<aside> ℹ️ We take sexual harassment very seriously. While we strongly condemn any form of harassment, we specifically want to give guidance on sexual harassment because it has a big impact on feeling safe, happy and included in our workplace

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We won’t tolerate sexual harassment at Human in any shape or form. Our culture is based on mutual respect, responsibility and freedom. Sexual harassment is a serious violation of those principles.

Sexual harassment can exhaust those who endure it. Speaking up about this issue is often tough for fear of not being heard, upsetting team leads and challenging corporate culture.

Please don’t let these fears deter you. Human will do everything possible to stop sexual harassment and any other kind of harassment from happening, while supporting harassed employees. We need to know what’s going on so we can act on it. By raising your voice on this issue, you help our company create a happy workplace and thrive.

Our principles

• No one has the right to sexually harass you. Any person at Human who is found guilty of serious harassment will be terminated, whether they are C level or assistants. Also, if representatives of our contractors or vendors sexually harass our employees, we will demand that the company they work for takes disciplinary action and/or refuse to work with this person in the future.
• Sexual harassment is never too minor to be dealt with. Any kind of harassment can wear you down and create a hostile workplace. We will hear every claim and take appropriate disciplinary actions.
• Sexual harassment is about how we make others feel. Many do not consider behaviours like flirting or sexual comments to be sexual harassment, thinking they are too innocent to be labeled that way. But, if something you do makes your colleagues uncomfortable, or makes them feel unsafe, you must stop. Whether it is on or off Human premises.
• We assume every sexual harassment claim is legitimate unless proven otherwise. We listen to victims of sexual harassment and always conduct our investigations properly. Occasional false reports do not undermine this principle.
• We will not allow further victimisation of harassed employees. We will fully support employees who were sexually harassed and will not take any adverse action against them. For example, we will not move them to positions with worse pay or benefits or allow others to retaliate against them.
• Those who support or overlook sexual harassment are as much at fault as offenders. Leads and HR especially are obliged to prevent sexual harassment and act when they have suspicions or receive reports. Letting this behaviour go on or encouraging it will bring about disciplinary action. Anyone who witnesses an incident of sexual harassment or has other kinds of proof should report to HR.

What’s not acceptable at Human

Sexual harassment has many forms of variable seriousness. A person sexually harasses someone when they:

• Insinuate, propose or demand sexual favours of any kind.
• Invade another person’s personal space (e.g. inappropriate touching).
• Stalk, intimidate, coerce or threaten another person to get them to engage in sexual acts.
• Send or display sexually explicit objects or messages.
• Comment on someone’s looks, dress, sexuality or gender in a derogatory or objectifying manner or a manner that makes them uncomfortable.
• Make obscene comments, jokes or gestures that humiliate or offend someone.