Harassment Policy

Harassment Policy 2

p-consulting.gr commits to providing a working environment, where everyone, regardless of their gender identity, are treated with dignity and respect. Harassment of any kind is unaccepted at the workplace.

p-consulting.gr commits on maintaining a workspace, free of discrimination, bullying, or any kind of harassment.

All employees must make sure that any kind of harassment is prevented at the workplace. Any kind of harassment is unacceptable.

p-consulting.gr commits to protecting the:

  • gender
  • race
  • ethnicity
  • nationality
  • age
  • religious beliefs
  • sexual orientation
  • identity or expression of gender,

as well as any other characteristic of its employees, physical or otherwise, legally registered, or not.

Behaviors of such nature and mindset, that undermine the current Policy, constitute a serious disciplinary offense. Explicitly, it is stated that any kind of discrimination, violence, and harassment that is expressed at the workplace, whether it is related with it, or comes as a result from it, is strictly prohibited.

The aim of the current Policy, is the prevention and eradication of any kind of discrimination, based on personal characteristics and choices, as well as any form of violence and harassment that might take place during working hours, whether it is related to work, or results from it.

Indicative, but not restricted to, p-consulting.gr states that the following are strictly prohibited:

  • implications
  • Bullying someone.
  • insulting jokes and comments.
    Jokes that are obscene, sexual, or racist, are prohibited.
  • Insults of disabilities.
    Any kind of insult regarding disabilities.
  • Use of insulting language.
  • Comments on outward appearance.
    Comments on someone’s appearance, whether they are related to physical characteristics, or clothing.
  • Comments on someone’s character.
    Comments that can cause feelings of shame or embarrassment or expose the person.
  • Stalking, physical or online, as well as unwanted verbal or physical attention.
  • Texts of inappropriate content.
    Texts and messages with inappropriate content via SMS, email, or social media.
  • Insulting and persisting questions and comments.
    Questions regarding the age, marital status, personal life, possible psychological or psychiatric issues, sexual interests, or similar questions on race, nationality, including cultural identity and religion.
  • Sexual gestures.
  • Persistent proposals for rendezvous.
  • Threats
    Verbal or physical threats.
  • Implications of career advancement.
    Implications that someone’s sexual favor, could assist them with their career, or that the denial of a sexual relationship could negatively impact one’s professional progression.
  • Rude gestures.
  • Touching and any kind of unwanted physical contact.
  • Hearsay or malicious comments.
    Gossip and hearsay or comments of one’s age, gender, kind of marriage, cohabitation agreement, pregnancy and motherhood, any kind of disability, sexual interests, religion, or beliefs.
  • Foul language, public or private.
  • Devaluation and ridicule of somebody.
    Ridicule of one’s competencies on any level or field.
  • Outrage
  • Persistent or inexcusable criticism.
  • Exclusion
    Exclusion from social gatherings, work meetings, conversations and team decisions and planning.
  • Cyber – Bullying.
    Insulting messages, calls and mails.

p-consulting.gr commits to researching and handling all relevant impeachments, showing zero tolerance on the mentioned discriminations and behaviors. The company also commits to not hinder the research and management of any impeachment that might come up. Last but not least, p-consulting.gr will provide assistance and access to any public authority, and administrative or judicial principle, during the investigation of incidents of violence and harassments.

p-consulting.gr has developed a complete system with procedures, documents, and instructions, which concern the prevention and solution of violence and harassment incidents at the workplace.

The Policy is reviewed on a yearly basis, or when it is demanded by an internal or external demand.

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