EUJS General Assembly

Burgas – Bulgaria, 30th August 2018

RESOLUTION

Gender and Harassment Policy


The European Union of Jewish Students believes:

1. Equality is about opportunities for each member of society. Gender equality is essential for society to progress into a system in which everyone can contribute and benefit according to their potential, their choices, and their needs.

2. It is in line with our Jewish and humanistic values to both take explicit measures towards women's empowerment and raise awareness among society as a whole as to the importance of achieving gender equality.

3. The empowerment of women in personal, professional, and public settings is a necessary measure in order to achieve gender equality.

4. Historical inequalities as well as the prevalence of gender-based or sexual violence, discrimination and harassment disproportionately affect women, but are prevalent across the entire gender spectrum.

5. Following the world wide #metoo campaign it has become evident how gender-based or sexual violence, discrimination, and harassment are present in all sectors.


The European Union of Jewish Students resolves:

1. Having always promoted gender equality - through its leadership, its campaigns, its programming, EUJS will continue to actively pursue this path within all our structures and programs.


2.

2.1. EUJS resolves to reserve at least 1⁄3 (rounded up) of places on their elected bodies for women and non-binary individuals.

2.2. EUJS resolves to ensure that the gender balance on its leadership reflects the demographic realities of the world.

2.3. To raise awareness on the lack of women leadership in settings relevant to young European Jewish students and especially in Jewish communal leadership across the continent.

2.4. To serve as a model successful leadership of equity, of which every organization can only benefit and encourage member unions to adopt similar measures.

2.5. Implement clear rules and standards* on what EUJS understands as Gender-based or sexual violence, discrimimation, and harrassment and ensure safe spaces during seminars and other events


* Sexual Harassment Guidelines

Sexual harassment is unwelcome conduct of a sexual nature, including unwelcome sexual advances, requests for sexual favors, and other verbal, nonverbal, graphic, or physical conduct of a sexual nature, when: (1) submission to or rejection of such conduct is made either explicitly or implicitly a condition of an individual's employment or academic standing or is used as the basis for employment decisions or for academic evaluation, grades, or advancement (quid pro quo); or (2) such conduct is sufficiently severe, persistent, or pervasive that it interferes with or limits a person's ability to participate in or benefit from the University's education or work programs or activities (hostile environment). Quid pro quo sexual harassment can occur whether a person resists and suffers the threatened harm, or the person submits and avoids the threatened harm. Both situations could constitute discrimination on the basis of sex. A hostile environment can be created by persistent or pervasive conduct or by a single severe episode.

The more severe the conduct, the less need there is to show a repetitive series of incidents to prove a hostile environment. Sexual violence, including rape, sexual assault, and domestic and dating violence, is a form of sexual harassment. In addition, the following conduct may violate this Policy:

a. Observing, photographing, videotaping, or making other visual or auditory records of sexual activity or nudity, where there is a reasonable expectation of privacy, without the knowledge and consent of all parties

b. Sharing visual or auditory records of sexual activity or nudity without the knowledge and consent of all recorded parties and recipient(s)

c. Sexual advances, whether or not they involve physical touching

d. Commenting about or inappropriately touching an individual's body

e. Requests for sexual favors in exchange for actual or promised job benefits, such as favorable reviews, salary increases, promotions, increased benefits, or continued employment

f. Lewd or sexually suggestive comments, jokes, innuendoes, or gestures

g. Stalking

Conduct is unwelcome if a person (1) did not request or invite it and (2) regarded the unrequested or uninvited conduct as undesirable or offensive. That a person welcomes some sexual contact does not necessarily mean that person welcomes other sexual contact. Similarly, that a person willingly participates in conduct on one occasion does not necessarily mean that the same conduct is welcome n a subsequent occasion.