We at Protu take bullying, harassment, and all other incidents that cause insecurity or discomfort seriously.

• If you encounter inappropriate behavior, speech, or other actions during a Protu camp, training, or other Protu activities that leave you feeling uncomfortable or unsafe, you can report the matter to Protu using this form (also anonymously), by email, or by contacting one of the people listed below directly by phone call, text message, or WhatsApp.
• The harassment contact persons in Prometheus Camp Association are:
  • Viima Heikkilä
  • Romeo Keijupuro
  • Krisu Kirjavainen 0406101924
  • Petra Kontro
• The email addresses are in the following format forename.surname@protu.fi and all harassment contact persons can be reached at the address hairintailmoitus@protu.fi 

Principles for a Safer Space and Guidelines for Handling Harassment Situations

Everyone involved in Protu has the right to feel safe and respected. A person active in Protu respects others and does not bully, belittle, or discriminate. Every protu and those closely involved in its activities have the right to have harassment cases that fall within the organization’s authority handled appropriately.

All harassment must be addressed. The feelings evoked by harassment are individual. Harassment may occur unintentionally, unconsciously, or as a one-time incident. It can take place between individuals or at a group level. The Non-Discrimination Act prohibits discrimination and harassment, conduct that violates another person’s dignity, and the creation of a degrading, belittling, humiliating, threatening, hostile, or aggressive atmosphere. Harassing behavior can range from gestures to messages on social media. It may involve spreading false information or direct behavior targeting another individual or group. Exclusion, discrimination, serious neglect, and abuse of power are also inappropriate conduct. Experiences of harassment are also influenced by power dynamics between individuals, which is important to take into account when resolving cases on site and when handling them afterward.

Act on Equality between Women and Men prohibits sexual harassment and harassment based on gender. Sexual harassment is verbal, non-verbal, or physical unwanted conduct of a sexual nature that violates a person’s mental or physical integrity. Bullying aims to harm or offend another person either physically or psychologically. Bullying is a crime when it meets the criteria for unlawful threats, defamation, assault, or aiding and abetting.

Every protu is responsible, through their own actions, for the organization’s safety and for promoting a wellbeing-supporting atmosphere. Not everyone needs to be friends, but everyone must be able to cooperate appropriately and behave toward others according to good manners. You can support shared wellbeing by upholding the principles for a safer space.

1. Apologize if you have hurt others. Making mistakes is allowed.
2. Respect others’ personal physical and psychological space, self-determination, and boundaries. Do not touch others without permission. Remember to also take your own need for space and peace into account.
3. Do not mock, ridicule, belittle, discriminate against, or humiliate anyone with your words, behavior, or actions. Approach those unfamiliar to you without prejudice and as an opportunity to learn.
4. Do not make assumptions about anyone’s sexuality, gender, nationality, ethnicity, religion, values, intelligence, competence, socioeconomic background, health, or functional ability.
5. Do not look away if you witness harassment or other inappropriate treatment. Read more in the guidelines on handling harassment situations to learn how you can act.
6. Listen and encourage. Take responsibility for others’ feelings of participation and belonging.

Handling Harassment Situations

Every protu is responsible for creating an accepting atmosphere and responding to harassment situations. The harasser is responsible for harassment, and the bully is responsible for bullying. Responsibility for investigating harassment situations transfers to the organization’s responsible persons once they become aware of harassment or bullying.

• Harassment contact persons receive and process reports and initiate investigations. Their responsibilities and duties are defined in a separate approved policy.
• The executive director is responsible for cases brought to their attention together with the harassment contact persons. Harassment contact persons receive support in their work from the executive director and the board.
• The board is responsible for the overall safety of the organization and for ensuring the necessary expertise, guidance, and resources for handling harassment cases. The board handles harassment cases only if the severity of the case requires imposing a suspension from activities. Harassment contact persons submit a proposal to the board primarily without personally identifiable information.
• Once a year, the board reviews the annual report of the harassment contact persons and, if necessary, forwards matters requiring development to the Safety Committee for preparation.

Operating Guidelines in Harassment Situations and the Suspension Process

A. Pause, listen, and find out what has happened

Harassment must be brought up in order to be addressed. It is important for the target of harassment or a witness to describe what kind of behavior is involved and why it is experienced as inappropriate. The target of harassment, a witness, or the alleged harasser does not have to handle the matter alone. Anyone may ask a harassment contact person, a section representative, a member of the chair group, the executive director, or another support person for assistance. 

I experience harassment

If you are able, tell the person responsible how you feel about the harassment, discrimination, or bullying you have experienced. You may report the incident to the event’s harassment officer, a section’s responsible person, a harassment contact person, or another person. You may also submit an anonymous description of the unpleasant situation. If the harassment you experienced is particularly serious or illegal (e.g. abuse, assault), contact the police immediately as well.

I witness harassment

If you are able, intervene in the situation. Remind those involved what constitutes inappropriate behavior and emphasize respect for the principles for a safer space. Report the incident to the event’s harassment officer, a section’s responsible person, a harassment contact person, or the executive director. You may also submit an anonymous description of the situation. You may contact harassment contact persons even if you are unsure whether the situation you encountered constitutes harassment.

Maintaining a calm working environment helps in investigating harassment situations. Do not spread information about harassment cases, so as not to increase the risk of rumors or speculation. This applies to all parties involved or those who hear about the matter.

I receive information about harassment

Harassment contact persons are responsible for handling and investigating harassment cases between the parties involved. If you receive information about harassment but are not a harassment contact person, forward the information to them. If you feel capable of resolving the matter yourself, you may agree with the harassment contact persons to do so. Remember, however, that help is available.

I am accused of inappropriate behavior

Do not belittle others’ feelings. The boundary between bullying and everyday conflict resolution can be very blurred. Inappropriate behavior does not include disagreements about issues, nor even heated discussion, if the tone remains respectful of others. However, if the other party expresses that they experience the discussion as uncomfortable, it is good to go through together how the discussion could succeed without feelings of offense. Stop the behavior perceived as inappropriate immediately, even if you do not feel you have engaged in bullying or harassment. Keep your own record of events as well. If necessary, you can receive discussion support, for example, from harassment contact persons.

Protu’s Actions in Harassment Situations

The harassment contact person who receives the report records the course of events. They first hear the perspective of the person who experienced harassment and, if applicable, those who witnessed the situation. The harassment contact person does not share any information or take any action without the consent of the person who experienced harassment. The report records what happened, when, where, what was said, and who is aware of the matter. The harassment contact person who received the report informs the affected person in writing that the report has been received and that actions will be taken. With the reporter’s permission, the alleged harasser is informed that a harassment report has been made about them, what kind of conduct the report concerns, how the investigation will proceed, and what it will require.

In exceptionally serious cases involving multiple victims, the case may, with the board’s permission, be investigated anonymously even without the victims’ consent. For particularly serious reasons, the board may investigate and handle harassment cases without a separate request from the harassment contact persons, if an absolute majority of the board so decides.

Harassment contact persons are responsible for data protection and for safeguarding the identities of those involved. The recipient of a harassment report has the right to discuss the case with other harassment contact persons. If a harassment contact person themselves is the alleged harasser, they are disqualified from handling the case. Harassment contact persons handle cases confidentially and disclose names or other personally identifiable information to others only if this has been agreed upon with the parties involved. If a person suspects that a report has been made about them, they may inquire about the matter from the harassment contact persons. A person has the right to access information concerning themselves.

B. Invite and listen

The first step is to clarify the experienced harassment with both the person who experienced it and the alleged harasser. The clarification is carried out impartially and without assigning blame. Everyone has the opportunity to present their own perspective. Protu primarily recommends using the expertise of harassment contact persons in mediation. Both the affected person and the alleged harasser may also have their own support person present. The aim is to resolve the matter through negotiation and reach an agreement. Serious cases do not, however, need to be mediated.

In cases of serious harassment, it must be determined whether the conduct is unlawful, primarily through the police advisory service. If other external consultation is needed, such as legal assistance, the investigator submits a separate request to the executive director, who forwards it to the board if necessary. If harassment continues, the matter is forwarded for further handling by the board. If the alleged harasser is a member of the board, they are disqualified from handling the case.

In serious cases, the organization’s board has a duty to report the matter to the authorities. The parties involved always have the right to report the matter to the police themselves.

C. Assess, resolve, and consider measures

The most important goal is that the harassment genuinely ends. The investigator should be prepared for the possibility that the parties’ accounts may differ significantly. The investigator must consider the matter carefully and impartially. The parties are given guidance and advice during or after mediation. For example, the harasser may be given instructions on appropriate behavior and information on what actions the organization will take if harassment continues.

The outcome may also be that harassment cannot be substantiated in the case. In such situations, the handling of the matter ends, and the investigator provides the decision in writing. This ensures that the parties have proof later that the matter has been investigated and resolved. Regardless, responsible actors will do their best to ensure that all parties involved can feel as safe as possible within Protu.

In cases of serious harassment, it must be determined whether the conduct is unlawful. If external consultation is required, such as legal assistance, the investigator submits a separate request to the executive director, who forwards it to the board if necessary. If the perpetrator of harassment is a member of the board, they are disqualified from handling the case.

If the situation involves endangering others’ safety, or the harassment is exceptionally severe, repeated, or the harassment contact persons cannot obtain assurances from the harasser that the behavior will cease, the board may impose a fixed-term or indefinite suspension from activities, meaning a ban on participation in some or all Protu events. The person concerned is informed of the proposed suspension at least one week before the board meeting where the matter is handled, and they are given the opportunity to present their view either in person or in writing. Imposing and later lifting a suspension requires approval from at least half of the board members. If the harasser is a member of the board, they are disqualified from handling the case. If the person subject to suspension is a member of the organization, they may still participate in Protu’s general assemblies. If the harassment is so serious that expulsion of a member becomes an option, the decision is made by the organization’s general assembly.

In serious cases, the executive director may impose a temporary suspension concerning activities involving minors. In such cases, the board must address the continuation of the suspension at its next meeting or as soon as possible, but no later than three months after the temporary suspension is imposed. The person concerned must be informed one week before the suspension is handled and heard before the decision is made. Imposing and later lifting the suspension requires approval from at least half of the board members.

The executive director is responsible for monitoring suspensions and ensuring that those responsible for recruitment bodies take the suspensions into account when making appointments.

D. Follow up, ensure, and inform

Each harassment situation handled within the organization is followed up within reasonable limits. Harassment contact persons create a follow-up schedule. At agreed times, they check with both the affected person and the harasser whether the agreements have been upheld. If required by the follow-up, the harassment contact persons inform the executive director of changes in the situation. Together with the parties, the harassment contact persons decide what information is shared with the board regarding mediated matters.

A person subject to suspension may request that it be lifted by discussing the matter with the harassment contact persons. If the harassment contact persons consider the conditions for lifting the suspension to be met, they may propose lifting it to the board. Lifting a suspension requires approval from at least half of the board members.

Protu’s board may inform about cases if it considers this important from the perspective of the organization’s wellbeing. In crisis situations, communication is the responsibility of the board, the chair of the board, and the executive director.

The board’s general responsibility is to monitor the state of the organization’s safety and wellbeing and, if necessary, intervene through new policies or follow-up measures.

More information on harassment: https://yhdenvertaisuusvaltuutettu.fi/en/harassment