Anti-Harassment Policy

The School of Values Association aims to ensure a safe, inclusive, and equitable environment in which any form of harassment, discrimination, or gender-based violence is prohibited. This policy is an integral part of the 2025–2030 Gender Equality Plan and sets the organization’s standards for acceptable behavior, reporting mechanisms, and protective measures for all persons involved.

1. Definitions
  • Harassment: unwanted verbal, nonverbal, or physical conduct that has the purpose or effect of violating a person’s dignity. This may include offensive remarks, offensive gestures, unwanted advances, or intentional exclusion.
  • Discrimination: any difference in treatment or exclusion based on sex, gender, sexual orientation, age, ethnicity, religion, disability, or other characteristics protected by national and European legislation.
  • Gender-based violence: acts of violence directed against a person on the basis of their gender, which may take the form of physical, psychological, economic, or sexual violence.
2. Reporting channel
Incidents can be reported confidentially and without repercussions through the following dedicated channels:
  • Dedicated email: [email protected] (accessible only to the GEP Officer).
  • Confidential form: available on the organization’s website, in the GEP section.
  • Direct reporting option: to the GEP Officer or the Gender Equality Committee, in writing or verbally.
All reports are treated with the utmost seriousness and confidentiality, and reporters are informed of the next steps in the process.
3. Procedure for investigating and protecting whistleblowers
  1. Receipt of the report: The GEP Officer confirms receipt within a maximum of 5 working days.
  2. Preliminary assessment: the relevance of the complaint and its scope are verified.
  3. Investigation: a team is formed consisting of the GEP Officer, the Operations Manager, and a member of the Gender Equality Committee. This team collects information, documents, and interviews the persons involved, respecting confidentiality and the right to defense.
  4. Report and recommendations: the investigation team presents its conclusions and proposed measures to the Board of Directors.
  5. Measures: if confirmed, disciplinary sanctions (warning, suspension, termination of employment) and corrective measures are applied.
  6. Protection of whistleblowers – any form of retaliation against whistleblowers acting in good faith is prohibited. They receive psychological support, counseling, and confidentiality.

4. Preventive measures

  • Organizing annual training sessions on preventing harassment and discrimination, unconscious bias, and active witnessing.
  • Clearly publishing the policy on the website and displaying it in the organization’s internal spaces.
  • Promoting a culture of respect and zero tolerance for any abusive behavior.
5. Conclusion
The Anti-Harassment and Anti-Discrimination Policy is a tool for protection and accountability, through which the School of Values is committed to creating a safe and fair working and learning environment. Respect, dignity, and inclusion are fundamental values that guide the entire activity of the organization.