Zanussi adopts code of conduct to prevent sexual harassment

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In March 1998, management and trade unions at the Zanussi group distributed to the workforce Italy's first negotiated code of conduct to combat sexual harassment.

On 9 March 1998, every worker in the Italian operations of the Electrolux-Zanussi group received, together with their pay packet, a code of conduct aimed at ensuring a "work environment based on the protection of the freedoms and dignity of the individual, on the inviolability of the human being and on the correctness of interpersonal relationships". The code - a first in Italy - was negotiated by Zanussi management and trade unions. The code of conduct will be applied both to employees and to those who have other forms of employment relationship with the company such as consultants, contractors and collaborators.

The code stresses the importance of respecting privacy and of protecting both the victim and possible witnesses involved in a case. Special confidential counsellors - a man and a woman appointed by the trade unions and a man and a woman appointed by the employer - will advise and assist workers who have been the victims of sexual harassment.

The code foresees two kinds of procedures for dealing with harassment: an informal one and a formal one.

The informal procedure - which must be concluded within 30 days - aims at solving the case in a "friendly way". It foresees the intervention of one of the counsellors, who will make enquiries - with the help of experts if necessary - after having received a written or oral request by the person claiming to have been harassed. The counsellors will try to settle the case dealing directly with the person accused of harassment, who will also be able to ask for the presence of a confidential adviser or a union representative.

The counsellors will be able to intervene even in the absence of a complaint, if they feel that there is an "intimidating, humiliating or hostile climate such as to offend human dignity". In case of a serious offences, they will be able to suggest taking legal action to the victim.

In order to initiate the formal procedure, the worker claiming sexual harassment must address directly in a written or oral form Zanussi's national joint committee on equal opportunities, known as Ipazia (IT9706206F). This joint committee, established in July 1993, is made up of three trade union representatives and three company representatives. The formal procedure foresees a preliminary proceeding by the committee (lasting a maximum of 30 days) and an attempt of conciliation. If this attempt fails, the committee will have to decide whether the complaint is well-grounded or not. If the committee finds that the complaint is well-founded, it must inform the body or person having disciplinary powers over the person found guilty of harasssment about the measures to take against this person. If the body/person with disciplinary powers is involved in the case, a more powerful body/person will have to take appropriate measures. The counsellors cannot testify in formal procedure cases.