Preventing Violence
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The campus is not immune to gender-based, sexual, or homophobic violence. Grasse Campus does not tolerate such situations. Here are some initial guidelines to help you take action or respond, whether you are a witness or a victim.
DEFEND YOURSELF
The following text assumes that the perpetrator of the harassment is a man and that the victim is a woman, as this is the most common scenario. Sexual harassment often occurs within a dynamic of domination linked to gender and sex roles, involving sexist behavior on the part of the perpetrator. That said, it is entirely possible for the perpetrator to be a woman and the victim a man. The following recommendations are applicable to all situations of harassment, regardless of the genders of the individuals involved.
Sexual harassment in the workplace or academic setting often occurs within a context of hierarchical relationships or dependency, which can give the perpetrator an advantage. This context sometimes makes it difficult for the victim to stand up for themselves.
For these reasons—and many others—it can be difficult to defend yourself or know how to respond. Keep in mind that the harasser is always to blame, not you.
You have the right to say no and set your own boundaries, even with a teacher, a coworker, or a supervisor. Listen to your feelings: you are the only person who can determine your own limits, and the discomfort you feel when those limits are crossed is a valuable signal that should be taken seriously.
If you feel that your boundaries have been crossed or that you’re uncomfortable in a situation, you have the right to speak up. The first step is to resist the harasser’s behavior as much as possible. Saying “no” is essential, even though it may be difficult. If the harasser persists despite this refusal, it means they are overstepping the victim’s consent, confirming that this is indeed harassment and not simply “jokes” or “excesses.”
Whenever possible, avoid being alone with the harasser. If you can, ask someone to accompany you, insist that the door remain open, and decline invitations outside of work or school. Take whatever steps make you feel safe.
Don’t hesitate to ask for support from people you trust around you: talk to classmates, students, or coworkers you trust, and ask them to help you. If the harassment occurs in the presence of others, ask them to intervene and support you.
It’s also essential not to isolate yourself: talk to people you trust, or reach out to an organization or union that can listen to you and provide you with useful information.
Keep all physical evidence of the harassment, such as messages, emails, letters, or gifts. Although it may be natural to want to get rid of them, these items are valuable if you decide to report the harasser. Furthermore, in France, recordings are admissible as evidence.
Write a detailed account of the situation: who, where, when, under what circumstances, what was said or done, and your feelings and reactions. Although this can be difficult, writing often helps you gain some perspective
and allows you to keep an accurate record, which can be useful for a potential complaint. You will be asked to provide a detailed account in any official proceedings, and this will help you avoid forgetting certain details.
Your support is invaluable: if you witness a situation of harassment, don’t hesitate to step in to put an end to the incident and offer your help to the victim as they try to defend themselves. Offer them your support and discuss together what steps can be taken to stop this situation.
Be attentive if someone confides in you about harassment: the first account is often crucial. If the victim feels judged or questioned, they may hesitate to speak up again. If necessary, refer them to an appropriate support service.
Maintain confidentiality: If someone comes to you to talk, it is a sign of trust. Do not disclose this situation without the victim’s consent.
Avoid judgment and making the victim feel guilty: Comments like “If I were you, I would…” should be avoided! They don’t contribute anything positive and only reinforce the victim’s feelings of guilt.
Inform the victim of their rights and available remedies, and, if necessary, help them reach out to an organization or union. This will allow them to make an informed decision. Whatever that decision may be (filing a complaint, speaking with their supervisor, taking no action, waiting…), respect it, keeping in mind that it is not your place to make that choice for them.
Share your account: If the victim wishes to take legal action, your account could be crucial. Write down exactly what you observed and what the victim told you.
There are several steps you can take to have your abuser convicted. These actions can also help you break out of isolation and have the unlawful and illegal nature of what you’ve endured recognized. However, it is essential to understand before you begin that these proceedings can be lengthy and emotionally draining, with uncertain outcomes. That is why support from qualified professionals can be invaluable.
In any case, filing a complaint remains an option for initiating criminal proceedings.
For private institutions, victims may file a complaint with the labor court (only for employees contesting a potential termination of employment), the Health, Safety, and Working Conditions Committee (CHSCT), or the disciplinary committee.
In contrast, in a public institution, disciplinary sanctions may be imposed on perpetrators. The procedures vary depending on the type of institution to which the perpetrator is affiliated (university, grande école, research organization, etc.) as well as on the perpetrator’s status (student, faculty member, researcher, BIATSS staff).
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Three common misconceptions hinder the recognition of sexual harassment in higher education and research: the term is often misapplied to other types of gender-based and sexual violence; it is commonly equated with psychological harassment; and, finally, it is perceived as a phenomenon unique to the workplace.
Sexual harassment is defined by law as any behavior (remarks, gestures, written communications, etc.) of a sexual or sexist nature that is repeatedly imposed on a person (at least twice) and that infringes upon that person’s dignity . Exerting pressure on a person—even just once—with the actual or perceived intent of obtaining sexual acts is considered sexual harassment.
Penal Code, Art. 222-33:
“I. – Sexual harassment is the act of repeatedly subjecting a person to remarks or conduct of a sexual or sexist nature that either infringe upon that person’s dignity due to their degrading
or humiliating nature, or create an intimidating, hostile, or offensive environment for that person.
The offense also occurs:
1° When such remarks or conduct are directed at the same victim by several persons, either in concert or at the instigation of one of them, even if each of these persons did not act repeatedly
;
2° When such words or conduct are directed at the same victim, successively, by several persons who, even in the absence of concerted action, know that such words or conduct constitute a pattern of repetition.
II. – Any act—even if not repeated—of exerting any form of serious pressure with the actual or apparent intent of obtaining a sexual act is considered sexual harassment, whether such an act is sought for the benefit of the perpetrator or for the benefit of a third party.
III. – The offenses described in Sections I and II are punishable by two years’ imprisonment and a fine of €30,000.
These penalties are increased to three years’ imprisonment and a fine of 45,000 euros when the acts are committed:
1° By a person who abuses the authority conferred by their position;
2° Against a minor under the age of fifteen;
3° Against a person whose particular vulnerability—due to age, illness, infirmity, physical or mental disability, or pregnancy—is apparent or known to the perpetrator;
4° Against a person whose particular vulnerability or dependence resulting from a precarious economic or social situation is apparent or known to the perpetrator;
5° By several persons acting as perpetrators or accomplices;
6° Through the use of a public online communication service or via a digital or electronic medium;
7° While a minor was present and witnessed the act;
8° By an ascendant or by any other person exercising legal or de facto authority over the victim.”
Although often associated with the corporate world, cases of sexual harassment also occur in institutions of higher education and research. This type of harassment affects universities, grandes écoles, and research institutes, whether public or private.
The specific characteristics of the academic and research environments contribute to creating conditions that foster sexual harassment, but also to its minimization. The relationship of dependency between a doctoral student and his or her thesis advisor, or even his or her supervisor or co-advisor, facilitates sexual harassment and assault. The need for doctoral students to obtain their thesis advisor’s approval for important procedures (such as enrollment, funding applications, publication authorizations, or applications for teaching positions) makes them particularly vulnerable to harassment. More generally, the personal nature of academic relationships—such as those established during the supervision of a thesis—can increase the risk of abuse of power, potentially fostering situations of sexual harassment.
Furthermore, student life carries its own specific risks. Living in student housing, parties, “orientation” weekends, and “hazing” traditions (which persist despite being banned) expose students to various forms of gender-based and sexual violence.
However, higher education and research have a reputation as progressive environments, perceived as immune to the most extreme forms of sexism. Yet surveys and testimonies collected by organizations show that sexist violence is just as prevalent as in other socio-professional settings. This idealized image contributes to making sexist and sexual violence invisible and to maintaining a climate of silence surrounding these issues.
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