acting for or on behalf of the organisation, in any of its activities. This Policy sets guidelines and appropriate mechanisms to promote a respectful, safe working environment and to prevent, detect, investigate, report, and respond to all incidents related to Sexual Exploitation, Abuse & Harassment (SEAH). This policy identifies what constitutes SEAH, all of which shall be identified as “prohibited practices,” and applies without exception to all staff, project personnel, stakeholders and any third parties that directly or indirectly get in contact with ECPS or participate in its activities.

2. SCOPE

This policy applies to all ECPS personnel, defined as:

• employees;
• members of the Board and the Advisory Board;
• research fellows, associates, visiting scholars, interns, trainees and volunteers;
• consultants, contractors, subcontractors, service providers and their personnel;
• partner organisations and their personnel where ECPS coordinates or participates in a joint project;
• participants in ECPS academies, schools, training courses and mentoring programmes.

It applies at ECPS premises and in remote working arrangements. It also applies outside normal working hours where the conduct affects the working or research environment or the dignity and safety of any person covered by this policy.

3. DEFINITIONS

Sexual exploitation: any actual or attempted abuse of a position of vulnerability, differential power, or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially, or politically from the sexual exploitation of another. It includes, but is not limited to, exchanging money, employment, goods or services for sex. This includes transactional sex regardless of the legal status of sex work in the country. It also includes any situation where sex is coerced or demanded by withholding or threatening to withhold goods or services or by blackmailing (UNHCR).

Sexual abuse: the actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions. Any sexual activity with children (persons under the age of 18 years) constitutes sexual abuse (UNHCR).

Sexual harassment: any unwelcome conduct of a sexual nature that might reasonably be expected or be perceived to cause offence or humiliation. Sexual harassment may occur in or outside the workplace and during or outside working hours, including during official travel or social functions related to work. Sexual harassment is grave per se and inherently causes individual, social, and reputational harm. Sexual harassment is particularly serious when it interferes with work, is made a condition of employment, or creates an intimidating, hostile or offensive environment (UNHCR).

Abuse of authority: the improper use of a position of influence, power or authority against another person, including in relation to appointment, contract renewal, supervision, co-authorship, funding, references or career advancement (UN).

4. POLICY STATEMENT
5. ECPS operates a zero-tolerance policy for sexual exploitation, harassment, and abuse.
6. All individuals have the right to be treated with dignity and respect and are entitled to employment in an environment that is free from sexual exploitation, abuse, and harassment. All such allegations will be taken seriously and addressed promptly.

iii. ECPS does not tolerate any form of SEAH and aggressively pursues, to the full extent of its capacity, all credible allegations made in good faith.

1. ECPS takes disciplinary measures considered appropriate against any person under its direction who subjects any employee or third party to sexual exploitation, abuse, or harassment.
2. ECPS empowers and supports all individuals to feel safe to report violations and to feel safe that reports will be handled in a manner that respects due process and other human rights.
3. If ECPS becomes aware of, reasonably suspects, or receives information concerning an act of SEAH, it shall take immediate and appropriate action to prevent its continuation.

vii. No employee or stakeholder in a position of authority shall sexually exploit, abuse, or harass an employee or stakeholder to make it appear to the individual that the prospects or working conditions of that individual are contingent upon the individual’s acceptance of sexual advances or toleration of the sexual advances

viii. Through enforcement of this policy and by education of employees, ECPS strives to prevent, correct, and discipline behaviour that violates this policy.

1. ECPS has accessible channels for reporting harassment, ensuring that individuals know how to report incidents safely and confidently.
2. All sexual exploitation, harassment, and abuse are prohibited whether it takes place within the ECPS’s premises or outside, including but not limited to social events, work missions, training sessions or conferences.
3. All complaints and investigations shall be treated confidentially to the full extent possible, and information disclosed strictly on a need-to-know basis. The identity of the complainant(s) will be revealed to the parties involved during the investigation, and ECPS will take appropriate steps to ensure that the complainant(s) is protected from retaliation during and after the investigation. All information about a complaint or investigation under this policy will be treated as confidential and will be maintained as a secure and confidential record within ECPS.

xii. ECPS provides access to support services for complainants, including counselling and employee assistance, to help them navigate.

xiii. ECPS holds all individuals accountable for their actions, ensuring that appropriate disciplinary measures are in place for those who engage in SEAH.