Local view for "http://purl.org/linkedpolitics/eu/plenary/2001-09-19-Speech-3-165"

Predicate	Value (sorted: default)
rdf:type	lpv_eu:Speech2
dcterms:Date	"2001-09-19"^^xsd:date2
dcterms:Is Part Of	lp_eu:Harassment in the work place2
dcterms:Language	"el"^^xsd:language2
lpv:document identification number	"en.20010919.11.3-165"2
lpv:hasSubsequent	lp_eu:2001-09-19-Speech-3-1662
lpv:speaker	lp:Ioannis Koukiadis2
lpv:spokenAs	substitute; Committee on Legal Affairs and the Internal Market (1999-07-22--2002-01-14)3 substitute; Temporary committee on human genetics and other new technologies in modern medicine (2000-12-13--2001-11-29)3 member; PES (1999-07-20--2004-07-19)3 member; PETI (1999-07-21--2002-01-14)3 substitute; Delegation to the EU-Bulgaria Joint Parliamentary Committee (1999-10-08--2002-01-14)3 member; EMPL (1999-07-21--2002-01-14)3 vice-chair; Delegations to the parliamentary cooperation committees and delegations for relations with Kazakhstan, Kyrgyzstan, Uzbekistan, Tajikistan, Turkmenistan and Mongolia (1999-09-13--2002-01-14)3 unknown; Panellinio Socialistiko Kinima (1999-07-20--2004-07-19)3
lpv:translated text	"Mr President, the question of harassment in the workplace relates directly to respect for fundamental personal rights, the right to dignity and the right to participate in economic and social life on equal terms. In his initiative, Mr Andersson has revealed new aspects to us which need to be borne in mind when it comes to the material application of the Charter of Fundamental Rights and to a more integrated approach to policy on employment standards. Most importantly, we should welcome this initiative because it gives us an opportunity, with an issue which is played down and which is usually included in our interests as an afterthought, to see how important it is if we are to issue a successful series of policies, such as a policy against discrimination and exclusion, a policy for the disabled, a policy for unemployment and employment standards. Only once all employees feel safe in the workplace from harassment from colleagues and superiors, once all employees, rather than being ridiculed for their disadvantages, feel comfortable in the work environment, then the groups – and there are a lot of them – which fall victim to harassment will choose to enter the labour market and the fruits of their labour will far exceed any weaknesses they may have. If we bear in mind that, according to the statistics, the number of people which make up these vulnerable groups is over 8%, the political dimension is easy to see. At the same time, there are numerous groups which fall victim to harassment, from women and the disabled to foreigners and people of a different faith. This gives us an idea of the size of the problem. We must use this report as a springboard to draw up a plan to combat all levels of harassment, which starts as simple sarcasm and disdain, coupled with intimidation, humiliation and undermining, and ends up in more violent acts, a plan which will be applied irrespective of whether it is top-down harassment of an employee by a superior, bottom-up harassment or horizontal harassment. In addition to measures to ban harassment, the action plan must require employers to foster a climate of non-harassment between colleagues, accompanied by mutual encouragement between colleagues in the workplace. And because no one is deliberately bad, it must be flanked by measures to abolish distrust and superstition towards the people which make up these groups."@en1

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