Preventing inappropriate treatment and behaviour
Frame does not accept inappropriate treatment, discrimination or harassment of any kind in its working community, spaces or events. All employees have the duty to act when they detect inappropriate behaviour in the working community. All employees must make sure that other employees are never subjected to harassment or inappropriate treatment at the workplace.
The guidelines against inappropriate treatment apply to all Frame employees, interns, Board members, working groups and expert panel members. They apply also to partners and individuals who work or otherwise contribute in Frame’s events or other projects.
Frame is committed to a work environment in which all individuals are treated with respect and dignity. Maintaining the work environment is based on mutual trust.
Inappropriate Treatment, Discrimination And Harassment
Everyone should accept the fact that the workplace is populated with different kinds of people with whom we need to be able to work. Everyone should show good manners while at work.
Discrimination, harassment and inappropriate treatment are not acceptable behaviour in the working environment. No one should be discriminated based on their gender, age, origin, nationality, language, religion, beliefs, opinions, political activities, trade union activities, family relations, health, disability, sexual orientation or other reasons related to one’s person. Discrimination is prohibited whether it is based on a fact or presumption about the person themselves or someone else.
Frame aims to be a pluralistic employer and may thus apply affirmative action in relation to gender identity, gender expression or ethnicity. This is not considered discrimination because it happens in the context of acceptable aims and the means must be viewed as justifiable and necessary in relation to these aims.
Actions that breach these guidelines will be followed by disciplinary action that may result in the termination of employment.
Workplace harassment may consist of
- denigration or ridicule
- deprecating a fellow employee’s professional skills
- excluding someone from the work community
- withholding tasks
- physical violence
- sexual harassment
Harassment does not consist of
- conflicts arising from work-related decisions or interpretations
- work-related disagreements among employees
- the employer using their right to direct and making justifiable comments or taking justified disciplinary action based on the employee’s performance – e.g. a warning
- directing someone to examinations related to work performance if there have been problems with performance and appropriate discussions between the employee and supervisor have been arranged
Every workplace will experience disputes between people. Workplace harassment may sometimes be difficult to distinguish from normal workplace conflicts.
For the subject of harassment
Inappropriate behaviour should not be tolerated. If you are treated inappropriately, let the person know immediately that you do not approve of their actions and tell them to stop. They may not understand they are acting in an inappropriate manner.
Keep a record of the events. Write down who was responsible for the behaviour, when and how it happened, and what you did yourself. The harasser cannot be held responsible if the events cannot be substantiated. Possible emails or other correspondence should also be saved.
If the inappropriate behaviour continues, contact your employer. If the harasser is your supervisor, contact the Director. When you report the harassment to the Director, itemise the events and document them via, e.g., email. You may also contact your health and safety representative and your union. If your employer does not act to prevent harassment or their actions are not effective, turn to your occupational safety and health authority in the Regional State Administrative Agency. After you have notified the Agency, you are liable to participate in the proceedings related to the issue.
Submitting a complaint should not in any way be used against the employee nor should it have a negative effect on their position. In contrast, a baseless or deliberately malicious complaint is a violation of the principles of these guidelines and it will be considered an infraction.
For the supervisor
The employee has a duty to monitor the work community and make an unprompted intervention when problems are detected. When the supervisor receives information about inappropriate treatment by whatever channels, they must investigate the matter and take immediate and appropriate action. No one outside the workplace can assume the supervisor’s duties and responsibilities. Neglecting to address inappropriate behaviour may in some cases lead to penalize the employer for crimes against occupational safety and health. The employer must conduct themselves appropriately when addressing the person who believes they have been treated inappropriately.
If you are accused of inappropriate behaviour or harassment
Inform your supervisor if necessary, because it is best if your supervisor hears from you directly. Even if you do not believe you have been guilty of harassment, do not belittle the accuser’s feelings. Instead, immediately stop the behaviour that has been described as inappropriate.
The employer’s duty to act
The employer has a legal duty to act when an employee experiences harassment or inappropriate behaviour. The Director is responsible for investigating the occurrence. The Director must immediately hear the parties, remain impartial and clarify the course of the events. The Director calls the parties into a meeting that is recorded into a memo. The discussion includes an agreement on the procedures and follow-up steps. These are recorded into the memo. It is the duty of the Director to make sure that the procedures and the follow-up are carried out. If the Director is accused of harassment, the foundation’s Chairman of the Board is responsible for investigating the events.
The work community consists of people with very different backgrounds and experiences, and this is why people experience different kinds of things as inappropriate. Despite conflicts, the community must be able to work together, and thus it is important to solve conflicts in a positive manner.
Workplace mediation is a solution-oriented conflict management procedure where a trained and neutral mediator assists in discussions where the parties of the conflict can find a satisfactory solution for all. Other means of support are available for the work community and individual community members during and after the mediation. The procedures may include support from occupational health care.
Action involving labour laws
If the employee continues the inappropriate treatment or if the case is severe, this can lead to actions involving labour laws. In such cases, the Head of Administration and Director or the Chairman of the Board are responsible to managing the case. If the harassment includes a deliberate violation of physical integrity or similar threats, the employee can report the case to the police.
Head of Administration
Sari Väänänen, email@example.com
Raija Koli, raija.koli@frame-finland-fi
Chairperson of the Board
Jaakko Lindgren, firstname.lastname@example.org
Frame’s anti-discrimination guidelines are based on the following legislation:
Act on Equality between Women and Men
Occupational Safety and Health Act