Dutch law explicitly prohibits discrimination on the grounds of religion, personal beliefs, political opinion, race, sex, nationality, heterosexual or homosexual orientation, civil status, age, handicap or chronic disease, or based on temporary / permanent employment contracts or working hours (part-time / full-time). Labor harassment: • Labor Code: The employer must respect the employees and avoid verbal and physical damage. The Prevalence of Stalking in The Netherlands. In practice, the employer and employee, as well as the Courts, tend to search for reasonable, pragmatic and practical solutions. All "employees" (including trainees, apprentices and temporary workers) are to be afforded protection therefrom. Integrate initiatives to broader strategy, 7. Alignment with the EU’s strategic engagement goals for gender equality and national gender equality goals, Steps 2 and 3. a policy or practice) results in discrimination) and direct discrimination (with respect to age, temporary/permanent employment contracts and working hours), circumstances can be justified if objectively necessary to achieve a legitimate aim and proportionate to the aim sought. Copyright © 2021 L&E Global. This right is considered so important that it is enshrined in the Constitution. Prohibition of discrimination. Rationale for gender equality in research, A practice to award and ensure greater visibility for women researchers, Age limit extension in calls for female researchers with children under 10, Compulsory awareness-raising session for B.A. the drafting process of a new stalking law in the Netherlands currently being dealt with by the Dutch Parliament. Consult directly with the target groups, Tool 3: Operationalising gender equality in policy objectives and specific objectives/measures, Steps for operationalising gender equality in Partnership Agreements and Operational Programmes, General guidance on operationalising gender equality when developing policy objectives, specific objectives and measures, Checklist for putting the horizontal principle of gender equality into practice in Partnership Agreements, Checklist for putting the horizontal principle of gender equality into practice in Operational Programmes, Examples of integrating gender equality as a horizontal principle in policy objectives and specific objectives, Tool 4: Coordination and complementarities between the EU Funds to advance work-life balance, Steps for enhancing coordination and complementarities between the funds, Step 1. What does gender budgeting involve in practice? A ten-step programme for managers, Eradicating sexism to change the face of the EU, Gedimino pr. Some discussion of the law and of stalking in The Netherlands can be found in the article: Van Der Aa, S., & Kunst, M. (2009). What happens when you violate sexist expectations? Underpinning the processes with an outcome-focused approach, Principle 5. 16, LT-01103 Vilnius, Lithuania. Step 6: What comes after the Gender Equality Plan? The definition of harassment on the grounds of sexual orientation, age, disability, religion or belief and race and national origin is “conduct which has the purpose or effect of violating another person’s dignity and creating an intimidating, hostile, degrading, humiliating or offensive environment for another”. However, there are undoubtedly laws criminalising stalking and harassment that we are unaware of. Need information that is comprehensive and specific to a particular country? The first man convicted under Rotterdam’s new street harassment laws, also referred to as the catcalling ban, has been cleared by a court of appeal on … Why is gender budgeting important in the EU Funds? Project development and application, Tool 10: Integrating a gender perspective in monitoring and evaluation processes, Steps to integrate a gender perspective in M&E processes, Tool 11: Reporting on resource spending for gender equality in the EU Funds, Tracking expenditures for gender equality, EIGE’s publications on Gender mainstreaming, EU candidate countries and potential candidates, Gender equality indices in the Western Balkans and Turkey, Gender statistics in the Western Balkans and Turkey, Organising an event in EIGE's entry point, First steps towards more inclusive language, Key principles for inclusive language use, Avoid gendered pronouns (he or she) when the person’s gender is unknown, Avoid irrelevant information about gender, Avoid gendered stereotypes as descriptive terms, Using different adjectives for women and men, Do not use ‘he’ to refer to unknown people, Do not use gender-biased nouns to refer to groups of people, Greetings and other forms of inclusive communication, Solutions for how to use gender-sensitive language, The argument for work-life balance measures, Step-by-step approach to building a compelling business case, Step 1: Identify national work-life balance initiatives and partners, Step 2: Identify potential resistance and find solutions, Step 3: Maximise buy-in from stakeholders, Step 4: Design a solid implementation plan, Step 6: Highlight benefits and celebrate early wins, Toolbox for planning work-life balance measures in ICT companies. Sexual harassment at work: in the Arbowet of 2007 the definition of sexual intimidation has disappeared, but it is seen as one of the factors that can lead to "psychosociale arbeidsbelasting", which literally means psychosocial labour presure. Bullying and harassment is behaviour that makes someone feel intimidated or offended. Harassment is unlawful under the Equality Act 2010. How gender-sensitive are parliaments in the EU? Under these provisions employers have the duty to protect their employees as much as possible from sexual harassment and its harmful consequences. The law says it’s sexual harassment if the behaviour is either meant to, or has the effect of: violating your dignity, or; creating an intimidating, hostile, degrading, humiliating or offensive environment; If you're being harassed at work. Actively participate in the initiative, Designing effective Gender Equality Training, Good Practices on Gender Equality Training, More resources on Gender Equality Training, More on EIGE's work on Gender Equality Training, Step 5: Findings and proposals for improvement, Institutional transformation and gender: Key points, Gender mainstreaming and institutional transformation, Dimensions of gender mainstreaming in institutions: The SPO model, Why focus on Institutional Transformation, 1. Creating accountability and strengthening commitment, 10. This means that someone can be prosecuted in the criminal courts if they harass you. Establishing a gender information management system, 11. 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