STUDY Barbora Holubová, Kristína Gotthardová Central Europe Labour Studies Institute Report on Workplace Sexual Harassment in Bulgaria, Croatia, Czechia, Greece, Hungary and Slovakia

Disclaimer: Responsibility for the analysis and interpretation of the data lies exclusively with the authors. The conclusions drawn from this analysis do not necessarily align with the perspectives of Friedrich Ebert Stiftung, the Central European Labour Studies Institute, or the authors of national reports of the countries involved. Imprint Publisher Friedrich-Ebert-Stiftung Savez samostalnih sindikata Hrvatske For publishers: Sonja Schirmbeck Mladen Novosel Contact office.zagreb@fes.de Language editing: Cody Brown Design/Layout Bestias Front page design Bestias Printing and production Kvik print The sole responsibility for the content of this publication lies with the authors. It does not necessarily reflect the views of FES, SSSH or the organisation in which the authors are employed. Zagreb, 2025 © Friedrich-Ebert-Stiftung e.V. ISBN(SSSH) 978-953-6176-94-9(print edition) ISBN(SSSH) 978-953-6176-65-6(electronic edition) ISBN(FES) 978-953-8376-30-6(print edition) ISBN(FES) 978-953-8376-31-3(electronic edition) Further publications of the Friedrich-Ebert-Stiftung can be found here: ↗ www.fes.de/publikationen

Barbora Holubová, Kristína Gotthardová Central Europe Labour Studies Institute Report on Workplace Sexual Harassment in Bulgaria, Croatia, Czechia, Greece, Hungary and Slovakia Authors’ credit: Kristína Gotthardová(Chapter 2) Barbora Holubová(All remaining chapters) Editors: Nina Holičková Marta Kahancová Martin Kahanec

Table of Contents List of Abbreviations............................................... 4 List of Boxes..................................................... 4 List of Figures.................................................... 5 List of Tables..................................................... 5 Executive summary.................................................. 6 Introduction........................................................ 8 Research methodology.............................................. 10 1 Current insight on sexual harassment in the European union............. 12 1.1. Prevalence of sexual harassment in the workplace.................. 12 1.2. Current Knowledge on Sexual Harassment in the Workplace in the 6 Countries................................................ 12 2. Legal framework................................................. 14 2.1. Definitions of sexual harassment and related challenges............ 15 2.2. Responsible Institutions........................................ 16 2.3. Employer Obligations......................................... 17 2.4. Victim Protection............................................. 17 3. Lived experiences of sexual harassment in the workplace................ 19 3.1. Occurrence of sexual harassment in the workplace and its characteristics............................................. 19 3.2. Forms of sexual harassment observed............................ 21 3.3. Victims and perpetrators....................................... 24 3.4. Consequences of exposure to sexual harassment................... 28

3.5. Victims’ responses to sexual harassment.......................... 30 3.6. Victims’ satisfaction with the case(s) outcomes and her/his needs..... 34 3.7. Awareness and attitudes to existing protection against SHW......... 36 3.8. Effectiveness of the current regulations and steps forward........... 38 4. Role of trade unions in fighting sexual harassment in the workplace....... 41 4.1. Opinions and expectations on the role of trade unions in addressing sexual harassment in the workplace..................... 41 4.2. Effective practices of trade unions in combating SHW............... 44 4.2.1. Workplace Policies& Training............................. 44 4.2.2. Joint statements........................................ 44 4.2.3. Collective bargaining agreements addressing SHW............ 45 4.2.4. Campaigns............................................. 47 4.2.5. Guidance.............................................. 47 5. Recommendations comparing insights from the six countries............ 48 5.1. Recommendations for Policymakers............................. 48 5.2. Recommendations for Trade Unions............................. 48 5.3. Recommendations for Employers................................ 48 5.4. Training Implications.......................................... 49 5.5. Implications for future research................................. 49 References........................................................ 51 About the authors.................................................. 52 Annexes.......................................................... 53

List of Abbreviations Abbreviation BG CBA CZ EL FG HR HU IDI IUF NGO PTSD SHW SHWS SK Full text Bulgaria Collective bargaining agreement Czechia Greece Focus group Croatia Hungary Individual interview International Union of Food, Agricultural, Hotel, Restaurant, Catering, Tobacco and Allied Workers' Associations Nono-governmental organisations Post Traumatic Stress Disorder Sexual harassment at the workplace Sexual harassment in the workplace survey Slovakia List of Boxes Box 1. Landmark treaty addressing violence and harassment in the world of work................................ 14 Box 2. Reasons why violence and harassment against women matter to unions.................................. 43 Box 3. Joint Commitment on preventing sexual harassment................................................... 45 Box 4. Ten things that unions can do to tackle harassment and violence especially against women work.............. 46

List of Figures Figure 1. Perceived commonality of sexual harassment in the country and at the workplace of the respondents........ 19 Figure 2. Respondents experiencing direct sexual harassment in their current workplace, in%....................... 20 Figure 3. Forms of sexual harassment experienced in the respondent’s current workplace.......................... 22 Figure 4. Frequency of the experiences with sexual harassment at the workplace................................. 23 Figure 5. Type of perpetrators by gender and working positions................................................ 25 Figure 6. Perpetrators of SHW by position related to work.................................................... 26 Figure 7. Victims’ perceived characteristics that may have influenced their selection as target of sexual harassment.... 28 Figure 8. Psychosocial consequences of being exposed to sexual harassment at the workplace...................... 29 Figure 9. Victims’ reactions and steps taken in the aftermath of SHW........................................... 31 Figure 10. Reasons for not acting in the aftermath of sexual harassment in the workplace.......................... 33 Figure 11. Respondents’ opinions on the employers’ efforts and actions to combat sexual harassment................ 37 Figure 12. Awareness of the regulations to prevent, address, and penalise workplace sexual harassment in respondents’ country................................................................................. 39 Figure 13. Types of employers’ anti-SHW regulations that respondents are aware of............................... 39 Figure 14. Circumstances when the workers would seek information on anti-SHW regulations...................... 40 Figure 15. Role of trade unions in addressing sexual harassment in the workplace................................ 41 List of Tables Table 1. Percentage of women with SHW experience in the last 12 months(in%, 2021)............................ 12 Table 2. Research availability and awareness of SHW........................................................ 13 Table 3. Victims and non-victims by age, sex, education and marital status...................................... 24 Table 4. Victim’s sex/gender by type of perpetrator, in%(Number of responses= 1938)............................ 27 Table 5. Victims’ perception of the outcomes of reported sexual harassment cases in the workplace.................. 35 Table 6. Respondents’ and victims’ needs for specific information and support in cases of exposure to sexual harassment................................................................................... 37 Table 7. Structure of the survey sample by country.......................................................... 53 Table 8. Overview of the interviews....................................................................... 54 Table 9. Overview of the focus groups..................................................................... 55

Executive summary Sexual harassment in the workplace(SHW) is a widespread phenomenon in Europe, according to Eurostat data. The aim of this report is to shed light on the incidence of SHW across 6 countries(Bulgaria, Croatia, Greece, Hungary, Czechia and Slovakia), the actions of the victims, the perceived outcome of harassment, as well as expectations on dedicated strategies to mitigate SHW at the workplace. The report is based on original empirical data collected in 2024. The Eurostat data indicate that SHW is widespread also in the six examined countries, with Slovakia having the highest revealed prevalence of working women experiencing SHW in the past 12 months, compared to the EU average of 4.3%. Common forms of harassment include verbal harass ment(offensive jokes, sexual remarks), unwanted physical contact(touching, groping), coercion linked to job promotions, and digital harassment(unsolicited explicit messages). Based on the data collected in this project, approximately half of the harassment victims reported that they took action, primarily consulting someone, filing complaints, or reporting to institutions. However, one third of the victims did not act or remained uncertain whether to act, reflecting a lack of trust in reporting channels. Victims frequently preferred informal discussions due to fears of retaliation or inadequate support. Those who chose not to report often cited disbelief in effective action and distrust in support systems. The consequences of sexual harassment at the workplace have manifold effects not only for the victims, but also their employer, trade unions and other stakeholders. Harassment significantly affects victims’ mental health, job performance, and career progression. Victims reported feeling unsafe at work, which can lead to avoiding colleagues or social interactions at work or facing depression and anxiety. After being exposed to SHW, some victims considered leaving their jobs, leading to high turnover and lower workplace productivity. While all six countries have legal provisions prohibiting SHW, enforcement remains inconsistent. Croatia and Greece, Hungary, Czechia, Slovakia, and Bulgaria rely on labour and civil law, limiting legal repercussions for perpetrators, while all countries criminalised the most intrusive forms such as sexual assault and rape. Only Greece has ratified ILO Convention No. 190, establishing comprehen sive worker protections. Most national laws lack clear penalties, efficient reporting channels, and protection against retaliation for whistleblowers. Based on those facts, we formulate the following recommendations: For Policymakers: → Ratify and enforce the International Labour Organisation Convention on Violence and Harassment in the world of work No.190. → Strengthen anti-SHW legislation with specific penalties for perpetrators and protections for victims. → Mandate annual SHW training for employers and employees. → Require transparent reporting mechanisms and legal support services for victims. → Conduct national awareness campaigns to encourage victims to report sexual harassment. → Improve data collection on SHW cases to monitor workplace harassment trends. For Trade Unions: → Advocate for including SHW protection in collective bargaining agreements to strengthen workplace policies. → Establish specialised units within trade unions to support victims and provide legal guidance. → Monitor SHW complaints and employer responses, ensuring compliance with labour protections. → Conduct awareness campaigns to encourage trade union members and other workers to report sexual harassment. → Collaborate with NGOs and legal experts to advocate for stronger SHW policies. 6 Friedrich-Ebert-Stiftung e.V.

For Employers: → Establish and enforce zero-tolerance policies on sexual harassment. → Implement confidential reporting systems, including anonymous options. → Train managers and HR staff in trauma-informed SHW response procedures. → Provide psychological counselling and legal aid to victims. → Monitor and assess workplace harassment cases, ensuring accountability for offenders. → Include SHW protection in collective bargaining agreement to strengthen workplace policies. For national authorities The responsible authorities should launch nationwide anti-SHW training programs for employees, HR personnel, and leadership teams, targeting high-risk industries such as healthcare, hospitality, and public transport with sector-specific policies. In addition, there is a need to strengthen coordination between labour inspectorates, trade unions, and law enforcement to improve SHW case management while conducting annual audits of workplace policies and legal enforcement efforts; Additionally, ensure trade unions play an active role in protecting workers and monitoring SHW cases. Trade Union Roles and Training Initiatives Trade unions are expected to play a critical role in preventing workplace SHW by advocating for stronger regulations, negotiating better protections in labour agreements, and supporting victims. However, only a small share of victims currently report SHW incidents to their unions, signalling a need for trust-building measures. To address this, a structured anti-SHW training program should be introduced for union representatives, focusing on: → Integrate SHW training at various levels, ensuring that employees, managers, and HR personnel are sufficiently equipped to recognise, prevent, and tackle harassment. → Make SHW training a continuous, structured process rather than a one-time event. → Training should be embedded in organisational culture, focusing on awareness, prevention, and response mechanisms. → The necessity for nationwide efforts to standardise SHW training. Conclusion Workplace sexual harassment remains a deeply entrenched issue in Bulgaria, Croatia, Czechia, Greece, Hungary, and Slovakia, with low reporting rates and inadequate legal enforcement. While international conventions provide a roadmap for improving protections, effective implementation requires stronger legal commitments, and employer accountability. Under these circumstances, trade unions can be a key actor, helping to raise awareness, and support the victims in reporting to responsible authorities. Urgent action is needed to ensure harassment-free workplaces, empower victims to report incidents without fear, and hold perpetrators accountable. A combination of policy reforms, training, and enforcement mechanisms will be crucial in creating a safer and more equitable work environment across the region. Report on Workplace Sexual Harassment in Bulgaria, Croatia, Czechia, Greece, Hungary and Slovakia 7

Introduction Despite the European Union’s strong legal framework prohibiting sexual harassment, research from across Member States consistently reveals its prevalence and devastating impact on workers’ well-being and dignity. This report examines the multifaceted challenges posed by sexual harassment in the workplace, drawing on unique new data from Bulgaria, Czechia, Croatia, Greece, Hungary, and Slovakia. It delves into trade unions’ critical role in combating this issue, analysing their potential and strategies in advocating for a truly harassment-free work environment for all. This report was prepared in the framework of the project “Sexual Harassment at the Workplace” that aims to deepen the existing knowledge about the incidence and characteristics of sexual harassment in the workplace in the context of the six partner countries. The project was initiated and implemented by the biggest Croatian trade union confederation, the Union of Autonomous Trade Unions of Croatia (SSSH), the Friedrich Ebert Stiftung(FES) Croatia and other FES respective country offices in cooperation with Central European Labour Studies Institute(CELSI). The emphasis placed on sexual harassment within the workplace allows for an examination of factors contributing to worker vulnerability, in addition to the compilation of both exemplary and deficient practices concerning sexual harassment in the workplace(SHW) policies at the national and employer levels, This initiative underscores the existing and prospective roles of trade unions and their representatives in advocacy and policy processes pertinent to the prevention, reporting, investigation, and sanctioning of sexual harassment. The goals of the project’s activities are twofold: to improve the data situation concerning this specific problem area and to analyse how different legal frameworks and“lived practices” in institutions such as police and justice impact the situation across countries within the EU. Based on this analysis, we aim to make policy recommendations and develop a training series for works’ councils and union representatives. This project defines workplace sexual harassment based on the European Parliament and Council’s Directive on combating violence against women and domestic violence. The Directive defines the sexual harassment as“any form of unwanted verbal, non-verbal or physical conduct of a sexual nature, where it occurs in the course of, linked with, or arising in matters of employment, occupation and self-employment, with the purpose or effect of violating the dignity of the victim, in particular when creating an intimidating, hostile, degrading, humiliating or offensive environment.” 1 This research project utilises a comprehensive and nuanced conceptual framework for understanding sexual harassment, encompassing various manifestations of this phenomenon. The operational definition and interpretation of specific behaviours as constituting sexual harassment in this study are rooted in the subjective perceptions of the victim regarding the actions of the perpetrator. The main project outcomes are the national reports from Bulgaria, Czechia, Croatia, Greece, Hungary, and Slovakia, prepared by national research teams in cooperation with local FES offices and their trade union partners, and utilise the same methodological design. 2 The national reports have already been presented to the national stakeholders and discussed at national workshops about the International Day against Violence against Women in November 2024 and gained significant attention by media and politi cal decision-makers alike. This report summarises selected key findings gathered by project partners and country experts to provide a broader and general picture of the situation regarding sexual harassment in the six countries studied. The structure follows a similar order to that of the national report. Namely, after presenting the methodology and the various data collection methods, we summarise the current knowledge at the national level from previous studies. Then, we delve into the legal frameworks concerning the prevention, prohibition, sanctioning, and combating of sexual harassment in the workplace. We also focus on the limitations to identify the gaps that need to be mitigated. This report primarily focuses on the analysis of survey data that investigate public attitudes and awareness, as well as various strategies for addressing these issues across six Central European nations. A substantial portion is dedicat1  https://eur-lex.europa.eu/legal-content/EN/TXT/?uri=CELEX%3A52022PC0105 2  All the national reports can be found at https://celsi.sk/en/sexual-harassment-in-the-workplace/; Links to individual reports are included in the references list. 8 Friedrich-Ebert-Stiftung e.V.

ed specifically to the lived experiences of survivors of sexual harassment in the workplace. This examination encompasses their personal narratives, emotional responses, coping mechanisms following the incidents, reactions to these adverse experiences, and their requirements in the event of similar situations in the future. The report allocates considerable attention to amplifying the voices of victims by presenting findings derived from data on victim responses. These data were obtained through qualitative interviews in the studied countries, as well as in several open-ended survey questions distributed in these countries. Particular emphasis is placed on the role of trade unions in the formulation of sexual harassment and workplace policies, their respective initiatives, and exemplary practices such as collective bargaining, advocacy campaigns, legislative improvements, and the provision of guidance. The insights garnered from this analysis will ultimately inform the development of future anti-sexual harassment training programs. The report concludes with a synthesis of recommendations proposed by national research teams for the consideration of policymakers, trade unions, and employers. We are confident that the report will prove to be as engaging and appealing to you as it was to its researchers and authors. Report on Workplace Sexual Harassment in Bulgaria, Croatia, Czechia, Greece, Hungary and Slovakia 9

Research methodology The project applied a mixed-methodology design, including desk research, an online survey, semi-structured interviews with victims of SHW, and focus group discussions with relevant stakeholders. The tailored methodology developed by CELSI and the Union of Autonomous Trade Unions of Croatia(Savez samostalnih sindikata Hrvatske (SSSH), i.e. the author of the Croatian report, Dijana Šobota) facilitated the collection of unique data on experiences related to SHW, as well as the perspectives of trade unions and other stakeholders concerning sexual harassment in the workplace, its prevention, investigation, and other policy measures to eliminate this adverse behaviour. Survey data was collected from June to September 2024 3 using translated online questionnaires distributed by national teams across six countries. The overall cleaned survey sample comprises 4637 respondents, all 18 years or older and employed at the time of the survey. The most represented age categories are those aged 50 years and over(39.1%) and 40 to 49 years(34.7%), cumulatively ac counting for 72.8%. Most respondents were women(75.1%), while men comprised 23.2% of the sample. Most respond ents were married or in partnership(86.9%) and held ter tiary education qualifications, specifically Bachelor’s, Master’s, or Doctoral degrees, significantly outnumbering other educational categories, making up 68.7% of the survey sample. Regarding trade union membership of the respondents, 60.5% of respondents indicated they are union members. A detailed sample structure can be found in the Annex. In the survey, the national teams used convenience sampling, i.e. using respondents who were accessible to the researchers, for example, asking people who were available at the workplace. Despite the inherent limitations of this kind of sampling, being a non-representative sampling method, the data collected provides valuable insights. The overall survey sample consists of data from six countries, merged into one dataset and analysed using SPSS and Stata softwares. The number of respondents and the frequencies resulting from the analysis might differ from the results in the national reports due to a different approach in the analysis and recategorization of some variables. The data analysis in this report refers exclusively to the presentation of findings on behalf of all six countries as a whole. Individual country-specific findings cannot be derived from this report. For country-specific in-depth insights it is recommended to consult the national studies published separately. In the survey, we used two types of questions about sexual harassment at the workplace: single-response and multiple-response questions. The frequencies are reported accordingly and noted for each Table and Figure in the report. 4 To contextualise the survey data, we expand the analysis by qualitative data obtained from open-ended responses or comments that the respondents included in the survey. The valuable inputs sometimes complemented the quantitative results obtained from the analysis of survey questions. We subjected the open-ended responses or comments to sentiment analysis and presented the results through suitable quotes illustrating the general sentiment obtained from qualitative responses. Regarding the interviews, a total of 44 individual interviews were conducted across the six partner countries, involving 40 women and 4 men who experienced workplace sexual harassment. National teams and experts engaged in the country analyses encountered difficulties in identifying suitable communication partners for the interviews due to the victim’s hesitance to share traumatic experiences and distrust, despite assurances of anonymity and confidentiality. The teams employed various recruitment strategies to address these challenges, including inviting people to reach out through online survey, social media, and informal networks. The interviewees, primarily aged 30 to 50 and from various sectors, were typically not members of trade unions. The national teams processed the data from the interviews using an analytical method of their choice. The comparative report consists solely of summarised data and representative quotations from the national reports. Additionally, the survey’s open-ended questions provided insights into the perceptions of both victims and non-victims regarding this pervasive issue. 3  The specific data collection period for each country varies according to the distribution strategies of the survey and the involvement of relevant trade unions within the country that help disseminate the survey, The data collection period is included in the sample structure table annex. 4  The multiple response questions are those that allow the respondents to mark more options that apply to them, corresponding to the multifaceted situation or experiences of the respondents. 10 Friedrich-Ebert-Stiftung e.V.

Additional data were collected through focus groups utilising semi-structured scenarios. Seven focus groups were organised by the national teams from September to October 2024, comprising a total of 67 stakeholders: 54 women and 13 men representing a diverse array of institutions, state agencies, ministries, and research institutions, predominantly from the trade unions. 5 These focus groups provided valuable insights on enhancing policies and measurements, specifically for the representatives of various agencies and organisations. The focus groups should help formulate recommendations, necessary steps to be taken, the desired framework for future anti-SHW training, target demographics, and the relevant content to be addressed. Overview of the project timeline and the methodological design Desk research and lagal framework (MAY-JUNE 2024) Survey on sexual harassment (JUN-SEP 2024 Interviews with wictims (AUG-OCT 2024 Focus groups with stakeholder s (SEP-OCT 2024) Natianal reports (SEP-NOV 2024) Nationalworkshops (NOV 2024) Comparativ e report (MARCH 2025) Joint developme nt of training series with all involved countries (MAY 2025) Implementa tion of training series on a national level; summer/fall 2025 Joint meeting evaluating training series winter 2025 5  The structure of focus group participants representing diverse institutions can be found in the annex Report on Workplace Sexual Harassment in Bulgaria, Croatia, Czechia, Greece, Hungary and Slovakia 11

1 Current insight on sexual harassment in the European Union 1.1 Prevalence of sexual harassment in the workplace Attention to sexual harassment in the workplace has intensified thanks to the MeToo movement, and policies for its prevention and elimination are also reflected in EU-wide policy documents such as the Directive on Prevention of Violence against Women and Domestic Violence(art. 4. g) 6 and the Istanbul Convention(art. 40). 7 EU-wide policies are accompanied by evidence on the prevalence of sexual harassment at work, and currently, there are already two waves of surveys of the EU female population estimating the long-term and short-term prevalence of sexual harassment in the workplace(FRA 2014, Eurostat 2021). The latter and most recent estimation of SHW preva lence in the last 12 months reveals that all six targeted countries are above the EU average(4.3%) of the female population) except for Bulgaria(3.2%), The estimation of SHW annual prevalence is highest in Slovakia(9.4%) among the six countries, ranking it among the EU nations with the highest prevalence alongside Luxembourg(9.7%) and Sweden(11.1%). Table 1. Percentage of women with SHW experience in the last 12 months(in%, 2021) Last 12 months Bulgaria 3.2 European Union(aggregate changing 4.3 according to the context) Czechia 4.4 Hungary 5.8 Croatia 6.4 Greece 6.7 Slovakia 9.4 Source: Eurostat, 2021, Note Ever-working women who have experienced sexual harassment at work, by occurrence of the last episode[gbv_shw_occ$defaultview] 1.2 Current Knowledge on Sexual Harassment in the Workplace in the 6 Countries This section provides findings from previous research on sexual harassment in the workplace(SHW) across six countries: Bulgaria, Croatia, Czechia, Greece, Hungary, and Slovakia. The comparison focuses on research availability, forms of SHW, reporting trends, institutional response and other key findings based on desk research provided by the national teams in their reports. The availability of research on SHW varies significantly across the six countries. In Hungary, the last major study on workplace sexual harassment was conducted in 2013, and there is no centralised data collection on SHW cases. Similarly, Czechia has had few representative studies, with the most detailed data coming from a 2004 survey. In con trast, Slovakia, Greece, and Croatia have more recent studies focusing on workplace harassment, including research on gender-based violence and sector-specific analyses. Bulgaria falls somewhere in between- while there is some research, it is primarily conducted by NGOs and trade unions. The national statistics are lacking. As a result of the lack of data, the recent evolution in gender-based violence and harassment at work is underestimated and insufficiently communicated. The relative inability to measure the evolution of cases also means that it is not possible to evaluate the real impact of prevention measures, both legal provisions and workplace policies (ETUC, 2024). Social awareness of SHW also varies. In Bulgaria and Hungary, SHW is not widely recognised as a serious workplace issue, while in Greece and Croatia, the#MeToo movement has driven more significant public discussion. Despite increased awareness, distrust in institutions and fear of retaliation prevent many victims from reporting cases in all six countries. 6  https://eur-lex.europa.eu/legal-content/EN/TXT/PDF/?uri=CELEX:52022PC0105 7  https://rm.coe.int/168008482e 12 Friedrich-Ebert-Stiftung e.V.

Table 2. Research availability and awareness of SHW Country Bulgaria Czechia Greece Croatia Hungary Slovakia Research Availability Limited research, mostly through NGO studies (e.g. TEAMWORK project); No national statistics available. Few representative studies; last major study in 2004, Some recent surveys; but sample sizes are insufficient. Several national studies; post-#MeToo movement research increased. Research is increasing, but most surveys are convenience-based; Some sector-specific studies exist. Lack of recent research, with outdated national data from 2013; NGOs collect some qualitative data. Recent representative surveys(2023) focusing on gender-based violence and specific sectors (healthcare, academia). Awareness& Social Perception SHW is not widely recognized as workplace violence; Low awareness of effects and reporting mechanisms. Difficulties defining SHW objectively, Sensitivity varies across demographic groups; Public sector is ahead of the private sector in prevention. Growing awareness, but SHW remains underreported; LGBTIQ individuals face additional risks. High awareness, but victims have little trust in institutional responses. Significant data gaps; Fear of reporting is high, with concerns about being believed. High levels of SHW recorded, but most cases go unreported due to workplace dynamics. Common forms of SHW across all six countries include sexual jokes, inappropriate comments, unwanted touching, coercion, and suggestive remarks. In Czechia and Hungary, non-physical harassment, such as verbal harassment and suggestive emails, is particularly prevalent, Slovakia, Greece, and Croatia report high levels of both verbal and physical harassment, including unwanted advances and coercion. Reporting of SHW remains alarmingly low in all countries. Even in Slovakia, where research has extensively documented SHW, most victims choose not to report incidents. The reasons for non-reporting are consistent across all countries. The fear of job loss, retaliation, and lack of trust in institutional mechanisms discourage victims from coming forward. In Czechia and Greece, many victims believe the incidents are not“serious enough” to report, while in Bulgaria and Croatia, there is a perception that reporting will lead to no action or, worse, professional repercussions. In Hungary, and also in other countries, the cultural normalisation of SHW further deters victims from seeking justice. Institutional responses to SHW are largely inadequate. In most cases, employers fail to take meaningful action, and victims who report SHW often face backlash or are forced to leave their jobs. Croatia, for example, has a relatively higher rate of reported cases, yet victims express significant dissatisfaction with the lack of institutional response. Greece and Slovakia have developed some employer-driven prevention policies, but these are mostly limited to the public sector, while private sector protections remain weak. Certain industries are more vulnerable to sexual harassment than others. Healthcare, education, tourism, and male-dominated industries such as transport, manufacturing, and public services emerge as high-risk sectors across all six countries. Healthcare workers, particularly nurses and medical technicians, report high levels of harassment in Croatia, Slovakia, and Greece. Public transport and manufacturing are noted as high-risk environments in Czechia and Hungary, while retail, hospitality, and food service workers in Greece and Bulgaria frequently encounter workplace harassment, particularly from customers or clients. Academia has also been identified as a workplace where sexual harassment is common, particularly in Slovakia and Czechia. Many of those affected in these sectors hold subordinate positions, making them particularly vulnerable to harassment and coercion. In Croatia and Slovakia, third-party harassment by clients or patients is also a significant issue, further complicating employer responsibilities and legal accountability. While public awareness of sexual harassment in the workplace has increased, particularly following the global #MeToo movement and EU-driven gender equality policies, cultural attitudes, weak enforcement, and institutional failures continue to undermine efforts to combat the issue. Addressing sexual harassment in these countries will require stronger legal protections, more effective workplace policies, and a fundamental shift in social attitudes to encourage reporting and provide adequate support to victims. Without systemic change, sexual harassment in the workplace will remain an invisible yet deeply damaging reality for many workers across the region. Report on Workplace Sexual Harassment in Bulgaria, Croatia, Czechia, Greece, Hungary and Slovakia 13

2 Legal framework This section provides a comprehensive analysis of the legal framework governing employer obligations in the six targeted countries based on the information provided in the national reports. It delineates the roles of institutions tasked with investigating and sanctioning sexual harassment within workplace settings. It also examines the mechanisms available for victim protection, and it identifies the challenges faced and the best practices observed across the six countries included in this comparative research project. Since all of the targeted countries are EU member states, their legislative frameworks and definitions of sexual harassment are largely similar and influenced by various European directives and their transpositions into national legal systems. Sexual harassment in the workplace is usually defined and prohibited in anti-discrimination legislation as a form of discrimination based on gender, with discrimination being seen as a violation of the equal treatment principle(BG, CZ, HR, EL, HU, SK). A number of countries prohibits SH in multiple laws, most commonly anti-discrimination law in combination with articles in the Labour Code specifically addressing sexual harassment in the workplace, through the lens of ensuring safe and healthy working environment and prohibiting behaviours and practices, which would undermine these principles, such as bullying, bossing, mobbing, sexual harassment or other toxic behaviours (CZ, HU, HR, SK). On the international level, the most comprehensive legal framework addressing sexual harassment in the workplace is the International Labour Organization’s Convention No.190 on Violence and Harassment from the year 2019 (ILO, 2019). The Convention employs a broad understand ing and definition of sexual harassment as well as the importance of the unique dynamics of power and inequality in the world of work. Furthermore, it uses a broad definition of workers, including employees, interns, part-time workers, volunteers, jobseekers, individuals working informally, or the self-employed and contractors, and also extends the understanding of the workplace, from the physical place of work to include the online world, commuting, education and training locations, work-related travel, and events and social activities. Another area of the Convention with a wider scope of application is the extension of possible perpetrators of harassment to include third parties, such as clients, customers, pupils or members of the public who could potentially harass a worker. The only country participating in this project which ratified the ILO Convention No. 190 is Greece, via the adoption of the Law No. 4808/2021. The law prohibits any form of harassment and violence, including sexual harassment and gender-based violence, but beyond the forms of discrimination defined in other laws transposing EU Directives on the principle of equality(Directives 2000/43/EC and 2000/78/ EC). Despite the adoption of ILO Convention No. 190 and its transposition into national legislation, it has had little impact in practice thus far. Landmark treaty addressing violence and harassment in the world of work Box 1 The International Labour Organization’s Convention No. 190(C190), adopted in 2019- a landmark treaty addressing violence and harassment in the world of work Key progressive elements of C190 include: 1. Comprehensive Definition: C190 defines violence and harassment as a range of unacceptable behaviours and practices that aim at, result in, or are likely to re sult in physical, psychological, sexual, or economic harm. This includes gender-based violence and harassment. 2. Inclusive Scope: The Convention applies to all workers, irrespective of their contractual status, covering em ployees, trainees, interns, volunteers, job seekers, and individuals whose employment has been terminated. It encompasses all public and private sectors, in urban and rural areas, and extends beyond the physical workplace to include work-related communications, travel, and accommodations. 3. Preventive Measures: C190 mandates member states to adopt an inclusive, integrated, and gender-responsive approach to prevent and eliminate violence and 14 Friedrich-Ebert-Stiftung e.V.

harassment. This includes enacting and enforcing laws, promoting collective bargaining, and developing policies that address violence and harassment in the world of work. 4. Protection and Support: The Convention requires the establishment of complaint and dispute resolution mechanisms, as well as support services for victims. It emphasises the need for training and awareness-raising to prevent violence and harassment and to protect affected individuals. 5. Recognition of Domestic Violence Impact: C190 acknowledges the effects of domestic violence on the workplace and calls for measures to mitigate its im pact, recognising that such violence can affect work ers’ productivity and safety. C190 sets a comprehensive framework for creating safer and more inclusive working environments globally by in corporating these provisions. Connected to the adoption of international frameworks are the different approaches to SHW that countries can employ. The ILO’s Convention No. 190 together with the Con vention on Preventing and Combating Violence against Women and Domestic Violence commonly known as“the Istanbul Convention”(CoE, 2011), or the Convention on the Elimination of all Forms of Violence against Women(CEDAW) for example employ an approach that sees SHW and other forms of violence in the form of work in a gender-sensitive manner as a form of violence against women and a result of inequality and power imbalances, not as an isolated phenomenon. Some other countries approach SHW as a form of toxic and unwanted behaviour, which can manifest in the world of work together with bullying, staffing or bossing. It is possible that countries use both approaches, based on which laws regulate SHW – occupational health and safety laws included in labour law usually employ the latter approach, whereas for example the Greek transposition of the ILO Convention No. 190 uses the former, wider approach. The approach to SHW can reflect the social and political conditions in each country. Authors of the national reports point out to the confusion and inconsistencies stemming from multiple and overlapping legal provisions related to sexual harassment in some of the member states. In Croatia sexual harassment is addressed in five different regulations: the Constitution, Gender Equality Act, Labour Law, Anti-Discrimination Act, Criminal Code, and a number of other acts and provisions, leading to ambiguous definitions of SHW that possibly discourage victims from reporting SHW and thus hindering the effective application of laws. 2.1 Definitions of sexual harassment and related challenges Most countries apply definitions of sexual harassment from EU legislation or international frameworks, with some significant differences. The Directive 2006/54/EC of the Euro pean Parliament and of the Council of 5 July 2006 on the implementation of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation defines sexual harassment as“any form of unwanted verbal, non-verbal or physical conduct of a sexual nature occurs, with the purpose or effect of violating the dignity of a person, in particular when creating an intimidating, hostile, degrading, humiliating or offensive environment.” This definition includes the conditions that the behaviour is unwanted, negatively impacts or violates the dignity of the individual, and has the purpose or effect of creating an intimidating, hostile, degrading, humiliating or offensive environment, which is crucial for the interpretation of certain behaviour as sexual harassment. Furthermore, the definition does not include a definitive list of possible behaviour and actions but distinguishes three broader types or categories of sexual harassment: verbal, non-verbal, and physical. This is done to avoid being reductive and conditional, and to allow new forms of sexual harassment to be included. Another common feature of sexual harassment legislation includes the provision related to disadvantaging or discriminating against an employee for rejecting or accepting certain conditions or advances of a sexual nature in exchange for advancement or perks or under the threat of losing employment or suffering other negative consequences, oftentimes called“quid pro quo” conduct. There are two major deviations in national laws from the wide EU definition mentioned above, Croatia’s Anti-Discrimination Act(Official Gazette No. 112/12, Article 3) stipu lates that for sexual harassment to be considered discrimination, it must violate the dignity of the victim and create an intimidating, hostile, degrading or offensive environment as a cumulative precondition. Additionally, this legal formulation is in conflict with the definition of sexual harassment from the Gender Equality Act, which uses the exact definition from the EU directive. Such conflict causes confusion both for the interpretation of laws and for the victims, who might be discouraged from reporting SH and Report on Workplace Sexual Harassment in Bulgaria, Croatia, Czechia, Greece, Hungary and Slovakia 15

seeking justice, as many conditions must be fulfilled and proven in order for proceedings to start under the Anti-Discrimination Act(European Commission: Directorate-General for Justice, 2013). Similarly, Hungary transposed the EU Directive 2002/73 (European Parliament and Council, 2002) into the Equality Act, using a narrower definition of harassment:“A conduct of sexual or other nature that violates human dignity shall constitute harassment if it is related to a characteristic specified in section 8 of the person concerned and has the purpose or effect of creating an intimidating, hostile, degrading, humiliating or offensive environment for a person.” The Equality Act also does not specifically mention sexual harassment as a form of discriminatory behaviour, but only harassment, which together with direct and indirect discrimination and segregation is considered a violation of the principle of equal treatment. Unlike most definitions, it does not specify possible forms of sexual harassment – verbal, non-verbal, or physical, which makes this definition more limited and can complicate the application of these legal principles in effectively addressing sexual harassment. The Hungarian definition similarly to the Croatian, introduces the cumulative precondition of the behaviour violating the victim’s dignity as a fact in connection with the intention or result of creating an intimidating, hostile, humiliating, degrading or offensive environment. The creation of such an environment is thus not a possible consequence but must be fulfilled in order for a certain behaviour to be considered harassment and thus a form of discrimination. Moreover, the Equality Act is the only legal provision in Hungarian legislation, which holds harassment to be a form of discrimination(European Commission: Directorate-General for Justice, 2013). An example of a more extensive approach to sexual harassment in legal framework can be seen in the Act No. 198/2009 Coll., known as the Anti-Discrimination Act in Czechia. In§ 2 para, 2 it explicitly mentions sexual harass ment together with harassment, stalking, instruction to discriminate and incitement to discriminate as forms of discrimination, But the Czech legal formulation also does not specify possible forms of sexual harassment but describes it as“undesirable behaviours of sexual nature” and introduces the cumulative pre-condition of creating an intimidating, hostile, degrading, humiliating or offensive environment for the victim. There is however an extensive interpretation of the definition of SH available in materials published by the Office of the Government and the Public Defender of Rights(2019), which explicitly addresses the importance of subjective inappropriateness, which is crucial when it comes to SH and how subjective inappropriateness may be recognized by verbal and non-verbal reactions. Closely connected is also the matter of consent, where the interpretation states that silence or a natural reaction cannot be considered consent, but instead it must be expressed explicitly. The formulation of the Anti-Discrimination Act in the Slovak legal system defines sexual harassment in Article 1, §2a,(5) as“unwanted verbal, non-verbal or physical con duct of a sexual nature with the purpose or effect of violating the dignity of a person, in particular when creating an intimidating, hostile, degrading, humiliating or offensive environment.” The Slovak Anti-Discrimination Act considers discrimination direct and indirect discrimination, harassment and sexual harassment together with an unjustified penalty and instruction to discriminate and incitement to discriminate. Compared to the Czech formulation, it leaves out stalking as a form of discrimination. 2.2 Responsible Institutions Most analysed countries have a designated official institution or authority whose responsibility is to ensure adherence to the principle of equal treatment and to investigate complaints of discrimination. There is such an institution in Bulgaria, Hungary, and Slovakia. In Bulgaria, the responsible institution is the Commission for Protection against Discrimination(CPAD), which is a governmental body monitoring the implementation and adherence of the equal treatment principle. Both individuals and trade unions on behalf of victims are able to submit complaints and initiate proceedings. Trade unions can also submit proposals in order to prevent, stop, or remedy the effects of violations of the equal treatment principle. Sexual harassment in the workplace is linked with the world of work, and therefore, in most countries, labour inspectorates have certain powers and responsibilities, especially concerning the investigation of complaints or monitoring of employer compliance with their obligations(Bulgaria, Croatia, Czechia, Greece, Slovakia). An example of a good practice can be seen in the organisation of the Greek Labour Inspectorate, which has a specific department designated to harassment and violence in the workplace with the authority to co-create and coordinate related policies. The mandate also requires the Labour Inspectorate to communicate and inform the Ombudsperson about complaints related to gender-based harassment and violence or other forms of discrimination covered by law. Despite overlapping competences, this case demonstrates a degree of official coordination between different authorities with a mandate connected to sexual harassment in the workplace. On the other hand, lack of both official and unofficial coordination between different institutions with a SHW-related mandate can be seen in Slovakia, where the labour inspectorates by law have certain obligations and rights, such as to receive complaints, carry out inspections as well as examine documentation and ask for clarification or explanation of steps. 16 Friedrich-Ebert-Stiftung e.V.

Furthermore, in Slovakia labour inspectorates specifically have the responsibility to ensure equal treatment and equal pay of all employees, which includes matters of discrimination and SHW, but they do not have sufficient personal and financial resources or the knowledge base to be able to investigate discrimination complaints and according to labour inspectors they tend to encourage victims to contact the equality body. There is thus an overlap of responsibilities between the labour inspectorates and the national equality body, but without an officially, clearly coordinated division of tasks or procedures. Some steps have been taken to remedy the challenges that labour inspectorates face, such as specialized trainings for labour inspectors by the Slovak national equality body or the publication of a methodological handbook with guidelines on procedures and investigation of discrimination, specifically gender-based discrimination such as harassment. The role of labour inspectorates is crucial as in most countries they have the right to impose fines or other sanctions on the employer, if they do not fulfil or violate their obligations. The extent of sanctions and fines varies significantly. In Czechia, they can be up to 1 million Czech crowns(about 40 000 EUR), and the employer is liable for damages caused to the victim. In Croatia, the maximum sanctions stipulated in anti-discrimination legislation are less than one average monthly salary and damages for the victim are not included. These sanctions are deemed insufficient for the victim to pursue justice in court as well as too low to function in a preventative manner for employers and perpetrators of SHW, and the lack of a damages stipulation in law results in a lack of uniform standard for damages in harassment claims. Another major barrier to justice in Croatia is a short statute of limitations of only three months for reporting SHW, which goes against trauma-informed approaches to SHW and knowledge of the long-lasting consequences and trauma that SHW can cause to victims. 2.3 Employer Obligations Legal frameworks protecting workers from sexual harassment and other unwanted behaviours or forms of discrimination place obligations on employers, usually in labour law. Labour law most commonly obliges employers to prevent sexual harassment and to have reporting mechanisms and investigation processes in place, as well as obliges them to investigate received complaints in a timely manner. Some legislation also places an obligation on employers to provide information on SHW legislation and definitions, as well as to inform about responsible institutions and available support services or to provide training on SHW. In Hungary for example, employers must carry out a risk assessment every three years, which includes an analysis of possible psycho-social risks, however there is no enforcement mechanisms or sanctions in place to be applied in case of violation. These are very general obligations that leave employers significant flexibility regarding the measures they choose to implement. In all the researched member states, victims are able to pursue their claims in court – against the employer most commonly in civil lawsuit proceedings or labour court(e.g. Hungary), alternatively directly against the perpetrator in civil proceedings related to offence against civil coexistence(e.g. in Czechia) or in criminal court, if the facts of a criminal offence are fulfilled or SHW is directly criminalised. Some legislative frameworks go beyond and require more specific measures, such as in Croatia, where workplaces with more than 20 employees must dedicate a trained workplace dignity officer to handle harassment complaints and implement procedures within internal organizational work rules or collective agreements. Similarly, by the incorporation of the ILO’s Convention No. 190 into the Greek le gal system via the law No. 4808/2021, enterprises in Greece with more than 20 employees must have reporting and in vestigation procedures in place, must provide risk assessment, measures for prevention, regulation and elimination of these risks, policy providing information and raising awareness, and a designated person of confidence, able to provide guidance, support and reliable information. Greek legislation further requires employers, who employ more than 70 employees to adopt official internal regulations re lated to SHW in the form of labour regulation, which can be included in collective agreements on the employer level with a responsible trade union or works council agreement, alternatively, if neither of these is present in the workplace, the employer may satisfy the criteria by informing all employees of the procedures and measures in place. Greek enterprises were required to fulfil these obligations within three months after the law entered into force. However, only a small number of enterprises have already implemented this piece of legislation. The effectiveness and scope of implementation of the different measures depend on a variety of factors – sufficient financial and personnel resources of employers, knowledge and awareness of good policies and practices, monitoring and assessment of compliance, existence of sanctions in case of noncompliance with obligations or their violations, or the extent to which international frameworks are adopted into national legislation. 2.4 Victim Protection Ensuring the protection of victims in workplace sexual harassment cases is a crucial aspect of fostering a safe and inclusive work environment, EU legislation, including the Equal Treatment Directive and the Victims’ Rights Directive 2012/29/EU(European Parliament and Council, 2012), es tablishes clear obligations for employers to prevent harassment and protect those who come forward. This section examines the legal framework, support mechanisms, best Report on Workplace Sexual Harassment in Bulgaria, Croatia, Czechia, Greece, Hungary and Slovakia 17

practices, and challenges of laws and policies implemented across the examined EU member states to safeguard victims, encourage reporting, and promote a culture of accountability. The approach to victim protection varies among states, but most legal frameworks protect those who come forward with a complaint from unjustified sanctions, meaning that the victim cannot be subjected to any sanctions, such as termination of employment, hindering of career advancement, being awarded no or lesser benefits as a result of bringing forward complaints or claims pointing to SHW, discrimination or other forms of unwanted or toxic behaviours, or unethical actions. This protection can be invoked in court and must be accompanied by proof that unjustified sanction took place. Such protection is guaranteed, for example, in Slovakia. Another common mechanism that aims to offer victims heightened protection as well as encourage victims to come forward is the application of a reversed burden of proof. This means that in court proceedings or formal investigation by the most common labour inspectorate, the defendant, usually the employer, must prove that no discrimination or specifically sexual harassment took place, rather than the victim proving the opposite. However, even the application of a reversed burden of proof has significant limitations, especially because in order to start an investigation(both by the employer or labour inspectorate) or for a case to go to court, first the victim is required to show that they were the victim of sexual harassment, or other forms of discrimination, which can be very difficult to demonstrate or prove. A key piece of legislation mentioned in connection with victim protection are national adaptations of the 2019 Di rective 2019/1937 on the protection of persons who report breaches of Union law, commonly known as the whistle-blower protection, which aims to protect those who report violations of EU law from retaliation or sanctions by their employer(European Parliament and Council, 2019). The directive requires companies with more than 50 em ployees to establish a confidential internal reporting systems and designate a person or an entity responsible for the reception of complaints. The transposition of the directive provides protection only to the most serious crimes for which the law can administer a fine of a maximum one hundred thousand crowns and any breach in selected areas of EU law- financial services, security, environmental protection, public health protection, and public procurement. Furthermore, due to the nature of sexual harassment and the need to investigate it, anonymity of the victim cannot be ensured. Internal reporting systems are becoming increasingly popular but the extent to which the transposition of the 2019/1937 directive remains unclear and may cause confusion among victims as well. Several practices exist beyond victim protection from retaliation. One good practice in Greece allows the victim to leave their workplace for a reasonable time during the investigation process without a loss of pay if they believe that their life, health, or safety are under threat. 18 Friedrich-Ebert-Stiftung e.V.

3 Lived experiences of sexual harassment in the workplace This section delves into the critical findings derived from comprehensive surveys, in-depth interviews, and focused group discussions. It thoroughly examines the incidence of workplace sexual harassment, shedding light on the various types of occurrences and the contexts in which they arise. The research highlights the profiles of the perpetrators involved and explores the significant impact of such harassment on victims, including both psychological and professional consequences. Furthermore, the chapter investigates broader societal attitudes towards this adverse social behaviour, highlighting perceptions, misconceptions, and the prevailing culture surrounding workplace harassment. This multifaceted analysis aims to provide a deeper understanding of the dynamics at play and to inform future strategies for prevention and intervention. 3.1 Occurrence of sexual harassment in the workplace and its characteristics The perceptions of workers regarding the occurrence of sexual harassment in the workplace, both nationally and within their respective workplaces, exhibit a notable paradox(see Figure 1). Participants estimate that sexual harass ment is more widespread at the national level and uncommon in their immediate work environments. This discrepancy may imply that individuals possess a general awareness of the issue but tend to underestimate its occurrence or are uncertain about whether specific behaviours in their vicinity qualify as sexual harassment. Furthermore, the substantial proportion of respondents who could not ascertain the occurrence of sexual harassment both nationPerceived commonality of sexual harassment in the country and at the workplace of the respondents Fig. 1 I don't know/ I am not able to assess Very common Common Uncommon Not common at all 13.3 2.0 7.1 11.8 4.9 35.0 29.1 35.0 22.8 39.0 In your country At your worplace Questions: In your opinion, how common is workplace sexual harassment in your country? In your opinion, how common is sexual harassment at your current workplace? Note: Respondents have only one option to choose. N= 3543(“…in your country”), N= 3540(“…at your current workplace”); in percent. Report on Workplace Sexual Harassment in Bulgaria, Croatia, Czechia, Greece, Hungary and Slovakia 19

ally and locally suggests a pervasive lack of information regarding the actual prevalence of this phenomenon. We zoomed in on the occurrence of sexual harassment experienced by individual respondents within their current workplace(see Figure 2). We specifically inquired about di rect experiences of such adverse conduct aimed at the individual respondent. Additionally, we employed an indirect approach to ask about sexual harassment by referencing inappropriate and unwanted behaviours with sexual connotations that may occur in the context of the respondents’ current employment. We instructed the respondents that such unwanted behaviours may be perpetrated by various individuals in the workplace, including colleagues, supervisors, clients, or patients. The impact of these behaviours can result in feelings of offense, humiliation, or distress among the affected individuals. We presented participants with a spectrum of adverse behaviours, encompassing verbal, physical, and coercive acts that included sexual connotations. Participants were asked to indicate each adverse behaviour they had encountered. Among the respondents who participated in this multi-response question(4414 respondents), 28.9% reported having encountered at least one incident of sexual harassment. In comparison, 71.1% indicated they had no such experiences, chose not to respond, or were unaware of such incidents. Respondents experiencing direct sexual harassment in their current workplace, in% Fig. 2 28.93% 71.07% Experience with SHW No experience with SHW Question: Have you experienced any unwanted behaviour in your current employment? Choose any be haviour below that you have encountered at your current workplace. Note: The percentage is calculated based on the sample of people who answered either“Had Experience” or“No experience.” Those who said they preferred not to answer are excluded. N= 4414, in percent. 20 Friedrich-Ebert-Stiftung e.V.

The lived experience of SHW as recounted by female workers in the IT sector from Slovakia: “Different situations I have encountered in my IT company dominated by men: A male colleague spread a rumour that I was pregnant because I looked like I had gained weight. The head of HR in my previous compa ny actively flirted with male col leagues and even performed‘belly dancing’ at company events. Any com plaints I made were laughed at. After encountering a colleague in a public sauna, he texted me the next day saying,‘he is imagining me na ked,’ My boss once told me that I was se lected for a major keynote speech‘just because I am a woman,’ At an event, I was told to stay at the table with the CEO‘so there is some thing nice to look at,’ despite my rele vant business role. When I joined one company, the allhands meeting announcement was, ‘It’s good we’ll have a higher ratio of women now,’ 3.2 Forms of sexual harassment observed To provide a deeper insight in the above findings, the analysis covered in Sections 3.2 – 3.6 addresses survey ques tions where only the SHW victims responded, i.e., respondents that experienced and reported at least one of the instances of the inappropriate behaviour at their current workplace. Figure 3 below displays data on the various forms of sexual harassment encountered at the workplace, derived from a multiple-response question. The most common forms of workplace sexual harassment are inappropriate staring or leering, which makes respondents feel uncomfortable, affecting nearly 60% of respondents. Furthermore, indecent sexual jokes or offensive remarks about one’s body or private life follow closely, with a significant percentage. Unsolicited physical contact(e.g., close proximity, touching body parts) is another highly reported form of harassment. Moderately experienced forms of harassment include suggestive comments or actions, inappropriate proposals for dates, and suggestions for sexual activities, which are reported by a noticeable percentage of respondents. Less common but serious forms of digital harassment involve inappropriate advances on social networking sites and exposure to sexually explicit images or videos, although these are reported at a lower rate. Receiving explicit emails or text messages is less frequently reported. Blackmail related to career progression or job security due to a refusal of sexual favours is the least reported but remains a serious concern. Coercion represents the most severe power abuse in the workplace. The number of multiple responses suggests that many individuals experience more than one type of harassment, usually also escalating over time if not addressed, pointing to a systemic and persistent issue in workplace culture. An older male colleague pushed me uncomfortably into a corner. These are just a few examples from my last three companies. Eventually, I had to leave them due to the toxicity and lack of support.” Report on Workplace Sexual Harassment in Bulgaria, Croatia, Czechia, Greece, Hungary and Slovakia 21

Forms of sexual harassment experienced in the respondents’ current workplace Fig. 3 Inappropriate staring or leering that made you feel uncomfortable. Indecent sexual jokes or offensive remarks about your body or private life. Unsolicited physical contact, e.g. close proximity, touching body parts, kisses/hugs or something else that you did not want. 32.3 Other similar behaviour with a sexual connotation at work which made you feel offended, humiliated, or intimidated. 17.1 Inappropriate suggestions to go out on a date, which made you feel offended, humiliated, or intimidated. 14.9 Inappropriate suggestions for any sexual activity. 13.3 Inappropriate advances on social networking websites. 8.2 Exposure to sexually explicit images or videos that made you feel offended, humiliated, or intimidated. 5.8 Inappropriate sexually explicit emails or text messages. 5.4 Somebody blackmailed you with firing or stopping your career progression if you refused sexual proposals or advances. 2.6 Somebody has blackmailed you with not getting the job if you refused sexual proposals or advances. 1.6 0% 10% 20% 30% 40% 58.8 50.4 50% 60% 70% Question: Have you experienced any unwanted behaviour in your current employment? Choose any behaviour below that you have encountered at your current workplace. Note: The proportion of people who responded to this multiple-response question out of the sample of people experiencing SHW. As respondents could provide more than one answer, the total percentage may exceed 100%. N= 1277. Some noteworthy lived experiences, as described by the victims themselves, further illustrate these findings: “The perpetrators were networked: the director, the boss and team members employed through a connection, HR acted on the side of the perpetrators, and they said that it was only a pri vate lawsuit, but that they could not do anything. They even called the boss and said that I was complaining, that increased the pressure. I quit my job.” (Croatia) 22 Friedrich-Ebert-Stiftung e.V. “Some male co-workers do stupid ‘jokes’ with sexual content, which are very inappropriate in the workplace. They did this because they thought they could get away with it since I was younger than them. It was very humili ating.” (Czechia)

Figure 4 presents data on the frequency of different types of sexual harassment experienced in the workplace, based on responses from 1277 respondents. The categories are listed in descending order based on the highest frequency of“All the time”. Indecent sexual jokes or offensive remarks about one’s body or private life appear to be the most frequently experienced forms. Inappropriate staring or leering that causes discomfort is also a frequently encountered unwanted behaviour. Other forms of adverse conduct with a sexual connotation, including unsolicited physical contact (e.g. touching body parts, kisses, or hugs), rank high in experiences. We can observe patterns, which implicates that verbal and visual harassment(such as sexual jokes, remarks, and staring) is more common than direct blackmail or coercion. Physical harassment, while less frequent than verbal forms, still represents a significant issue. Digital harassment, such as social media advances and explicit messages, is present but occurs less frequently than face-toface harassment. Blackmail and coercion are less commonly experienced but are particularly concerning due to their severe impact on job security and career progression. Frequency of the experiences with sexual harassment at the workplace Fig. 4 Other similar behaviour with a sexual connotation at work which made you feel offended, humiliated, or intimidated. Somebody blackmailed you with firing or stopping your career progression if you refused sexual proposals or advances. Somebody has blackmailed you with not getting the job if you refused sexual proposals or advances. Inappropriate sexually explicit emails or text messages. Inappropriate advances on social networking websites. Unsolicited physical contact, e.g. close proximity, touching body parts, kisses/hugs or something else that you did not Inappropriate suggestions for any sexual activity. Inappropriate suggestions to go out on a date, which made you feel offended, humiliated, or intimidated. Indecent sexual jokes or offensive remarks about your body or private life. Exposure to sexually explicit images or videos that made you feel offended, humiliated, or intimidated. Inappropriate staring or leering that made you feel uncomfortable. 19% 22% 14% 12% 3% 2% 0% 3% 1% 0% 9% 4% 1% 10% 5% 2% 20% 18% 7% 12% 9% 3% 16% 10% 3% 26% 14% 6% 11% 1% 36% 15% 3% 0 10 20 30 40 50 60 70 80 90 100 Never Rarely(including once) Sometimes Often All the times Don't know/do not remember Question: Please indicate how often you have experienced such behaviour at your current workplace in each row. Note: In descending order by“All the times”. The difference to 100% stands for“Do not know/Do not remember.” Proportions of individuals selecting each response option to the multiple-response question, among those in the sample who experienced SHW. N= 1277, in percent. Report on Workplace Sexual Harassment in Bulgaria, Croatia, Czechia, Greece, Hungary and Slovakia 23

3.3 Victims and perpetrators The findings from the survey suggest that sexual harassment disproportionately affects younger individuals, females and persons reporting being single or never married (see Table 3). The somewhat higher exposure rate to SHW among tertiary educated respondents might be influenced by their higher awareness and recognition of unpleasant experiences. These insights emphasise the need for targeted workplace policies and protective measures for vulnerable groups. Table 3. Victims and non-victims by age, sex, education and marital status Age Row Labels 18- 29 30- 39 40- 49 50 and more Total Experience 45.49% 40.64% 31.53% 17.84% 28.93% No experience 54.51% 59.36% 68.47% 82.16% 71.07% Total 100.00% 100.00% 100.00% 100.00% 100.00% Sex Row Labels Female Male Other Prefer not to answer Total Experience 32.03% 17.97% 57.14% 39.22% 28.93% No experience 67.97% 82.03% 42.86% 60.78% 71.07% Total 100.00% 100.00% 100.00% 100.00% 100.00% Education Row Labels No or primary education Secondary education Tertiary education Total Experience 29.55% 26.09% 30.16% 28.93% No experience 70.45% 73.91% 69.84% 71.07% Total 100.00% 100.00% 100.00% 100.00% Marital status Row Labels Single or Never Married Married/ in a civil partnership Divorced or Widowed Total Experience 38.72% 26.04% 25.83% 28.93% No experience 61.28% 73.96% 74.17% 71.07% Total 100.00% 100.00% 100.00% 100.00% Note: The percentages are calculated based on the number of respondents in the overall sample without missing values and those who answered Don’t know. The relatively high percentage of respondents who did not identify themselves as either a woman or a man, but as the “other” category, represents in absolute numbers a total of 14 persons from the sample of those who answered that they either had experience, or had no experience, 8 of whom had experience with SHW(57.15%). N= 4414, in percent. 24 Friedrich-Ebert-Stiftung e.V.

In the survey, victims could note whose behaviour adversely affected them in the workplace(see Figure 5). They could select more than one type of perpetrator. The most frequently reported perpetrators are male colleague or co-worker(52%), male boss or supervisor(29%) and male client, customer, patient, pupil, student or passenger(24%). As for the corresponding female categories, female colleague or co-worker were reported by 13% of respondents, whereas female boss or supervisor by 8% and female cli ent, customer, patient, pupil, student or passenger by 4%. These findings are also reflected in Figure 6, where, on ag gregate, co-workers and colleagues are the most frequently reported perpetrators(66%), followed by bosses and super visors(37%) and clients(28%). Type of perpetrators by gender and working positions Male colleague or co-worker Male boss or supervisor Male client or customer or patient or pupil or student or passenger Female colleague or co-worker Other male at work Female boss or supervisor Prefer not to answer Other female at work Female client or customer or patient or pupil or student or passenger 13% 11% 8% 6% 4% 4% 29% 24% Fig. 5 52% Question: Thinking about all the incidents of sexual harassment you experienced; do you perceive that they might be motivated by any of the following characteristics? Please select all options that you consider relevant. Note: Proportions of individuals selecting each response option to the multiple-response question, among those in the sample who experienced SHW. N= 1277, in percent. Report on Workplace Sexual Harassment in Bulgaria, Croatia, Czechia, Greece, Hungary and Slovakia 25

The following responses indicated by the respondents further illustrate their lived experiences with the perpetrators. “It was easy for me to confront a male client and his verbal harassment, but I couldn’t do the same with my supervi sor. In the second case, he did it in a way that would seem to others as a parental hug due to the age gap” Czechia) “I have only been harassed by custom ers in the food and beverage industry, which in my experience is quite common.” (Czechia) Perpetrators of SHW by position related to work Prefer not to answer Other persons at works Clients Boss or supervisor Colleague or co-worker 6% 15% 28% 37% Fig. 6 66% Question: Thinking about all the incidents of sexual harassment you marked in the previous questions, who did it? Please select all perpetrators that apply to you. Note: Proportions of individuals selecting each response option to the multiple-response question, among those in the sample who experienced SHW. N= 1277, in percent. Table 4 presents the distribution of sexual harassment (SHW) perpetrators, categorized by their gender and position, as reported by victims of different gender identities. The percentages correspond to responses to a multiple-response question, not percentages of respondents. To enable comparison across victim’s sex and gender categories, the totals for each gender category have been normalized to 100%. Reports of male perpetrators dominate in all victim gender categories. Male colleagues as perpetrators are reported in 36% of responses by female victims and 23% of responses by male victims. Male bosses as perpetrators are reported by 20% of responses by female victims and 13% by male victims; the corresponding percentages for male clients as perpetrators are 18% and 5% of responses, respectively. Male victims report harassment by female perpetrators more frequently than female victims do. Specifically, 22% of responses by male victims identified a female colleague as perpetrator, compared to 7% among female victims. Similarly, 11% of responses by male victims identified a fe male boss as the perpetrator, while the figure is 4% for fe male victims. Furthermore, 8% of responses by male vic 26 Friedrich-Ebert-Stiftung e.V.

tims reported a female client as the perpetrator, compared to 2% of responses by female victims. Notably, while male perpetrators were considerably more common in responses by female victims across all positions, the proportions of female and male perpetrators were similarly frequent among responses by male victims. Although the overall patterns of the most frequently reported perpetrators for the‘Other’ and‘Prefer not to say’ gender categories are generally consistent with the findings for the‘Male’ and‘Female’ categories, the small sample sizes do not permit statistically conclusive interpretations. Table 4. Victim’s sex/gender by type of perpetrator, in%(Number of responses= 1938) Type of perpetrator by gender and position Male colleague or co-worker Female colleague or co-worker Male boss or supervisor Female boss or supervisor Male client or customer or patient or pupil or student or passenger Female client or customer or patient or pupil or student or passenger Other female at work Other male at work Prefer not to answer Total Total count Female 36% 7% 20% 4% 18% 2% 2% 8% 3% 100% 1601 Victim’s sex/gender Male 23% 22% 13% 11% 5% 8% 7% 3% 8% 100% 297 Other 33% 0% 22% 0% 33% 0% 0% 11% 0% 100% 9 Prefer not to answer 39% 3% 10% 10% 13% 0% 7% 10% 10% 100% 31 Question: Thinking about all the incidents of sexual harassment you marked in the previous questions, who did it? Please select all that apply to you. Note: Proportions of individuals selecting each response option to the multiple-response question normalized to 100% for each victim’s sex/gender category, among those in the sample who experienced SHW. Sample sizes reported in the Table. In percent. Next, we also investigated potential“motivators”, i.e. specific characteristics of victims that may have contributed to the occurrence of SHW(see Figure 7). However, the identi fication of these“motivating factors” is likely influenced by the victim’s own awareness regarding the reasons behind the perpetrator’s behaviour towards him or her. Report on Workplace Sexual Harassment in Bulgaria, Croatia, Czechia, Greece, Hungary and Slovakia 27

Victims’ perceived characteristics that may have influenced their selection as target of sexual harassment Fig. 7 Sex Age None of the above Sexual orientation 5.7% Financial status Gender identity Nationality Disability Religion Race or ethnicity 4.9% 4.1% 2.3% 1.6% 1.5% 1.1% 34.6% 24.4% 57.4% Question: Thinking about all the incidents of sexual harassment you experienced; do you perceive that they might be motivated by any of the following characteristics? Please select all options that you consider relevant. Note: Proportions of individuals selecting each response option to the multiple-response question, among those in the sample who experienced SHW. N= 1277, in percent. Gender(57.4%) and age(34.6%) are reported as the most likely motivation for the perpetrators to engage in assaultive behaviour. This suggests that power dynamics related to sex/gender and age contribute to the occurrence of workplace harassment, with women, younger individuals, and those viewed as vulnerable due to gender norms being disproportionately affected. Sexual orientation and financial status were mentioned far less frequently. Fewer victims attributed harassment to factors like gender identity, nationality, disability, religion, or race/ethnicity. This suggests that, in most cases, victims do not see these aspects of their identity as primary reasons for being harassed. However, this could also indicate a lack of awareness of implicit biases influencing perpetrators’ behaviour. Moreover, victims with these specific risk characteristics are relatively rare among the victims. 3.4 Consequences of exposure to sexual harassment We explored the psychosocial and other kinds of consequences of being exposed to sexual harassment at the workplace. Over 50% of respondents reported feeling uncomfortable at work due to harassment. This highlights how sexual harassment disrupts workplace well-being and creates a hostile work environment. Almost one third reported no noticeable consequences(27.6%). This suggests that while sexual harassment has a significant impact on many, some individuals may either not perceive direct harm or have developed coping mechanisms. 28 Friedrich-Ebert-Stiftung e.V.

Many individuals started avoiding social interactions at work(21.1%), likely due to discomfort, fear, or loss of trust in colleagues, and 20% reported difficulty concentrating or performing tasks, indicating that workplace harassment negatively affects productivity. Almost 20% of victims of SHW considered leaving their job due to harassment. This underlines the severe career impact that harassment can have. It also shows that not confronting SHW is problematic for employers: They lose personnel in an increasingly employee-driven job market. Depression and adverse psychological effects were reported by 12.8% of respondents. This aligns with known re search linking workplace harassment to mental health issues such as anxiety and depression. Psychosocial consequences of being exposed to sexual harassment at the workplace Fig. 8 Feeling uncomfortable in the workplace No consequences Avoid socialising with people at work Difficulty concentrating or performing tasks Consider leaving work Depression or adverse psychological consequences Fear of going to work Difficulty socialising with friends or family 27.6% 21.1% 20.0% 19.3% 12.8% 11.7% 4.8% 54.4% Question: Have you identified any consequences of the sexual harassment you experienced? Please select all that apply to you. Note: Proportions of individuals selecting each response option to the multiple-response question, among those in the sample who experienced SHW. N= 1277, in percent. Based on the open survey answers, the consequences of being exposed to sexual harassment in the workplace include psychological and emotional impacts, behavioural changes, professional consequences, and effects on the social and workplace environment. We illustrate this with the victims’ own words as revealed in the survey. Psychological and emotional impacts of SHW include anxiety, PTSD, flashbacks, stress, and depression, along with fear of encountering the harasser, feeling disrespected and not taken seriously, and loss of self-confidence, making it difficult to stand up for oneself. Report on Workplace Sexual Harassment in Bulgaria, Croatia, Czechia, Greece, Hungary and Slovakia 29

“I went to work every day with a knot in my stomach.” (Hungary) “Fear of going out and anxiety about facing unpleasant situations. And an ger.” (Greece) Behavioural changes are also common, including avoiding contact with supervisors and colleagues, altering clothing choices(e.g., wearing long sleeves to avoid attention), refraining from socialising, reducing communication with clients, and fearing retaliation or being labelled as problematic. Therefore, for employers and colleagues alike, not confronting SHW means that the victims can no longer perform their work in a fully committed manner. Furthermore, as colleagues and superiors fail to take action or ignore complaints, the social and workplace environment is affected: workplace culture may enable or excuse inappropriate behaviour, bystanders may feel uncomfortable and distance themselves from victims, and employees may fear losing their jobs if they report harassment. “I felt guilty for reporting the incident, but I still had to meet with the person regularly.” (Hungary) The findings underscore the significant repercussions of workplace sexual harassment. The data show that harassment negatively affects workplace well-being, productivity, mental health, and relationships. Notably, 19.3% of re spondents considered leaving their job(see Figure 8), indi cating a link between harassment and turnover. “I avoid wearing low-cut tops or anything‘provocative’ because some male colleagues stare.” (Czechia) On a professional level, victims may experience changes in working hours or location due to harassment, be denied promotions or career advancement, quit their jobs without having another lined up, feel unappreciated for their skills and contributions(being valued only for their looks), and suffer from reduced productivity and engagement due to stress. “Quitting my job without having an other one lined up.” (Croatia) 3.5 Victims’ responses to sexual harassment We asked the victims about their reactions and the actions they took when experiencing SHW. The findings are displayed in Figure 9. In total, 51.6% of victims indicate that they confided in someone about the incident; specifically, they spoke with a co-worker(27.6%), a friend or family member(26.4%), or a professional such as a psychologist(6.1%). Over one quar ter of victims(25.9%) indicated that they confronted the perpetrator. Only a small share of victims indicated that they submitted a formal complaint(2.5%) or reported to a trade union(2.3%) or another relevant institution(1.3%). This suggests that nearly half of the victims attempted to act proactively by informing someone about the harassment. At the same time, 35.6% of victims indicated no re sponse and no action. “Feeling anxiety around my boss, don’t want to take the promotion to manag er so I don’t have to be in daily contact with him.” (Slovakia) “Request for transfer, not approved.” (Greece) 30 Friedrich-Ebert-Stiftung e.V.

Victims’ reactions and steps taken in the aftermath of SHW I didn't response in any way I didn't do anything I told a co-worker I told a friend or family member I confronted the perpetrators) I informed the superior or management I do not know I told a professional, such as a psychologist or social... I submitted a formal complaint to a specific unit at... I reported it to a trade union I reported it to other relevant institutions, such as... I submitted an anonymous complaint to a particular... 13.2% 6.7% 6.1% 2.5% 2.3% 1.3% 0.9% 35.6% 27.6% 26.4% 25.9% Fig. 9 Question. What was your response to the sexual harassment? Please select all that apply to you. Note: Proportions of individuals selecting each response option to the multiple-response question, among those in the sample who experienced SHW. N= 1277, in percent. Key observations from the survey data reveal significant trends in how victims responded to workplace sexual harassment. Low reporting to formal channels suggests a lack of trust in formal systems, fear of retaliation, or inadequate reporting mechanisms. More victims confided in informal contacts than formal authorities, highlighting a gap in workplace trust where victims may feel safer discussing issues with colleagues rather than reporting them through formal channels. Despite reporting a confrontation with the perpetrator, this strategy may be connected with fear of retaliation or further consequences for the victim. A significant percentage of victims took no action: one in three remained silent, likely due to fear of consequences, workplace culture, or a lack of faith in existing support structures. Based on the open survey responses(N= 36), individuals who experienced sexual harassment in the workplace reacted in a variety of ways, which can be categorised into the following themes: Reporting to authorities or management: Some victims took action by reporting the harassment to their supervisors, HR departments, or external authorities. However, in many cases, the responses from these entities were inadequate or dismissive. Report on Workplace Sexual Harassment in Bulgaria, Croatia, Czechia, Greece, Hungary and Slovakia 31

HR told me that only a private lawsuit was possible; they could not do anything.” (Czechia) Setting boundaries and confronting the harasser: Many individuals directly confronted the perpetrator and set clear boundaries. “I directly told him that the jokes were not okay and to stop.” (Croatia) Those victims who did not respond or take any action were asked about their reasons(see Figure 10). The most com mon reason(43%) was that victims persuaded themselves that the experience was not serious enough to take action; nothing could be done even if they would report the incidence(42.5%); or that reporting the incident would only worsen the situation(28.9%). Additionally, 21.7% reported a lack of trust in competent institutions, indicating that many victims perceive workplace regulations and legal systems as ineffective or unsupportive. “Confronting the harasser led to pro fessional retaliation.” (Slovakia) Leaving the job or considering resignation: For some victims, the harassment was severe enough that they left or considered leaving their jobs. “ I left my job. Resignation.” (Greece) “There’s not much I can do if I don’t want to lose my job.“ (Slovakia) Retaliation and lack of institutional support: Some victims faced retaliation or were not taken seriously when they reported harassment. “I told a colleague from the union committee. Unfortunately, he down played the problem.” (Czechia) “Considering the perpetrator’s position and reputation, it made no sense to re port it because there would be no con sequences for them.” (Croatia) 32 Friedrich-Ebert-Stiftung e.V.

Reasons for not acting in the aftermath of sexual harassment in the workplace Fig. 10 I didn't think it was something serious enough I thought that nothing could be done there Out of fear that it could negatively impact my job, position, and future career prospects It would only worsen the situation I have no trust in competent institutions Out of fear that it could have negative consequences for myself personally or others,... I didn't know who and where to turn to and what to do 28.9% 28.9% 21.7% 15.6% 15.1% 43.0% 42.5% Question: If you did not respond in any way, what were the reasons for that? Please select all that apply to you. Note: Proportions of individuals selecting each response option to the multiple-response question, among those in the sample who experienced SHW but did not take any action in response to SHW. N= 455, in percent. Minimisation of the incident prevents action, as 43% of vic tims stated that they did not think the harassment was serious enough, making it the most common reason for remaining passive and not engaging in follow-up action. This suggests that many victims downplay their experiences, potentially due to societal normalisation of harassment or a lack of understanding about what constitutes unacceptable behaviour. They take an“appeasement” strategy, assuming that SHW will stop if they do not react. The open answers confirm this: “I didn’t feel I needed to act because it was a one-time incident.” (Hungary) “It’s just a few inappropriate glances, I don’t reciprocate, and that solves it.” (Czechia) Fear of negative consequences contributes to silence, with 28.9% of respondents feeling that taking action would only worsen the situation, while the same share of respondents feared career-related repercussions such as losing their job or harming their professional future. “I was ashamed and afraid they would downplay the seriousness of the situa tion and not believe me.” (Czechia) “The perpetrator had a high position and reputation. It would be seen as oversensitive, especially since I wasn’t the only one exposed to it.” (Croatia) Report on Workplace Sexual Harassment in Bulgaria, Croatia, Czechia, Greece, Hungary and Slovakia 33

Furthermore, 15.6% were concerned about personal or so cial consequences for themselves or colleagues. This highlights the power imbalances and retaliation fears that discourage victims from speaking. Several respondents described psychological distress, including shame, inexperience, or emotional detachment, as reasons for inaction. Some victims froze in response to harassment or felt powerless to take action or react. “I was inexperienced in handling such situations.” (Hungary) Cultural and gender expectations shaped how some individuals processed harassment. Male victims may struggle to report harassment due to stereotypes that men should always welcome sexual attention. “It’s stupid, but it feels like – which man would complain about a woman making a move?” (Croatia) “I understand that I may be attractive to some women, but some crossed the line of decency.” (Croatia) “ If you accept, you’re a predator; if you reject, you’re even worse.” (Croatia) 3.6 Victims’ satisfaction with the case(s) outcomes and her/his needs We asked about the outcome of their SHW case and whether the victims took any action in the aftermath of the incident(s). The data indicate that reporting sexual harassment often leads to no action or inadequate solutions. Lack of action(39.7%) was the most common response by respondents, indicating that nothing occurred after reporting the incident(s). Additional 34% of respondents who act ed upon their harassment in some way did not indicate any of the listed outcomes. This highlights a systemic issue in effectively addressing sexual harassment cases. The data on workplace sexual harassment cases reveal significant shortcomings in how these incidents are managed. While in some instances(20.5%) the harassment eventually ceased, it remains unclear whether this resulted from formal intervention or other circumstances. Only a small percentage(5.8%) reported that their claim was investigated, suggesting that organisations either lack proper procedures or fail to implement them adequately. In a limited number of cases, either the perpetrator(2.6%) or the victim(2.7%) was transferred to another department or workplace, raising concerns about potential retaliation or inadequate solutions. Additionally, disciplinary action (2.2%) and the firing of perpetrators(1.9%) were rare, point ing to a lack of accountability for offenders. Preventative measures, such as anti-harassment training, were implemented in less than 2% of cases, further empha sising the need for proactive policies. Overall, these findings suggest that many workplaces fail to respond effectively to sexual harassment claims, underscoring the necessity for stronger policies, accountability mechanisms, and cultural changes to ensure that victims receive the support and justice they deserve. Certain victims think that ignoring harassment will make it cease, while others come to understand later that they should have taken action. Some participants indicated that if the harassment were to occur again, they would respond differently. “ I wouldn’t let it happen a second time. If it happened again, I would speak up.” (Greece) “Without a reaction, it stopped.” (Hungary) 34 Friedrich-Ebert-Stiftung e.V.

Table 5. Victims’ perception of the outcomes of reported sexual harassment cases in the workplace An anti-harassment training was organised The perpetrator was fired Disciplinary actions were taken The perpetrator was transferred to another department/workplace I was transferred to another department/workplace The perpetrator left The claim was investigated None of the above The harassment stopped Nothing happened- no action Other No response Number of respondents 12 14 16 19 20 21 43 88 151 292 33 162 % of those who indicated this outcome 1.6% 1.9% 2.2% 2.6% 2.7% 2.9% 5.8% 12.0% 20.5% 39.7% 4.5% 22.0% Question: If you told someone, confronted the perpetrator or informed the responsible persons or institutions about the sexual harassment you experienced, what happened afterwards? Please mark all options that apply to you. Note: Proportions of individuals selecting each response option to the multiple-response question, among those in the sample who experienced SHW and took some action upon being a harassment victim. N= 736, in percent. Victims express the outcome in their own words, as indicated in the following examples: “The superiors told me I was overreact ing.” (Greece) “My salary was reduced.” (Czechia) I was told that my colleague was harmless and that I should not be bothered by the fact that he had been contacting me in the middle of the night for a year and a half, and that I should be gentle with him because he is sensitive.” (Croatia) “I quit my job, the perpetrator was promoted.” (Czechia) Victims who filed a formal complaint reported on how it was handled and whether the action taken was effective. According to the survey, 15.5% of the complainants indicat ed that the complaint made the situation worse, while 25.7% stated that the complaint did not change the situa tion at all. In contrast, 26.2% reported that the complaint improved the situation, and 26.7% were uncertain about the outcome. Further analysis of outcomes following the submission of a formal complaint reveals a variety of experiences, the majority of which suggest a lack of effective resolution or additional negative repercussions for the complainant. Below are the key findings, accompanied by illustrative quotes from the victims: Some cases resulted in temporary relief or minor interventions but did not address the issue’s root: Report on Workplace Sexual Harassment in Bulgaria, Croatia, Czechia, Greece, Hungary and Slovakia 35

“The harassment stopped, but since I was the‘right hand,’ working together became difficult as we barely spoke for a long time.” (Hungary) Several complainants experienced retaliation, heightened hostility, or loss of employment as a consequence of voicing their concerns: Some complainants attempted to resolve the issue informally, but the harassment continued in more subtle forms: “The obvious attacks stopped for a while, but the perpetrator tried even harder to appear uninvolved and found new ways to harm me.” (Czechia) “They told me I was fired, and the har assment increased because HR in formed management that I had com plained.” (Croatia) Some victims suggest that while the complaint was recognised, it did not result in lasting change within the system: “The complaint was filed, and special attention was given to specific clients during their presence” (Czechia) “The only change was that more fe male colleagues left for other jobs, No one is addressing the fact that the manager has a real problem with women.” (Czechia) In some cases, the victim was pressured to accept the behaviour or was gaslighted into thinking the issue was not serious: “The person is who they are, and my role is to accept them as they are— even justifying their behaviour and be ing told they are a good person to change my perspective.” (Croatia) The findings indicate that the process of filing formal complaints concerning workplace harassment often fails to yield substantial resolutions. Victims frequently face retaliatory measures, inadequate or superficial responses, along with organisational cultures that tend to minimise or disregard their experiences. These results highlight a critical need for enhanced enforcement of anti-harassment policies, improved protections for complainants, and a necessary shift in workplace culture towards greater accountability and comprehensive support for victims. 3.7 Awareness and attitudes to existing protection against SHW Across all categories, a significant portion of employees are uncertain about their employer’s efforts, with“Don’t know” responses ranging from 32.5% to 45.3%. This suggests a potential lack of communication or transparency regarding workplace policies. The highest share of respondents who believe their employer is not doing enough pertains to sanctioning sexual harassment(41.9%), while the lowest is for employer-led education on sexual harassment(29.6%). Conversely, the lowest share of respondents who believe their employer is doing enough relates to the prevention of sexual harassment(23.9%), indicating scepticism about how effectively incidents are being prevented. The highest positive rating is for keeping track of sexual harassment (29.3%). Overall, more employees report insufficient action(29.6%– 41.9%) than sufficient action(23.9%–29.3%) by employers, highlighting the need for stronger policies and more robust enforcement mechanisms. The next table outlines what information and support is needed for the general population of respondents as well as those who reported of being a victim in cases of exposure to sexual harassment. 36 Friedrich-Ebert-Stiftung e.V.

Respondents’ opinions on the employers’ efforts and actions to combat sexual harassment Educate about sexual harrasment at the workplace 25.0% 29.6% Prevent sexual harrasment 23.9% 34.1% Keep track of sexual harrasment 29.3% 33.2% Sanction sexual harrasment 25.6% 41.9% 45.3% 42.0% 37.5% 32.5% Yes No Don’t know Question. Do you think that your current employer is doing enough to: …. Note: N= 4339, in percent. Fig. 11 Table 6. Respondents’ and victims’ needs for specific information and support in cases of exposure to sexual harassment Victims (N=1277) Information on how to proceed in case of sexual 533 harassment from the responsible persons/institutions Practical help 265 Professional(legal) support in reporting violence 397 and/or harassment Moral support/someone I can talk to in confidence 371 Medical assistance 29 Financial support 41 Professional help in interpreting my rights 264 Protection against further sexual harassment 487 and retaliation None of the above 85 Victims % 41.7% 20.8% 31.1% 29.1% 2.3% 3.2% 20.7% 38.1% 6.7% All respondents (N=4637) 1888 813 1913 1188 231 183 1133 1785 491 Total % 40.7% 17.5% 41.3% 25.6% 5.0% 3.9% 24.4% 38.5% 10.6% Difference 1.0% 3.2% -10.2% 3.4% -2.7% -0.7% -3.8% -0.4% -3.9% Question: What information and support would you appreciate after experiencing sexual harassment? Select up to three options. Note: Comparison of the sample of victims(N= 1277) and the total sample of respondents(N= 4637) who answered this multiple-response question. In percent. Report on Workplace Sexual Harassment in Bulgaria, Croatia, Czechia, Greece, Hungary and Slovakia 37

Victims prioritise direct protection, emotional support, and clear procedural guidance slightly more than the general respondents. General respondents overestimate the need for legal support but underestimate the importance of moral and practical help. Both groups agree that institutions should focus on preventing retaliation, providing procedural clarity, and offering legal and emotional support. These findings indicate that employers, institutions, and policymakers need to ensure transparent reporting mechanisms, strong protective measures, and accessible emotional and practical support for victims of sexual harassment. In addition, some respondents offered qualitative insights to further understand employee attitudes vis-à-vis sexual harassment and policies to combat it. Interestingly, a number of respondents stated that they have not experienced sexual harassment and, therefore, feel unable to answer the question. Some believe the issue is exaggerated or irrelevant in their workplace. “We don’t have sexual harassment.” (Slovakia) “Such things do not exist in my company.” (Czechia) Several respondents expressed scepticism about workplace policies, claiming that sexual harassment is either ignored, tolerated, or only addressed superficially for legal compliance: “Most of these things are just empty words on paper to satisfy formal re quirements or protect the employer.“ (Croatia) “The men in leadership positions are the ones committing harassment, so I can’t imagine them fighting against it.” Czechia) A small subset of respondents advocate for harsher consequences for perpetrators, including extreme measures: “Chemical castration.” (Hungary) 3.8 Effectiveness of the current regulations and steps forward Figure 12 below shows responses from 4637 individuals about their awareness of workplace sexual harassment regulations. Over half(50.7%) are unsure if their country has policies, indicating a significant communication gap in awareness campaigns. While 41.9% recognise the regula tions, there’s ample scope for improvement in education. A small portion(7.4%) believe no laws exist, suggesting weak enforcement or a lack of policies in some regions. This underscores a critical gap in awareness and enforcement of workplace sexual harassment policies, necessitating more efforts to inform employees about existing regulations and ensure trust in their effectiveness. We further examined whether respondents’ employers have regulations in place to prevent, address, and penalise workplace sexual harassment(see Figure 13). Respondents, re gardless of being a victim of harassment or not, were asked about all the possible types of which they are aware. Lack of awareness(39.6%): A significant number of individuals are unaware whether their employer has regulations in place to address sexual harassment. This underscores a considerable lack of communication and awareness regarding workplace policies. Limited implementation of specific procedures(below 10%): only a small percentage of employers have established procedures, such as how to report sexual harassment (8.8%) or how to proceed in cases of sexual harassment (8.3%). This suggests that even if policies exist, they may not be well-defined or easily accessible to employees. Reliance on general ethical codes instead of dedicated guidelines(25.7%): the most commonly reported regulation is an ethical code or code of conduct, rather than specific sexual harassment policies. While ethical codes are important, they may lack enforceability or detailed guidance on handling harassment cases. 38 Friedrich-Ebert-Stiftung e.V.

Awareness of the regulations to prevent, address, and penalise workplace sexual harassment in respondents’ country Fig. 12 41.88% 7.43% 50.69% Yes No I don’t know Question. Are there any regulations to prevent, address, and penalise workplace sexual harassment in your country? Note: N= 4637, in percent. Types of employers’ anti-SHW regulations that respondents are aware of I don't know Ethical code/code of conduct Non from above, no regulations Procedure on how to submit a complaint Procedure for how to report sexual harassment Protocol on how to proceed in case of sexual harassment Appointed a dedicated person/department to report or... Collective agreement with the stipulation related to... Regular training on sexual harassment Agreement between the Works Council and the employer 12.1% 10.4% 8.8% 8.3% 5.7% 4.3% 2.5% 1.6% 25.7% 39.6% Fig. 13 Question. Does your current employer have any regulations in place to prevent, address, and penalise workplace sexual harassment? If yes, what kind? Please select all applicable options. Note: Proportions of individuals selecting each response option to the multiple-response question, among those in the sample who experienced SHW but did not take any action in response to SHW. N= 4637, in percent. Report on Workplace Sexual Harassment in Bulgaria, Croatia, Czechia, Greece, Hungary and Slovakia 39

We also investigated the circumstances under which respondents would seek information regarding the anti-SHW regulations to enhance the efficacy of information dissemination concerning these issues. Evidence shows that employees seek information reactively. The data indicates that the majority of employees pursue information only when they experience or observe sexual harassment, rather than taking the initiative to understand their rights and protections beforehand. There are gaps in proactive education and awareness raising processes. Figure 13 highlights a lack of awareness concerning workplace policies, while Figure 14 indicates that individu als only seek information when it is necessary. This suggests a failure in workplace training and communication strategies related to sexual harassment regulations. Considering the low percentage of employees aware of specific procedures, employers must enhance the accessibility of policies, ensure employees are aware of their rights, and offer regular training sessions. The findings reveal serious information gaps between employers and employees regarding sexual harassment regulations, highlighting a gendered power dynamic in workplaces. Many employees are unaware of existing policies, and lack of easy-to-access complaint procedures worsens this problem. Additionally, employees often do not seek information, perpetuating ignorance and increasing vulnerability for potential victims of harassment. Therefore, employers must enhance transparency, provide thorough training on reporting procedures, and develop accessible policies that consider the experiences of marginalised gender identities. These steps are vital for creating safer, more equitable workplaces and upholding the ethical responsibility to protect all employees from harassment while addressing systemic inequities. Circumstances when the workers would seek information on anti-SHW regulations Fig. 14 When I personally experience sexual harassment at the workplace After witnessing sexual harassment at the workplace If I am not sure what my rights are in the event of sexual harassment Never, I do not seek information regarding regulations or measures on sexual harassment When concluding an employment contract If there are changes to legal regulations or employer laws that regulate these issues Other(please specify 1.3% 31.3% 30.0% 22.3% 21.8% 13.0% 12.1% Question: When would you seek information about regulations, procedures and measures related to workplace sexual harassment? Select all options that apply to you. Note: Proportions of individuals selecting each response option to the multiple-response question, among those in the sample who experienced SHW but did not take any action in response to SHW. N= 4637, in percent. 40 Friedrich-Ebert-Stiftung e.V.

4 Role of trade unions in fighting sexual harassment in the workplace 4.1 Opinions and expectations on the role of trade unions in addressing sexual harassment in the workplace The vast majority of survey respondents from the six targeted countries support the idea that trade unions should play a significant role in combating SHW. The survey showed that the most desirable role of trade unions in the workplace should be to support the victims in the first place(56% of respondents, see Figure 15). The results furthermore indicate that most respondents support that idea that trade unions need to proactively address sexual harassment in the workplace. First, the highest level of support(46.7% strongly agree, 33.1% agree) is for trade unions providing direct support to affected workers, showing that workers view victim support as a priority. Second, a significant proportion of respondents strongly agree(50.7%) that trade unions should demand the adop tion of regulations related to sexual harassment, reinforcing the expectation that unions should actively advocate for regulatory improvements. Third, while training by trade unions is considered important, with 33.8% strongly agreeing and 34.6% agreeing, it has a slightly lower level of strong support compared to other foreseen roles for trade unions. Meanwhile, opposition to union involvement is minimal, with only 4.8% strongly agreeing that unions should play no role and 39.1% strongly disagreeing with that statement, indicating broad consensus on the importance of union engagement in tackling this issue. Role of trade unions in addressing sexual harassment in the workplace Fig. 15 None of that; unions should play no part 32.4% 39.1% Trade unions should provide regular training 33.8% 34.6% Trade unions should support the affected workers Trade unions should report non-compliance with regulations to the labour inspect Trade unions should check compliance with regulations Trade unions should provide information on the existing regulations Trade unions should bargain and conclude a collective agreement addressing sexual harrasment Trade unions should demand the adoption of regulations related to sexual harassment 0 56.0% 31.8% 46.7% 33.1% 42.2% 34.9% 47.6% 36.7% 42.0% 34.8% 50.7% 32.3% 10 20 30 40 50 60 70 80 90 100 Strongly agree Agree Disagree Strongly disagree Don't know Question. What role should trade unions play in addressing sexual harassment in the workplace? Please express if you agree or disagree with each of the roles below. Note: N= 3551, in percent. Report on Workplace Sexual Harassment in Bulgaria, Croatia, Czechia, Greece, Hungary and Slovakia 41

The growing expectation and endorsement for trade unions to take on a more enhanced role in combating sexual harassment in the workplace has been increasingly acknowledged in recent discussions. This societal push reflects a belief that trade unions should be at the forefront of addressing these issues, providing support for victims and helping to create safer work environments. However, this progressive vision stands in stark contrast to a troubling reality encapsulated in our findings that only 2.3% of victims have report ed incidents of SHW to their respective trade unions. This, however, should be viewed in the overall low rate of reporting the incidents to official institutions. “I didn’t even call my union, because they just gossip all day long.[...] I have no reason to make my case and ask for help from such people. In the end, I don’t know why I even joined that un ion, I guess I’m deceiving myself that they would help me if needed.” (Croatia) This significant discrepancy suggests that despite the heightened expectations for trade unions to advocate for the rights and safety of their members, victims of sexual harassment face numerous obstacles when attempting to seek help from these organisations. “I don’t trust institutions. Literally, I don’t trust them at all because we know how they work. If I had a really traumatic experience, I would ap proach an NGO.” (Croatia) Barriers may include a lack of trust in the union’s ability to handle complaints, fear of retaliation from colleagues or employers, or a perception that their cases will not be taken seriously. Such challenges highlight the need for trade unions to improve their approach to handling SHW incidents and raise questions about their role in promoting an inclusive and supportive environment for all workers. It underscores an urgent necessity for trade unions to reassess their strategies and enhance their support systems to effectively assist victims of sexual harassment and actively work towards eliminating such injustices in the workplace. The comments from survey respondents reflect a diverse range of perspectives on the role of trade unions in combating sexual harassment in the workplace. Based on the sentiment analysis, the feedback can be categorised into three main themes: 8 → A proactive involvement of trade unions Many respondents support trade unions’ active involvement and believe that trade unions should play a proactive role in addressing sexual harassment by providing education, advocating for regulations, and supporting victims. This expectation can be illustrated by the following quote: “Trade unions should create an elec tronic information leaflet to be distrib uted to employees, containing all rele vant details on the procedures to fol low in cases of sexual harassment.” (Greece) Similarly, another comment emphasises the need for unions to pressure employers: “It is necessary to implement laws at the state level that must be enforced in every workplace. Trade unions should represent their members in cas es of harassment or legal violations.” (Croatia) → Criticism of the ability of trade unions to address har assment cases effectively A number of survey respondents expressed in their additional comments criticism of trade unions’ effectiveness and trustworthiness and scepticism about trade unions’ ability to handle sexual harassment cases effectively or questioned their integrity. Moreover, some respondents argue that unions themselves may have internal harassment issues, making them ineffective advocates: “But trade unions are organisations where sexual harassment frequently happens. I fear that unless older men, who are often perpetrators, leave leadership positions, no change will be possible.” (Czechia) → Expectation that harassment should be addressed by HR departments and not trade unions Some respondents suggest alternative perspectives regarding the role of employers and HR departments, believing that addressing sexual harassment should primarily rest 8  The following part is based on the sentiment analysis of the comments provided by the survey respondents. Based on 45 qualitative open-ended comments provided by the survey respondents, 6 key sentiment topics were identified, integrated into 3 core themes. 42 Friedrich-Ebert-Stiftung e.V.

with employers and HR departments rather than trade unions. One respondent states: “I am not sure if trade unions should replace the responsibilities of HR, which belong to the employer.” (Slovakia) Another view suggests that trained professionals should handle harassment cases instead of workplace colleagues within the union: “The resolution of sexual harassment should remain the responsibility of professionals. Trade unions mostly consist of‘colleagues’ from the same workplace—I think it might be uncom fortable for the victim if such an expe rience is discussed among colleagues even more.” (Slovakia) that addressing sexual harassment should primarily rest with employers and HR departments rather than trade unions. One respondent states: “I am not sure if trade unions should replace the responsibilities of HR, which belong to the employer.” (Slovakia) The comments reveal a mixed perception of trade unions’ role in tackling sexual harassment. While many advocate for unions to take a strong stance in education, advocacy, and victim support, others criticise their effectiveness and internal structures. Some argue that the responsibility should lie primarily with employers and HR professionals rather than unions. These differing viewpoints highlight the complexity of addressing workplace harassment and the need for multiple stakeholders, including trade unions, to be involved in prevention and resolution efforts. Some respondents suggest alternative perspectives regarding the role of employers and HR departments, believing Reasons why violence and harassment against women matter to unions Box 2 Four reasons why violence and harassment against women matter to unions Violence and harassment are a serious workplace issue which has a lasting impact on the dignity, employment and livelihoods of the victims. An unsafe workplace hin ders not only career progression but also the overall quality of life. It can lead to absenteeism, a reluctance or ina bility to take on certain tasks or roles, or even force wom en to leave their jobs, thereby hampering their economic independence and professional development. Nobody is equal until everyone is equal A workplace which tolerates violence and harassment against women is conducive to many other forms of dis crimination. Violence and harassment against women are at the intersection of several other forms of oppres sion. While gender is a significant risk factor in the expe rience of violence and harassment, it becomes a particu larly prevalent factor in combination with race, class, dis ability, sexual orientation, gender identity and other grounds of discrimination. Fighting for decent work also means fighting for gender equality There is a strong connection between, on the one hand, precarious and badly paid jobs and, on the other hand, violence against women. Women in vulnerable situations are particularly exposed to violence and harassment at work. Economic dependency is also intertwined with do mestic violence. Unions make a difference In a context of ineffective legal and preventive and re porting mechanisms, trade unions have a crucial role to play in ensuring safe workplaces for all workers. They can support victims of violence or harassment and nego tiate policies and agreements that prevent, sanction and ultimately eradicate gender-based violence and harassment. Source: ETUC(2024a) Report on Workplace Sexual Harassment in Bulgaria, Croatia, Czechia, Greece, Hungary and Slovakia 43

Trade unions in the EU play a vital role in advancing occupational health and safety(OHS) standards, contributing to safer and healthier workplaces throughout Europe. Their collaboration with EU institutions has produced policies that safeguard workers’ well-being. The European Trade Union Confederation(ETUC) advocates for robust OHS legislation across Europe, emphasising strong regulations and independent inspections. Tripartite collaboration among governments, employers, and workers’ representatives is key to the EU’s OHS strategy, exemplified by the Advisory Committee on Safety and Health at Work(ACSH). 9 This partnership allows trade unions to significantly influence policies affecting workers’ health and safety. They have been instrumental in enacting directives like 89/391/EEC, promoting safety improvements and ensuring compliance with these standards in member states. 10 The European Trade Union Institute(ETUI) supports the ETUC through research on labour and OHS, providing data that informs policy and training for workplace safety in the EU. 11 Despite progress, challenges persist in uniformly applying OHS standards across member states. 4.2 Effective practices of trade unions in combating SHW The subsequent section is grounded in desk research, which involves a comprehensive analysis of policy and white papers produced by social partners at the national and European levels. Trade unions across the EU have played a crucial role in developing policies, enforcing collective bargaining agreements, running awareness campaigns, and negotiating stronger workplace protections. These initiatives have led to stricter legal frameworks, improved worker protections, and increased employer accountability in tackling workplace sexual harassment. Below are key initiatives from different countries: 4.2.1 Workplace Policies& Training Germany, Deutsche Bahn AG established an agreement in 2016 to ensure equal treatment and protection against sex ual harassment. This agreement includes legal obligations, appeal procedures, sanctions(ADG) and training sessions for managers and employees. It also provides external helplines for employees and empowers female workers by offering self-defence training against physical and sexual violence perpetrated by clients. 12 4.2.2 Joint statements A crucial aspect of tackling workplace harassment is the establishment of joint statements between trade unions and employers. Such agreements reinforce shared principles and procedures for preventing harassment. A notable example is IUF(International Union of Food, Agricultural, Hotel, Restaurant, Catering, Tobacco and Allied Workers’ Associations) fight to end the epidemic of sexual harassment and gender-based violence in the world of work. They have negotiated agreements with global corporations that cover workers in 54 countries worldwide. Here are some ex traordinary examples: IUF- IndustriAll 13 -Unilever Joint Commitment on preventing sexual harassment contain, among others, the following principles and practical steps 14 : The procedures agreed to between the IUF, IndustriAll and Unilever are based on the following principles: → Sexual harassment is a disciplinary offence. → Cases of sexual harassment will be investigated confidentially and handled in a manner that ensures the confidentiality of the persons involved and within strict timescales. → In cases of sexual harassment, it is the perpetrator and not the person making the complaint who will, where necessary, be redeployed. → The Company will train all staff and managers on the policy and their responsibilities under it. → The Company will monitor cases of sexual harassment to identify where further action might be appropriate. Trade Union representatives play a key role: → With management, on advising their members of what constitutes Sexual Harassment in the workplace. → Working on awareness-raising and training. → Assisting employees/members to raise complaints and issues either through the Unilever Code process or via the established individual or collective grievance procedures and/or national legislation. 15 9  More information at https://employment-social-affairs.ec.europa.eu/policies-and-activities/rights-work/health-and-safety-work/advisory-committee-health-and-safe ty-work-0_en?utm_source=chatgpt.com 10  https://eur-lex.europa.eu/legal-content/EN/ALL/?uri=celex%3A31989L0391 11  More information at https://www.etui.org/topics/health-safety-working-conditions 12  https://www.thirdpartyviolence,com/germany 13  IndustriALL Global Union represents 50 million workers in 140 countries in the mining, energy and manufacturing sectors. More at https://www.industriall-union.org/whowe-are 14  More at https://www.iuf.org/wp-content/uploads/2020/12/1-2016-IUF-IndustriAll-Unilever-Joint-Commitment-on-preventing-sexual-harassment.pdf 15  More information at: https://www.iuf.org/wp-content/uploads/2020/12/1-2016-IUF-IndustriAll-Unilever-Joint-Commitment-on-preventing-sexual-harassment.pdf 44 Friedrich-Ebert-Stiftung e.V.

Joint Commitment on preventing sexual harassment Box 3 MELIÁ-IUF Joint Commitment on preventing sexual harassment – addressing specific circumstances of protec tion against SHW Sexual harassment in the workplace can have aggravat ing circumstances when it occurs in a situation where it is a precondition to hiring, or a condition to keep a job and a factor influencing working conditions and/or career de velopment. → Sexual harassment is the subject of zero tolerance by Meliá and the IUF and its affiliated organisations; → In cases of sexual harassment, when the perpetrator is a Meliá staff member, it is the perpetrator who will, where necessary, be redeployed or subject to any other penalty, including dismissal from the company, in ac cordance with the legislation of the country, irrespec tive of their position in the company; The committed parties wish to ensure that all employees are aware of what constitutes sexual harassment, fully understand what is expected of them, know how to report any problem and are able to report alleged abuses in to tal confidence by contacting Meliá through its own dedi cated reporting channel as one of the means of preven tion. → Meliá shall ensure that all of its workers receive infor mation about this policy and about their rights and responsibilities, and may also arrange training on this subject; → False accusations of sexual harassment shall result in the same consequences as mentioned above; Principles, procedures and processes to prevent sexual harassment in the workplace → IUF-affiliated trade unions representing Meliá employees shall be able to ensure awareness-raising and training activities for their own members. Source: IUF(2019) 16 4.2.3 Collective bargaining agreements addressing SHW Collective bargaining agreements(CBAs) enhance workplace protections against sexual harassment, which undermines women’s rights and equity. CBAs act as legal frameworks and platforms for advocating systemic changes to combat gender-based violence and discrimination. They empower marginalized workers by ensuring their voices are heard in negotiations affecting their safety and well-being. CBAs should include proactive measures addressing women’s unique challenges, such as training programs to prevent harassment and foster respect in organisations. Collective action in the labour movement is crucial; united workers can confront oppressive systems more effectively than individuals. Thus, through effective bargaining, CBAs not only protect workers’ rights but also support the broader fight against patriarchal structures that perpetuate workplace inequality. Here are few examples on the CBA and specific clauses addressing SHW: In 2022, the Danish Trade Union Confederation, the Con federation of Danish Employers, and the Minister for Gender Equality signed a national Tripartite Agreement to End Sexual Harassment in the Workplace. This groundbreaking agreement addresses both internal and external sexual harassment with binding measures implemented by law, enhancing protection, prevention, and cultural change in the workplace. It imposes stricter obligations on employers and employees, including higher penalties for violations. The Danish Working Environment Authority’s APV(risk assessment) checklists will emphasize sexual harassment in risk assessments. Additionally, the Authority will prepare annual reports on decisions and Guidelines related to harassment and bullying harassment. 17 French unions have added sexual harassment and violence against women at work to negotiations on gender equality, highlighting employers’ duty to prevent harassment and mobbing. Notable practices include a 2013 agreement with SAFRAN on workplace harassment prevention and a 2015 agreement with La Poste focusing on workplace and domestic violence prevention. Additionally, a 2013 public sec tor agreement outlines obligations to prevent gender-based violence and includes training as part of health and safety measures(ETUC, 2024). Health care unions in Bulgaria have addressed psychosocial risks, violence, and harassment at work in agreements dating back to 2013, when the first clauses on psychosocial risks and violence and stress at the workplace were included in the health sectoral collective agreement of 2013, in 16  More at https://www.iuf.org/wp-content/uploads/2019-Melia-IUF-Joint-Commitment-on-preventing-sexual-harassment.pdf 17  https://www.thirdpartyviolence.com/denmark Report on Workplace Sexual Harassment in Bulgaria, Croatia, Czechia, Greece, Hungary and Slovakia 45

Ten things that unions can do to tackle harassment Box 4 and violence especially against women work Ten things that unions can do to tackle harassment and violence against women work 1. Prioritise social dialogue between employers and unions, in jointly agreeing policies, procedures and aware ness raising amongst managers and workers. 2. Ensure that women are in senior negotiating positions, as this has been shown to be critical to getting issues of violence against women and sexual harassment onto bargaining agendas, particularly in male dominated sec tors. 3. Produce guidance, model workplace policies and train workplace representatives to negotiate agreements and policies to tackle violence and sexual harassment at work and the prevention of domestic violence at work. 4. Ensure that safety and health and wellbeing at work initiatives include a strong focus on the causes of and solutions to harassment and violence against women work, by taking into account gender inequalities and discrimination. 5. Give information and support to workers experiencing sexual harassment and domestic violence. 6. Work in partnership with NGOs and organisations that deal with the issue of violence against women, for exam ple, carrying out campaigns and union surveys to raise awareness about the extent and nature of violence against women at work. 7. Encourage male trade union leaders, negotiators and men to publicly raise awareness and champion a ze ro-tolerance approach to violence against women. 8. Highlight the economic and social case for tackling violence at work, including the business arguments that tackling violence against women can help to improve workplace relations, enhance wellbeing at work, retain workers, reduce absence from work, increase motivation and productivity. cluding sexual harassment. Despite some progress in implementing policies and procedures to prevent SHW in collective bargaining, unions report that there have been higher levels of violence and harassment. A high-profile national campaign amongst unions and civil society organisations has called for the ratification of the ILO Convention No. 190, including stronger laws and obligations on em ployers. 18 A sectoral CBA between the Bulgarian national health insurance fund, the Union of Civil Servants and the Federation of Health Care Unions, 14 May 2015, states that the employer shall protect the dignity and honour of the employee during the performance of their duties within the labour contract(Art, 12, para, 5). The employer shall under take all measures provided by law – inclusive of providing legal protection against moral or physical violation against the employee during the time of performing labour duties as per the labour contract(Art, 6). 19 In Italy, several sectoral agreements have addressed sexual harassment. An agreement with the energy company ENEL under the corporate welfare agreement‘People Care in ENEL’ covers wellbeing and health, and addresses sexual harassment and violence at work. In the woodworking sector an agreement on addressing and preventing sexual harassment at work was signed by the three unions in the building sector and employers(ETUC, 2024). 18  More at https://www.thirdpartyviolence.com/bulgaria 19  https://www.thirdpartyviolence.com/bulgaria 46 Friedrich-Ebert-Stiftung e.V.

4.2.4 Campaigns Awareness campaigns are vital in changing the sexist culture in workplaces. They aim to raise awareness about gender discrimination, foster inclusivity, discourage sexual harassment, and promote respect. By implementing educational initiatives and facilitating open dialogues about sexism and its harmful effects, organizations can build a culture that values equality and supports individuals’ rights. Commitment to these campaigns is essential for creating a workplace free from sexual misconduct, empowering and advancing all employees’ genders. Below are some examples of such campaigns: The Austrian trade union, VIDA, has a long-standing strategy and priority to address violence and harassment in the world of work, particularly third-party violence. 20 Actions include a trade union campaign for the ratification of ILO Convention No. 190.0; union education and training on third-party violence. and lobbying for stronger legislation with penalties against perpetrators of assault on staff in public transport(2017) and in the health sector(2020). Sec tor-specific actions in the railway sector, public transport and in health, social services and the social sector include protection and security of women and LGBTI workers. 21 The“Get me home safely” campaign in the transport sector recognises that travel to and from work is a significant risk for workers travelling late at night or during unsocial times, such as shift workers in hospitals and urban public transport. The European Transport Workers Federation’s(ETF) Congress Resolution in 2017, called on the ETF and affiliat ed unions to actively support and promote the campaign, putting a responsibility on employers to ensure shift workers are safe travelling home at night. Assaults during the pandemic increased significantly and the ETF has called for more trained staff and stronger enforcement of laws against sexual assault and harassment on public transport, and to explicitly extend employers’ duty of care to include safe transport home policies for all workers. 22 The European Federation of Food, Agriculture and Tourism Trade Unions(EFFAT) has launched campaigns promoting zero tolerance for sexual harassment and violence in the workplace. They provide recommendations for establishing comprehensive workplace policies and emphasize the importance of awareness-raising initiatives. 23 4.2.5 Guidance Guidance documents are essential in combating sexual harassment in the workplace. They provide resources to understand harassment, its implications, and prevention measures. Typically, they define inappropriate behaviours, outline legal frameworks, and suggest best practices for fostering safe workplace cultures. Additionally, these documents equip employees and employers with practical strategies to recognise, report, and address harassment effectively. By promoting awareness and dialogue, they help create a respectful workplace prioritising dignity and safety for all employees. Here are some noticeable examples: The European Transport Workers Federation’s Guidance (2020) for transport unions on violence and harassment against women include guidance on drawing up comprehensive workplace policy and a step-by-step guide to carrying out gender-responsive risk assessment. The guidance is aimed at supporting union negotiations on violence and harassment. The guidance, which was also tailored to specific challenges arising from the pandemic, drew on many years of campaigning, advocacy, and negotiations by transport unions nationally, at the European level, and globally. 24 The European Trade Union Confederation’s guidance‘Safe at work safe at home safe online a guide for trade unions to eliminate violence and harassment against women in the world’, identified numerous examples of collective bargaining agreements and workplace policies that tackle domestic violence as a workplace concern. These initiatives often involve partnerships with domestic violence organizations to raise awareness, provide training, and support affected workers. 25 20  Third-party sexual harassment is a part of this adverse social behaviour. Workers are attacked from the side of customers, clients, and other persons outside the workplace. Several trade unions address this specific kind of harassment in specific sectors, where there is a high prevalence of this type of sexual harassment. 21  https://www.thirdpartyviolence.com/austria 22  https://www.thirdpartyviolence.com/european 23  https://effat.org/wp-content/uploads/2021/10/07b-Zero-Tolerance-RECOMMENDATIONS-for-SHV-in-the-workplace-and-beyond-EN.pdf?utm_source=chatgpt.com 24  https://www.thirdpartyviolence.com/european 25  https://www.etuc.org/sites/default/files/publication/file/2024-10/Guide%20-%20EN%20-%20171024%20-%20PRINT.pdf Report on Workplace Sexual Harassment in Bulgaria, Croatia, Czechia, Greece, Hungary and Slovakia 47

5 Recommendations comparing insights from the six countries The comparative analysis of recommendations for policymakers, trade unions, employers, and training implications across Bulgaria, Croatia, Czechia, Greece, Hungary, and Slovakia is based solely on the national reports and the recommendations outlined therein, reflecting the country context and identified issues therein. 5.1 Recommendations for Policymakers To effectively address sexual harassment in the workplace, common recommendations across all six countries emphasise the importance of stronger legislation, institutional coordination, awareness-raising, and robust enforcement mechanisms. A key shared recommendation is the ratification and implementation of International Labour Organization Convention No. 190. Several countries, including Bulgaria, Hunga ry, and Croatia, stress aligning national legislation with international standards and ensuring better enforcement of existing legal frameworks. Additionally, harmonising internal regulations, administrative sanctions, and criminal law is suggested to prevent legal loopholes that allow SHW to persist. Another common recommendation is awareness-raising and transparency in reporting procedures. Countries advocate for fostering a“speak-up” culture by educating employees and employers about their rights and responsibilities. This includes simplified reporting mechanisms, improved legal guidance, and ensuring institutions adequately support victims. Slovakia, for example, recommends nationwide media campaigns to educate the public about SHW and available resources. Czechia suggests enhancing transparency in legal procedures by introducing a simplified legal advisory system, such as brochures or AI-driven chatbots, to guide victims through legal options and ensure they understand the reporting process. Moreover, institutional oversight and coordination are emphasised at the national level, underscoring the significance of coordination among ministries, independent authorities, and social partners at the national level to enhance data collection and enforcement mechanisms. Greece, in particular, emphasises the necessity of interministerial cooperation to ensure a comprehensive approach to addressing SHW. Croatia suggests establishing a national body for tripartite coordination to oversee the development and implementation of policies aimed at preventing SHW and to investigate underreporting issues by researching the causes of low reporting rates. 5.2 Recommendations for Trade Unions Trade unions across all six countries should play a crucial role in preventing and addressing sexual harassment in the workplace. A key shared recommendation is the integration of SHW prevention and response measures into collective agreements, ensuring that clear policies are in place at sectoral and company levels. Bulgaria, for example, suggests advocating for sector-wide collective agreements against SHW and including SHW prevention clauses in contracts. Trade unions are encouraged to advocate for national agreements on SHW, aligning with the European framework on harassment and violence at work. They are also expected to collaborate with employers, authorities, and civil society to improve workplace protections and compliance. Another common priority is raising awareness and providing training. Trade unions should actively educate their representatives and members about SHW, ensuring that workers understand their rights and the procedures for reporting incidents. This includes specialised training for union officials to improve their ability to support victims and awareness campaigns at all levels, from national to enterprise-level unions. Additionally, trade unions are urged to monitor and enforce employer compliance with SHW regulations. They should be involved in appointing workplace equality coordinators or dignity officers, ensuring that reporting mechanisms are trusted and effective. For example, Slovakia proposes establishing SHW ombudspersons within trade unions and creating action plans for union involvement in SHW prevention. Trade unions in the countries should also lobby governments for stronger legal protections, including the ratification of ILO Convention No. 190 and other interna tional agreements that address workplace violence. 5.3 Recommendations for Employers Employers across these countries are urged to take proactive and comprehensive measures to combat sexual harassment in the workplace. A key common recommendation is 48 Friedrich-Ebert-Stiftung e.V.

the development of clear internal policies and mechanisms to prevent and address SHW. This includes establishing formal reporting systems, training programs, and transparent complaint-handling procedures that ensure employees understand their rights and protections. A key shared focus should be also fostering trust in the reporting process. Employers must strengthen transparency in complaint procedures, making them accessible and impartial. An emphasis should be place on the implementation of anonymous reporting options and trained personnel to handle complaints, ensuring that victims feel safe to come forward. For instance, Slovakia recommends developing trauma-informed reporting procedures in collaboration with academia or NGOs, ensuring that victims receive support without re-traumatisation while maintaining confidentiality throughout the process. Another common recommendation for all countries is that employers should guarantee non-retaliation policies, offering legal and psychological support to individuals who experience harassment. Moreover, employers should embed SHW prevention into corporate culture. This includes training employees and managers, reinforcing zero-tolerance policies, and making ethical workplace behaviour a core company value. Countries like Hungary and Slovakia highlight the need for leadership engagement, urging senior management to support and uphold SHW prevention measures actively. 5.4 Training Implications The upcoming training series is a subsequent part of this project. Here, we summarise common implications for anti-SHW training or educational programmes, as suggested by the national research teams in their reports. The training implications reflect the topics and needs based on the findings. Training on sexual harassment in the workplace is vital for promoting safe and inclusive work environments. In all six countries, a common recommendation is to integrate SHW training at various levels, ensuring that employees, managers, and HR personnel are sufficiently equipped to recognise, prevent, and tackle harassment. A key shared implication is making SHW training a continuous, structured process rather than a one-time event. Training should be embedded in organisational culture, focusing on awareness, prevention, and response mechanisms. Special emphasis is placed on equipping managers and HR personnel with skills to handle SHW cases competently, as they play a pivotal role in creating and enforcing workplace safety policies. In addition, workshops and interactive training sessions are preferred over passive lectures, as they allow employees to engage, share experiences, and practice intervention techniques. For example, training in Greece must be inclusive and widely accessible, incorporating both in-person and online learning formats to reach diverse groups, including marginalized populations such as women, LGBTQIA+ individuals, and migrants. The training should cover legal rights, reporting mechanisms, and psychological support to create a comprehensive learning experience. Hungary’s stress on gender-focused training approaches should be implemented, addressing men’s role in preventing SHW, women’s solidarity, and power dynamics in workplace harassment. Encouraging male employees to become allies in preventing SHW can significantly impact workplace culture and reduce tolerance for harassment. Another common theme is the need for national-level initiatives to standardise SHW training. Ministries of Labour and Education, along with employer and worker organisations, should collaborate to develop preventive education programs that integrate SHW awareness into workplace policies and educational curricula. In some countries, the lack of awareness about what constitutes SHW has been identified as a key issue, necessitating a focus on clarifying definitions and reporting procedures in training sessions. 5.5 Implications for future research This project provides a unique and profound insight into the experiences of victimisation and how these experiences relate to trade unions, trust, expectations, and the need for information and regulation. It highlights the significant challenges faced during data collection, particularly noting that partner countries were highly motivated to gather this data, as in some instances, it represented the first recorded information on Sexual Harassment and Violence(SHW) in their respective countries.(e.g. Greece, Hungary). Future research on sexual harassment in the workplace must focus on long-term, in-depth studies that capture the lived experiences of victims and evaluate the effectiveness of existing policies and interventions. A key, common implication is the need for collaborative research efforts across stakeholders, including academia, trade unions, employers, and applied research organisations, to enhance awareness, improve complaint processes, and establish stronger workplace norms against SHW. Another shared priority is the importance of representative, large-scale studies. Many current studies face limitations due to small sample sizes or non-representative data, which hinder the ability to develop targeted interventions. Future research should use comprehensive survey methods that account for industry-specific risks and worker demoReport on Workplace Sexual Harassment in Bulgaria, Croatia, Czechia, Greece, Hungary and Slovakia 49

graphics, ensuring that findings can inform evidence-based policies and tailored preventive measures. Additionally, the Croatian research team recommends exploring the wider societal effects of SHW, which include its psychological, economic, and social repercussions. This effort aims to bolster advocacy initiatives and enhance legislative and institutional responses. Meanwhile, the Bulgarian team advises examining the cultural and institutional obstacles that hinder victims from reporting SHW. Their focus should be on societal attitudes, workplace dynamics, and legal restrictions. Addressing these issues could lead to improved complaint mechanisms and policy reforms. In conclusion, efforts to tackle sexual harassment in the workplace across Bulgaria, Croatia, Czechia, Greece, Hungary, and Slovakia reveal a set of common recommendations focused on policy reform, trade union engagement, employer accountability, training, and future research. Across all countries, the core strategies emphasise bolstering legislation, raising awareness, enhancing enforcement, and promoting institutional cooperation. A key shared recommendation is the ratification and implementation of International Labour Organization Convention No. 190, ensuring that national legislation aligns with international standards. Additionally, all countries emphasise the importance of raising awareness and creating transparent reporting mechanisms to foster a“speak-up” culture in which employees feel safe reporting SHW. Countries such as Slovakia and Czechia stress the necessity for nationwide media campaigns and simplified legal guidance tools, such as AI-driven legal advisory systems, to improve transparency in procedures. Furthermore, interministerial cooperation and institutional coordination are recommended to bolster enforcement and accountability, with Greece highlighting the need for cross-ministerial collaboration, while Croatia proposes the establishment of a national body for tripartite coordination to oversee SHW prevention policies. Trade unions across all six countries are encouraged to incorporate SHW prevention measures into collective agreements, thereby ensuring sector-wide protections and employer accountability. A stronger monitoring role is necessary, including the appointment of workplace equality coordinators or SHW ombudspersons, as suggested in Slovakia. Furthermore, educational initiatives should be prioritised, with Bulgaria advising that trade unions advocate for sector-wide collective agreements against SHW and Hungary highlighting gender-focused education and awareness campaigns. Employers must take proactive measures to combat sexual harassment in the workplace, including establishing clear policies, developing confidential reporting mechanisms, and ensuring that retaliation is strictly prohibited. A key shared recommendation is the implementation of formal reporting systems and transparent complaint-handling procedures, with Slovakia suggesting a trauma-informed approach in collaboration with non-governmental organisations or academia to ensure that victims are not re-traumatised. Employers are also urged to embed sexual harassment prevention into workplace culture, with Hungary and Slovakia stressing the need for leadership engagement in enforcing zero-tolerance policies. Across all countries, continuous and structured SHW training is emphasised rather than one-off initiatives. Training should be integrated into corporate culture, targeting employees, managers, and HR personnel to enhance their capacity to prevent, identify, and respond to SHW. Workshops and interactive sessions are preferred over passive lectures, ensuring practical engagement. Greece underscores the importance of inclusive training, incorporating online and in-person formats to reach marginalised populations, such as LGBTQIA+ individuals, migrants, and persons with disabilities. Hungary recommends gender-focused training approaches, encouraging male employees to become allies in SHW prevention by addressing power dynamics in workplace harassment. Future studies should conduct long-term research on SHW to understand victim experiences and evaluate policy effectiveness. Collaborative efforts among academia, trade unions, and employers are essential for targeted interventions. Large, representative studies are needed to analyse industry-specific risks and worker demographics, aiding in the development of tailored preventive measures. Croatia recommends examining the societal effects of SHW, such as psychological, economic, and social consequences, in order to enhance advocacy and legislation. Bulgaria suggests exploring cultural and institutional barriers preventing victims from reporting SHW, with a focus on societal attitudes, workplace norms, and legal constraints. By implementing these collective and country-specific recommendations, stakeholders can create safer workplaces, enhance reporting and response mechanisms, and cultivate a culture of accountability and zero tolerance for SHW. 50 Friedrich-Ebert-Stiftung e.V.

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About the authors Barbora Holubová , PhD.is a senior researcher at the Central European Labour Studies Institute(CELSI) in Bratislava. She coordinates international research projects on care and employment policies, social dialogue, and collective bargaining in the CEE region. Holubová has experience in applied social research on the labour market, social policies, and gender inequalities, using both quantitative and qualitative data analysis methods. She also has skills in comparative policy analysis and research design. Holubová earned her PhD in sociological methodology and quantitative analysis from Comenius University, Slovakia. Before CELSI, she worked at the Institute for Labour and Family Research, the European Institute for Gender Equality, and the Slovak Academy of Sciences. Additionally, she engages in projects involving AI tools in the workplace and efforts to combat undeclared work. Kristína Gotthardová , M.A., works as a researcher at CELSI – Central European Labour Studies Institute, mostly dealing with topics related to gender equality, gender-based violence, social dialogue and collective bargaining. She completed her master’s degree in Public Policy at the Central European University, with a heavy focus on gender and public policy and violence against women. In the past she completed research on online violence against women in the public sphere in Slovakia and comparative research on aesthetics of feminist protest movements. Previously she worked at the Chamber of Commerce as a policy officer for digitalisation and diversity and inclusion. 52 Friedrich-Ebert-Stiftung e.V.

Annexes Table 7. Structure of the survey sample by country Country Data collection period starts from 1 July (2024) to: Number of respondents % of respondents out of total Gender(% out of total) Female Male Other Prefer not to answer Total Age categories(% out of total) 18- 29 30- 39 40- 49 50 and over Total Education(% out of total) No formal education+ primary education Secondary education Tertiary education(Bachelor's. Master's. Doctoral) Total Marital status(% out of total) Single+ never been married/in a civil partnership Married/in a civil partnership Divorced+ widowed Total Trade unions membership(% out of total) Trade union or employee representatives operating at current workplace in time of the survey Member of trade union in time of the survey Bulgaria Croatia 2 Aug 18 Jul 740 1072 16% 23% 13.1% 2.8% 0.0% 0.1% 19.5% 3.4% 0.0% 0.2% 0.5% 1.9% 4.9% 8.7% 1.3% 5.1% 8.8% 7.9% 0.2% 1.9% 13.8% 0.1% 5.8% 17.2% 3.3% 10.5% 2.1% 4.7% 15.8% 2.7% 14.7% 1.3% 12.8% 10.3% Czechia 12 Aug 1080 23% 17.4% 5.3% 0.1% 0.5% 1.7% 4.5% 7.1% 9.9% 0.0% 8.8% 14.5% 4.2% 15.6% 3.5% 11.2% 12.1% Greece 9 Sep 876 15% 10.0% 5.0% 0.2% 0.2% 1.4% 2.7% 6.6% 4.7% 0.5% 4.6% 10.3% 4.6% 8.9% 1.8% 8.1% 7.2% Hungary 2 Sep 712 13% Slovakia 16 Sep 421 9% Total 06 – 09 2024 4637 100.0% 8.4% 4.6% 0.0% 0.2% 6.7% 2.2% 0.0% 0.2% 75.1% 23.2% 0.3% 1.4% 100% 0.5% 2.2% 4.5% 6.0% 1.0% 3.4% 2.8% 1.9% 6.4% 19.8% 34.7% 39.1% 100.0% 0.3% 4.9% 7.9% 0.0% 4.1% 4.9% 1.2% 30.1% 68.7% 100.0% 2.7% 8.5% 2.0% 3.3% 4.7% 1.0% 22.9% 64.0% 13.1% 100% 10.3% 2.9% 3.4% 5.7% 60.5% 39.5% Report on Workplace Sexual Harassment in Bulgaria, Croatia, Czechia, Greece, Hungary and Slovakia 53

Table 8. Overview of the interviews Country Bulgaria Bulgaria Bulgaria Bulgaria Czechia Czechia Czechia Czechia Czechia Czechia Czechia Czechia Croatia Croatia Croatia Croatia Croatia IDI Code IDI1 IDI2 IDI3 IDI4 IDI1 IDI2 IDI3 IDI4 IDI5 IDI6 IDI7 IDI8 IDI1 IDI2 IDI3 IDI4 IDI5 Interview Date 12.8.2024 19.8.2024 16.9.2024 2.10.2024 29.8.2024 30.8.2024 30.8.2024 10.9.2024 11.9.2024 11.9.2024 12.9.2024 24.9.2024 24.6.2024 26.8.2024 10.9.2024 2.9. 2024 18.9.2024 Gender Female Female Female Female Female Female Female Female Female Female Female Female Female Female Female Female Female Croatia IDI6 25.9.2024 Female Croatia IDI7 11.9.2024 Female Croatia IDI8 Croatia IDI9 Greece IDI1 Greece IDI2 Greece IDI3 Greece IDI4 Hungary IDI1 Hungary IDI2 Hungary IDI3 Hungary IDI4 Hungary IDI5 Hungary IDI6 Slovakia IDI1 Slovakia IDI2 Slovakia IDI3 Slovakia IDI4 Slovakia IDI5 Slovakia IDI6 12.9.2024 17.10.2024 12.8.2024 19.8.2024 16.9.2024 2.10.2024 3.10.2024 4.10.2024 4.10.2024 10.10.2024 10.10.2024 12.10.2014 30.7.2024 31.7.2024 5.8.2024 14.8.2024 21.8.2024 23.8.2024 Female Female Female Female Female Female Female Female Female Female Female Male Female Female Female Female Male Female Age Sector 30-40 30-40 20-30 30-40 30 50 35 20 20 23 28 21 30-49 Under 30 30-49 30-49 30-49 30-49 50 and over 50 and over 30-49 30-40 30-40 20-30 30-40 31-50 31-50 31-50 31-50 50 31-50 40 45 Unknown 26 21 30s Private(IT) Public(Local Government) Public(State Institution) Private(Online Gambling) Public administration Average Education Hospitality Hospitality Legal services Education and consulting services Hospitality Education Human health and social work Accommodation and food service Human health and social work Professional, scientific and technical activities Electricity, gas, steam and air conditioning supply Manufacturing Human health and social work Financial and insurance activities Private(IT) Public(Local Government) Public(State Institution) Private(Online Gambling) Automotive industry Mechanical engineering Public transport, passenger transport Waste management Media, TV, radio Security Administration, Mining Postal services Accommodation and food service, Manufacturing Healthcare Research Art, Marketing Trade Union Member No Yes No No No No No No No No No No Yes No Yes Yes No No No Yes No No Yes No No No No Yes No No No No No No No No No 54 Friedrich-Ebert-Stiftung e.V.

Slovakia Slovakia Slovakia Slovakia Slovakia Slovakia Slovakia TOTAL IDI7 IDI8 IDI9 IDI10 IDI11 IDI12 IDI13 44 23.8.2024 26.8.2024 27.8.2024 27.8.2024 27.8.2024 5.9.2024 12.9.2024 Female Female Female Female Female Female Female 40F/4M 50s 36 30s Early 30s 24 25 29 More than 50% in 30- 50 Healthcare/Social services Media, Information Technology Education Information Technology Event Management, Healthcare Information Technology Administration, Public sector No No No No No No No 16%-members of trade union Table 9. Overview of the focus groups In total, seven focus groups were organised by the six countries from September to October 2024, with 67 participants in total: 54 women and 13 men representing diverse types of institutions, state agencies, and responsible offices. Country Date Bulgaria Bulgaria Bulgaria Bulgaria Bulgaria Czechia Czechia Czechia Czechia Czechia Czechia Czechia Czechia Czechia Greece Greece Greece Greece Greece Greece Greece Greece Greece Greece Greece Greece 2.10.2024 2.10.2024 2.10.2024 2.10.2024 2.10.2024 23.9.2024 23.9.2024 23.9.2024 23.9.2024 23.9.2024 23.9.2024 23.9.2024 23.9.2024 23.9.2024 30.9.2024 30.9.2024 30.9.2024 30.9.2024 30.9.2024 30.9.2024 30.9.2024 30.9.2024 30.9.2024 30.9.2024 30.9.2024 30.9.2024 Type of Organisation Trade Union at the sectoral level HR in a big private corporation Non-governmental organisation Researcher in SHW(with law background) Commission for protection against discrimination(state agency) Ombudsperson Research institution Law Office Consulting and training company Trade union Multinational Private Company Consulting and training company Non-profit organization Regional Labour Inspectorate Greek General Confederation of Labour Greek Federation of Bank Employee Unions Hellenic Federation of Insurance Company Employee Associations Panhellenic Federation of Workers in Food in Tourism Sector Hellenic Federation of Unions of Hospital Institutions Hellenic Federation of Spectacles and Audio Journalists’ Union of Athens Daily Newspapers Labour Center of Athens Labour Center of Thessaloniki Labour Center of Herakleion Labour Centre of Rhodos Labour Centre of Korinthos Female Male 1 0 1 0 1 0 0 1 1 0 0 1 1 0 1 0 1 0 1 0 1 0 0 1 1 0 0 1 3 2 1 0 1 0 1 0 2 1 1 1 1 0 1 0 1 0 0 1 1 0 1 0 Report on Workplace Sexual Harassment in Bulgaria, Croatia, Czechia, Greece, Hungary and Slovakia 55

Greece 30.9.2024 Labour Centre of Fthiotida 1 0 Greece 30.9.2024 Labour Centre of Katerini 1 0 Greece 30.9.2024 Labour Centre of Veroia 0 1 Greece 30.9.2024 Labour Centre of Florina 2 0 Greece 30.9.2024 Ministry of Labour and Social Security 1 0 Greece 30.9.2024 Ministry of Social Cohesion and Family 2 0 Greece 30.9.2024 Ministry of the Interior 2 0 Greece 30.9.2024 Ombudsman 1 1 Greece 30.9.2024 Hellenic Labour Inspectorate 1 0 Greece 30.9.2024 National Transparency Authority 1 0 Greece 30.9.2024 Greek National Commission for Human Rights 1 0 Greece 30.9.2024 Greek Member of the European network of legal experts in gender equality 0 1 Croatia 17.9.2024 Ombudsperson(Specialist Adviser on Legal Issues) 1 0 Croatia 17.9.2024 Employer organisation at national leve 1 0 Croatia 17.9.2024 Other – former member of Faculty SH Committee(public university) 1 0 Croatia 17.9.2024 Trade union at national level 1 0 Croatia 17.9.2024 Trade union at sectoral level 1 0 Croatia 17.9.2024 Non-governmental organisation 1 0 Croatia 17.9.2024 Individual expert/researcher in SHW 1 0 Hungary 25.9.2024 Trade union 1 0 Hungary 25.9.2024 Trade union 0 1 Hungary 25.9.2024 Trade union 1 0 Hungary 25.9.2024 Trade union 1 0 Hungary 25.9.2024 Foundation, attorney-at-law, advocacy 1 0 Hungary 25.9.2024 FES local office 1 0 Hungary 25.9.2024 FES local office 1 0 Hungary 25.9.2024 Author of this study, lawyer, trainer, advocacy 1 0 Slovakia 12.9.2024 Labour Inspectorate 1 0 Slovakia 12.9.2024 Trade Union at the national level 1 0 Slovakia 12.9.2024 Trade Union at the national level 1 0 Slovakia 12.9.2024 National anti-discrimination organ 1 0 Slovakia 12.9.2024 Non-profit foundation 1 0 Slovakia 12.9.2024 Higher education institution 1 0 Slovakia 12.9.2024 Initiative supporting good practices and responsible practices of business 1 0 TOTAL PARTICIPANTS 67 54 13 56 Friedrich-Ebert-Stiftung e.V.

Report on Workplace Sexual Harassment in Bulgaria, Croatia, Czechia, Greece, Hungary and Slovakia The report examines workplace sexual harassment(SHW) in Bulgaria, Croatia, Czechia, Greece, Hungary, and Slovakia, revealing its widespread nature. Common forms of harassment include verbal abuse, unwanted physical contact, coercion for job promotion, and digital harassment. Despite legal prohibitions in all six countries, enforcement remains inconsistent, with many depending on labour and civil laws that lack clear penalties and protections for victims. The report highlights that only half of the victims take action, mostly informal, often due to mistrust in institutions or fear of retaliation, while many endure in silence. SHW significantly affects victims’ mental health and career progression, with many reporting feelings of unsafety, avoiding social interactions, or suffering from depression and anxiety, with 1 in 10 victims contemplating leaving their jobs. The report recommends that policymakers ratify ILO Convention No. 190, strengthen anti-SHW laws, mandate annual training, and enhance data collection. It also suggests that trade unions advocate for SHW protection in collective agreements, establish support units, and run awareness campaigns among their members. Employers are encouraged to enforce zero-tolerance policies, implement confidential reporting, train staff in trauma-informed response procedures, and provide counselling and legal aid to victims. Further information on this topic can be found here: ↗ fes.de