Policy on harassment

ILC endorses a zero-tolerance for sexual harassment. Our approach is in line with the policy of our hosts, and international norms and standards.

ILC aims at ensuring that all ILC events take place in a safe space for everyone involved with no tolerance for discriminatory and/or inappropriate behaviour or language, and that all ILC-supported delegations to non-ILC events adhere to the same behaviour. ILC’s objective is to prevent and respond to any form of harassment that might occur, promoting proactive measures to ensure a respectful and inclusive culture, consistent with ILC’s commitment to equity, diversity, and inclusion.

Therefore, ILC endorses a zero-tolerance policy for any form of harassment, in particular sexual harassment. Our approach is in line with the policy of our host organisation (IFAD), and international norms and standards, and will be reviewed as needed to ensure continued alignment.

Preventing, reporting and addressing harassment is an individual and collective responsibility. All members are encouraged not to tolerate, disregard or dismiss sexual harassment when they witness it. It is crucial to encourage reporting, carefully address allegations, recognise violations and listen to victims. Every claim of harassment warrants a follow up and being taken seriously, which may or may not entail investigation.

This policy specifically applies to all virtual and in-person interactions at events convened or funded by ILC and to all members, staff, contractors, and participants involved in ILC-related events. ILC will ask members to read the policy when registering for events and will share this policy at all ILC events. ILC also encourages members to inform themselves and/or attend training about (sexual) harassment and its prevention and provides a list of resources on its website.

Sexual Harassment

Consistent with our core values and the ILC Gender Action Plan, ILC is determined to be a safe space with no tolerance for discriminatory, intimidating, sexist and/or inappropriate behaviour or language. Sexual harassment is never too minor to be dealt with.

The first step is to encourage reporting of sexual harassment and listen to victims. Recent cases reported by members have illustrated that we need to define how we as ILC respond and foster an inclusive, non-discriminatory environment.

What is sexual harassment?

Any form of unwanted verbal, non-verbal or physical conduct of a sexual nature with the purpose or effect of violating a person’s dignity, in particular when these actions create an intimidating, hostile, degrading, humiliating or offensive environment. Often sexual harassment involves repeat behaviour, but it can also be a single incident and can occur between people of the opposite or the same sex.

Harassment can refer to gender, gender identity, and sexual orientation, and physical appearance. Harassment can also target a person’s ethnicity, race, nationality and religion, or a combination of these. Often, sexual harassment is based on expectations of gender roles. Harassment is a human rights violation.

In a diverse global network like ILC, respect and cultural sensitivity for other participants is essential to avoid misunderstandings. Sexual harassment is about how we make others feel - what one person considers an innocent joke or flirting can be deeply upsetting, offensive or harmful to another. Examples of sexual harassment may include:

• Commenting on someone’s looks, dress, sexuality or gender in a derogatory or objectifying manner or a manner that makes them uncomfortable
• Making and/or encouraging comments, jokes or gestures with a gender/sexual connotation that humiliate or offend someone
• Invading someone’s personal space and any unwelcome or uninvited form of physical contact
• Insinuating, proposing or demanding sexual favours of any kind
• Stalking, intimidating, coercing or threatening another person to get them to engage in sexual acts
• Sending or displaying sexually explicit objects or messages
• Spreading sexual rumours or gossip
• Pursuing or flirting persistently without the other person’s willing participation and/or at an inappropriate time (e.g. in a team meeting – important because such actions can harm a person’s professional reputation and expose them to further harassment).

The most extreme form of sexual harassment is sexual assault, i.e. any non-consensual sexual act, such as rape, which is a crime. ILC encourages that sexual assault also be formally reported to the relevant authorities.

What is harassment?

Any behaviour in a work-context that is offensive or intimidating (intended or not) and which negatively interferes with work or creates an intimidating, hostile environment. If such a behaviour is perceived as unwelcome or unacceptable and has a negative effect on the other person, it may constitute harassment and should be stopped.

Harassment might be directed at an individual or to a group of people; it can be a single event or a repeated or continuous pattern of behaviours. It can take place in the workplace or during any other work-related situation. Harassment can also be digital: this includes interactions through emails, social media, collaboration platforms (list not exhaustive). Harassment can include:

1. “Mobbing”: bullying/intimidating actions by a group of people
2. “Abuse of authority”: improper use of a position of influence or power by an individual against a colleague or group of colleagues
3. “Discrimination”: unjust distinction in the treatment of people based on one or more characteristics such as (list not exhaustive) ethnic, social or political background, colour, nationality, religion, age, sex, disability, marital status, family size or sexual orientation.
4. “Retaliation”: action done with the intention of causing harm for reporting alleged unsatisfactory conduct and/or misconduct and/or for cooperating in investigation.

Harassment can occur in different ways, including:

• Insulting, offensive and inappropriate comments (oral and written), gestures and jokes, with personal or professional content
• Physical and/or intimidating actions
• Threatening or insulting comments
• Actions that belittle or cause personal humiliation or embarrassment
• Deliberate desecration of religious, racial, ethnic and/or national symbols
• Directly or indirectly negative stereotyping targeting individuals or groups, using racial, sexual or other epithets

How to report harassment?

ILC encourages anyone who is harassed, sexually or in any other way, or witnesses someone else being harassed, to report such incidents to ensure that ILC is a safe space for all.

Reports should be made as soon as possible after the harassment occurred. You can report to the respective ILC Regional Coordinator or gender focal point, reach out to anyone in the ILC team or write to ilcsafespace@landcoalition.info. Please provide evidence and/or witnesses, if available, to help us assess the case.

Reports will be handled with confidentiality to protect the privacy of all involved. Any report made to the ILC team will be shared with the relevant Regional Coordinator and the ILC Director, who can convene Council members for the committee that assesses the case as needed.

Procedures to address cases reported to ILC

The ILC team will take the following steps to address allegations of harassment.

1.Informal resolution

Assess with the complainant whether the case can be resolved informally, involving the relevant Regional Coordinator, gender focal point and gender justice adviser. If so, an ILC representative and/or the complainant will notify the alleged offender of the complaint received, and ask him or her to stop. This is because in some instances, they may not be aware that their behaviour is offensive. If the informal resolution is successful, the case will not be discussed further and is considered closed.

2.Formal complaint

If the complainant does not want to pursue an informal resolution or if this approach proves to be unsuccessful, they will be asked to submit a written statement, describing the alleged incident(s) of harassment and providing any evidence and relevant information (location of the incident, witnesses, etc.). To protect the privacy of everyone involved, identifying details will not be shared unless explicitly agreed upon by the complainant.

For formal complaints, a committee will be set up to assess the case. It will be composed of the appropriate One team colleagues and members of relevant ILC committees, aiming at reflecting the diversity of the ILC membership, and the Director of ILC.

3.Review of information/Interviews and decision on consequences

The Committee will interview the complainant and any witnesses, as well as the alleged offender so all parties involved can provide their account. The committee may consult ILC team members at their discretion.

The committee will review the information to assess whether it has been made in good faith and will draft a report with its findings. Based on the information and, where relevant, testimonies, the committee will decide on the consequence for the offender. If there is a factual basis for the allegations, the offender and the member organisation will be informed about the case and decision. Depending on the gravity of the offence, the committee will ask offenders to apologise to the complainant in writing and/or will ban the offender from representing their organisation in ILC activities and events for a duration commensurate with the gravity of the offence. In the case of suspension, member organisations are requested to nominate a new focal point to ILC.

In case of repeat incidents of harassment, ILC reserves the right to convene the Council or a sub-committee to take further decisions regarding the participation of the offender in ILC events.

ILC will not tolerate any threats or retaliation (intimidation, exclusion or discrimination) against anyone who makes a complaint or provides information supporting a complaint.

Should it emerge that a report was unfounded or that there was malicious intent, the committee shall decide what actions to take on a case-by-case basis. A malicious intent as well as fake witnesses may entail a suspension or exclusion of the complainant from ILC events/activities.

4.Notification

ILC will inform offenders and complainants about the outcomes of the investigation and the decision made via email. To appeal a decision by the committee, the party who disagrees must submit a written request for the initial investigation to be revisited and the final decision to be reconsidered. The appeal should be reviewed by the Director of ILC and Council representatives to issue a final decision.

Strict confidentiality: ILC will share information only with those directly involved in the investigation and will keep a record of all cases submitted and decisions taken. Reports on cases will be shared in anonymised format on a triennial basis.