Conduct a sexual harassment investigation in your business
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Why conduct a survey on the sexual harassment and sexist acts in your business?
Too many people are still victims of sexual harassment at work and sexist acts in the workplace in France and do not know how to react to harassers who mostly take advantage of their position of strength to break the Labor Code. While sexual harassment is the peak of sexist behavior, other sexist behaviors can be more insidious and less detectable without limiting themselves to harassment. Moreover, these insidious sexist behaviors can disturb the smooth running of the company and the well-being of employees.
Increasingly, theInternal alert allows you to detect and to eradicate such situations and to reduce the number of situations of psychological and sexual harassment or sexist acts against a person at work.
During an alert, the employer is required to take sufficient measures to assess the situation and to assess whether the intervention of an IPRP expert is necessary.
Investigations into sexual harassment and sexist acts in the workplace are not always easy to implement internally, especially if The victim of harassment does not report the attacks that she may suffer or if the harasser is a high-ranking person within the company. Relying on a neutral IPRP expert, authorized by the DIRECCTE, is very often the best option to obtain a clear and objective view of the sexual harassment situation.
women have been victims of harassment during their working lives
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only cases have been brought to justice
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Women who report harassment lose their jobs
How to detect cases of sexual harassment or sexist acts in the company?
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The best way to identify cases of sexual harassment and gender-based behaviour is to intervene through an investigation.
The intervention provides a framework of understanding that should make it possible to:
- Identify the sources at the origin of the situation
- Collect the facts in a detailed manner in order to analyze the situation
- Deliver a detailed report of objective facts and recommendations for action
It is clearly defined that the intervener is not a question of arbitrating between one or the other of the parties, the qualification of the facts of sexual harassment falling within the jurisdiction of a judge, but simply of presenting, in a detailed manner, the facts that led to this situation of harassment at work.
Our intervention process for an investigation into sexual harassment and sexist acts
✅ The framework of the approach: exchanges between the representatives and the intervener in order to gather information and then presentation of our intervention methodology
✅ Conducting the survey: documentary analysis and individual meeting with the actors directly and indirectly concerned
✅ Analysis of the elements collected, writing and returning the survey note
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Our deontology
A framework of speech that follows three axes:
- Confidentiality of the remarks and the return of the remarks only with the agreement of the person
- A position that consists in hearing difficulties without judgment
- Clinical listening, that is to say listening that promotes development, the ability to think, the construction of meaning, formalization
- Qualisocial also offers trainings to prevent sexual harassment at work.
More than 1100 organizations trust us, why not you?
Contact us
Our team supports you with tailor-made interventions, adapted to your challenges and your context. Whether it is an audit, a diagnosis, training or targeted support on psychosocial risks, we build a pragmatic, concrete and mobilizing approach alongside you.
👉 Fill out the form to be contacted again or contact us now on 01 73 11 28 27.
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