The mediation service has published its 2020 annual report [1] showing that the number of cases reported is much lower compared to previous year(s). One cannot help but wonder: is that because harassment/bad managerial behaviour really improved, is it because colleagues are fed up with the ineffectiveness of the available harassment fighting procedures, or is it simply a partial story: it does not show how many cases never started because the other side refused to engage. (Yes, mediation is voluntary and the mediation service can do nothing when only one side is willing.)
Generation 2004 calls for your input and narratives. We need to reflect the reality on the ground to the mediation service (both the European External Action Service (EEAS) and the Commission (‘COM’)) in order to ensure that the root causes of any hostile working environment, toxicity, negativity or low morale are addressed, wherever they occur, but especially in Delegations, where our colleagues can face particularly challenging and specific situations. We invite local agents especially to provide their input as they are the staff categories most often found to be the target of negative behaviour in Delegations.
We eagerly await the results of the two related 2021 surveys: diversity and inclusion (March 2021, results estimated Q4 *update 21.02.2022, now promised for the second half of March 2022*) and harassment/bullying survey (closed 25 October, *update 21.202.2022: preliminary results expected late March*).
We thank you in advance for your input and we will not disclose names and location when we discuss this with management.
We are your Generation 2004 Delegation [2] team.
If you want to be part of the change and contribute to shape our common future [3] please engage with us [4] and follow us on Facebook and Twitter to be always updated on the latest news and upcoming events.
If you appreciate our work, please consider becoming a member of Generation 2004 [5]
Generation 2004 (@2004generation) / Twitter [6]
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toolTips('.classtoolTips0','Harassment Watch Network (HWN), 2020, Deficiencies of the anti-harassment policy of the European Commission and elements of a true reform: Working papers of the Harassment Watch Network, Volume 1 [8]'); toolTips('.classtoolTips14','
We understand that 7000 of the c. 10000 respondents to the March 2021 HR diversity and inclusion survey chose to answer the section relating to harassment. The results were expected to be ready 14.10.2021. *Update 01.07.2022: HR D&I survey results (including those from the optional section on harassment) are available under DG HR survey results: Reports/metrics [9]. A summary is in April 2022 Central Staff Committee (CSC) plenary [10]. *
‘The Diversity and Inclusion Office is working on a new Diversity and Inclusion Action Plan, due to be released in Q4 2021. It will be an update since the last report in 2019 to reflect new priorities.’ (My Intracomm, Staff Matters, Diversity and Inclusion [11], Ongoing projects and events)
'); toolTips('.classtoolTips15','‘the Mediation Service [12] recommends that in the review of the 2006 Commission Decision [13] on preventing psychological and sexual harassment, adequate attention is given to further elaborating on the rights of staff in this situation.’ (MyIntracomm, Au Quotidien, Commission Mediation Service sees drop in cases: Annual report highlights impact of lockdowns, makes recommendations) (we invite you to read the comments below this article)
Perhaps it would be possible to revise the Article 90 complaints that had the potential to be resolved at mediation level [14], but were not, in order to have a more complete overview of the situation.
See the annual reports [15], noting particularly their recommendations which are repeated and where no follow-up is shown [16]: see also our work on this via the Central Staff Committee:
| 01/02/2022 (2022)740804 | Follow-up on 2020 Annual Activity Report presentation [17] + Annex 1 [18] + Annex 2 [16] | SG [19] 17/03/2022 |