{"id":2342890,"date":"2025-11-03T11:03:01","date_gmt":"2025-11-03T16:03:01","guid":{"rendered":"https:\/\/wrapcompliance.org\/?p=2342890"},"modified":"2025-11-03T21:47:10","modified_gmt":"2025-11-04T02:47:10","slug":"why-ending-workplace-harassment-is-a-fundamental-and-uncompromising-priority","status":"publish","type":"post","link":"https:\/\/wrapcompliance.org\/de\/why-ending-workplace-harassment-is-a-fundamental-and-uncompromising-priority\/","title":{"rendered":"\u201eIch wusste nicht, dass es falsch war\u201c \u2013 Warum die Bek\u00e4mpfung von Mobbing am Arbeitsplatz eine grundlegende und unabdingbare Priorit\u00e4t ist"},"content":{"rendered":"<p class=\"appear-on-scroll wp-block-paragraph\">Jeder Mensch, der in einem industriellen Umfeld arbeitet \u2013 unabh\u00e4ngig von Geschlecht, Rolle, Position oder Rang \u2013 verdient es, mit Respekt behandelt und vor Bel\u00e4stigung und Missbrauch gesch\u00fctzt zu werden. <strong>W\u00fcrde ist ein universelles Recht.<\/strong> Der 25. November, der Internationale Tag zur Beseitigung von Gewalt gegen Frauen, dient weltweit als Erinnerung daran, dass <strong>Sicherheit am Arbeitsplatz ist nicht verhandelbar.<\/strong>.<\/p>\n\n<p class=\"appear-on-scroll wp-block-paragraph\">Bei Worldwide Responsible Accredited Production (WRAP), <strong>Prinzip 4: Verbot von Bel\u00e4stigung und Missbrauch<\/strong> Dies ist nicht blo\u00df eine gesetzliche Vorgabe, sondern eine moralische Verpflichtung, die wir mit voller \u00dcberzeugung vertreten. Als WRAP-Repr\u00e4sentant f\u00fcr Indonesien und Malaysia habe ich aus erster Hand erlebt, wie dieses Prinzip Leben sch\u00fctzt und Arbeitspl\u00e4tze ver\u00e4ndert.<\/p>\n\n<p class=\"appear-on-scroll wp-block-paragraph\">In der indonesischen Textilindustrie, in der Frauen den Gro\u00dfteil der Belegschaft ausmachen, werden Bel\u00e4stigungen oft nicht gemeldet. Viele Arbeiterinnen schweigen aus Angst vor Vergeltungsma\u00dfnahmen, Arbeitsplatzverlust oder Rufsch\u00e4digung. In Malaysia sind Wanderarbeiterinnen aufgrund von Sprachbarrieren, sozialer Isolation und eingeschr\u00e4nktem Zugang zu Unterst\u00fctzungssystemen noch gr\u00f6\u00dferen Risiken ausgesetzt.<\/p>\n\n<p class=\"appear-on-scroll wp-block-paragraph\">Angesichts des starken Wettbewerbs um Arbeitspl\u00e4tze und der wenigen Alternativen ertragen Arbeitnehmer Misshandlungen oft stillschweigend, weil sie glauben, keine andere Wahl zu haben. Manche erkl\u00e4ren schlicht: \u201eIch habe einfach versucht, h\u00e4rter zu arbeiten.\u201c Deshalb ist das vierte Prinzip von WRAP so wichtig; es <strong>bef\u00e4higt Arbeitnehmer, dies zu erkennen, sich dazu zu \u00e4u\u00dfern und mit der Heilung zu beginnen.<\/strong>.<\/p>\n\n<p class=\"appear-on-scroll wp-block-paragraph\">Als ein wichtiger Bestandteil der Leitlinien von WRAP <a href=\"https:\/\/wrapcompliance.org\/de\/about\/what-we-do\/12-principles\/\">12 Grunds\u00e4tze<\/a>, Die <strong>Verbot von Bel\u00e4stigung und Missbrauch<\/strong> Es handelt sich um ein feierliches Versprechen: Jeder Arbeitnehmer hat, unabh\u00e4ngig von seiner Funktion oder Herkunft, Anspruch auf W\u00fcrde, Sicherheit und Respekt am Arbeitsplatz. Zertifizierte Einrichtungen sind verpflichtet, diese Verpflichtung einzuhalten, indem sie Schutz gew\u00e4hrleisten vor:<\/p>\n\n<ul  class=\"appear-on-scroll wp-block-list\" >\n<li>K\u00f6rperliche Bestrafung oder N\u00f6tigung<\/li>\n\n\n\n<li>Sexuelle Bel\u00e4stigung oder Einsch\u00fcchterung<\/li>\n\n\n\n<li>Psychische oder verbale Misshandlung<\/li>\n\n\n\n<li>Vergeltungsma\u00dfnahmen f\u00fcr die Meldung von Fehlverhalten<\/li>\n<\/ul>\n\n<p class=\"appear-on-scroll wp-block-paragraph\">Ich habe miterlebt, wie Sensibilisierung die Unternehmenskultur ver\u00e4ndern kann. Schutzma\u00dfnahmen allein reichen nicht aus \u2013 sie m\u00fcssen durch Pr\u00fcfprotokolle, Beschwerdemechanismen und Schulungsprogramme, die auf die kulturellen und betrieblichen Gegebenheiten der jeweiligen Region zugeschnitten sind, wirksam umgesetzt werden. In Umgebungen, in denen Machtverh\u00e4ltnisse und lokale Gepflogenheiten das Verhalten beeinflussen, ist es meine Aufgabe sicherzustellen, dass diese Schutzma\u00dfnahmen nicht nur verstanden, sondern auch gelebt werden. Dies erfordert <strong>Kulturell sensibles Engagement, klare und einf\u00fchlsame Kommunikation sowie Vertrauensbildung mit Interessengruppen auf allen Ebenen<\/strong>.<\/p>\n\n<p class=\"appear-on-scroll wp-block-paragraph\">Bei WRAP, <strong>Schutz beginnt mit Bildung<\/strong>Wir f\u00fchren Schulungen durch, die F\u00fchrungskr\u00e4ften und Mitarbeitenden helfen, Bel\u00e4stigung zu erkennen \u2013 auch subtile Verhaltensweisen wie Einsch\u00fcchterung, Ausgrenzung oder verbale Herabw\u00fcrdigung. Diese Momente f\u00fchren oft zu wichtigen Erkenntnissen: \u201eIch wusste nicht, dass das z\u00e4hlt\u201c, sagte eine Mitarbeitende. Andere gaben zu: \u201eIch wusste nicht, dass es falsch ist.\u201c Dieser Wandel vom Schweigen zum Bewusstsein ist der Ausgangspunkt f\u00fcr echten Wandel.<\/p>\n\n<p class=\"appear-on-scroll wp-block-paragraph\">Als n\u00e4chstes kommt <strong>Verh\u00fctung<\/strong>WRAP verpflichtet Einrichtungen, klare Richtlinien gegen Bel\u00e4stigung zu erstellen, diese allen Mitarbeitenden zu kommunizieren und konsequent durchzusetzen. F\u00fchrungskr\u00e4fte werden nicht nur darin geschult, was zu vermeiden ist, sondern auch darin, respektvoll zu f\u00fchren. Zertifizierte Einrichtungen m\u00fcssen sichere und vertrauliche Beschwerdemechanismen bereitstellen. Besch\u00e4ftigte m\u00fcssen Missbrauch melden k\u00f6nnen, ohne Vergeltungsma\u00dfnahmen bef\u00fcrchten zu m\u00fcssen. Im Rahmen von Audits \u00fcberpr\u00fcft das WRAP-Team diese Systeme, befragt Besch\u00e4ftigte und stellt sicher, dass Beschwerden angemessen bearbeitet werden.<\/p>\n\n<p class=\"appear-on-scroll wp-block-paragraph\">Bei Prinzip 4 geht es nicht darum, Checklisten abzuarbeiten \u2013 es geht darum <strong>Wiederherstellung der W\u00fcrde<\/strong>Es geht darum, den Arbeitern die Worte zu geben, um ihre Erfahrungen zu benennen, und die Werkzeuge, um sie zu ver\u00e4ndern.<\/p>\n\n<p class=\"appear-on-scroll wp-block-paragraph\">Lasst uns diesen Monat \u2013 insbesondere den 25. November \u2013 nutzen, um uns erneut zu verpflichten <strong>Respekt, W\u00fcrde und Verantwortlichkeit<\/strong>Die Beendigung von Bel\u00e4stigungen am Arbeitsplatz ist eine grundlegende und unabdingbare Priorit\u00e4t. <strong>Jeder Arbeitnehmer hat es verdient, sich sicher und geh\u00f6rt zu f\u00fchlen.<\/strong><\/p>\n\n<p class=\"appear-on-scroll wp-block-paragraph\"><em>Neni Triani ist WRAP-Repr\u00e4sentantin f\u00fcr Indonesien und Malaysia und hat ihren Sitz in Westjava. Sie ist seit 2023 bei WRAP und verf\u00fcgt \u00fcber mehr als zwei Jahrzehnte Erfahrung.<\/em><\/p>","protected":false},"excerpt":{"rendered":"<p>Every individual working in an industrial setting\u2014regardless of gender, role, position, or rank\u2014deserves to be treated with respect and protected from harassment and abuse. Dignity is a universal right. November 25, the International Day for the Elimination of Violence Against Women, serves as a global reminder that safety in the workplace is non-negotiable. At Worldwide [&hellip;]<\/p>\n","protected":false},"author":5016,"featured_media":2342891,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"featured_image_background_position":"","hide_featured_image":false,"pinned":false,"footnotes":""},"categories":[993],"partner":[],"topic":[963,973],"taxonomy-author":[995],"class_list":["post-2342890","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog-post","topic-forced-labor","topic-human-rights","taxonomy-author-neni-triani"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.7 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>\u201cI Didn\u2019t Know it was Wrong\u201d \u2014 Why Ending Workplace Harassment is a Fundamental and Uncompromising Priority - WRAP Compliance<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/wrapcompliance.org\/de\/why-ending-workplace-harassment-is-a-fundamental-and-uncompromising-priority\/\" \/>\n<meta property=\"og:locale\" content=\"de_DE\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"\u201cI Didn\u2019t Know it was Wrong\u201d \u2014 Why Ending Workplace Harassment is a Fundamental and Uncompromising Priority - WRAP Compliance\" \/>\n<meta property=\"og:description\" content=\"Every individual working in an industrial setting\u2014regardless of gender, role, position, or rank\u2014deserves to be treated with respect and protected from harassment and abuse. 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Durch unsere 12 Prinzipien f\u00f6rdern wir \u00fcber unsere Zertifizierungs- und Schulungsprogramme eine rechtm\u00e4\u00dfige, humane Herstellung in Anlagen auf der ganzen Welt.","publisher":{"@id":"https:\/\/wrapcompliance.org\/en\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/wrapcompliance.org\/en\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"de-DE"},{"@type":"Organization","@id":"https:\/\/wrapcompliance.org\/en\/#organization","name":"Weltweit verantwortungsvolle, akkreditierte Produktion","alternateName":"WRAP Compliance","url":"https:\/\/wrapcompliance.org\/en\/","logo":{"@type":"ImageObject","inLanguage":"de-DE","@id":"https:\/\/wrapcompliance.org\/en\/#\/schema\/logo\/image\/","url":"https:\/\/wrapcompliance.org\/wp-content\/uploads\/2022\/03\/WRAP_Logo_Update_Color_RGB.png","contentUrl":"https:\/\/wrapcompliance.org\/wp-content\/uploads\/2022\/03\/WRAP_Logo_Update_Color_RGB.png","width":3601,"height":3451,"caption":"Worldwide Responsible Accredited Production"},"image":{"@id":"https:\/\/wrapcompliance.org\/en\/#\/schema\/logo\/image\/"},"sameAs":["https:\/\/www.facebook.com\/WRAPcompliance\/","https:\/\/x.com\/wrapcompliance","https:\/\/www.linkedin.com\/company\/wrapcompliance"]},{"@type":"Person","@id":"https:\/\/wrapcompliance.org\/en\/#\/schema\/person\/d339463c41c016ed576729d4286865b8","name":"Maggie Besitzer","image":{"@type":"ImageObject","inLanguage":"de-DE","@id":"https:\/\/secure.gravatar.com\/avatar\/7a84f07d092127c658cf60d2c41cf7b7adb2da4bff9473ab63985bd28ab3b57a?s=96&d=mm&r=g","url":"https:\/\/secure.gravatar.com\/avatar\/7a84f07d092127c658cf60d2c41cf7b7adb2da4bff9473ab63985bd28ab3b57a?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/7a84f07d092127c658cf60d2c41cf7b7adb2da4bff9473ab63985bd28ab3b57a?s=96&d=mm&r=g","caption":"Maggie Owner"},"url":"https:\/\/wrapcompliance.org\/de\/author\/mmcgillick\/"}]}},"rendered-html":"<div class=\"excerpt clickable post-2342890 post type-post status-publish format-standard has-post-thumbnail hentry category-blog-post topic-forced-labor topic-human-rights taxonomy-author-neni-triani\" data-href=\"https:\/\/wrapcompliance.org\/de\/why-ending-workplace-harassment-is-a-fundamental-and-uncompromising-priority\/\">\n<a href=\"https:\/\/wrapcompliance.org\/de\/why-ending-workplace-harassment-is-a-fundamental-and-uncompromising-priority\/\" aria-label=\"\u201cI Didn\u2019t Know it was Wrong\u201d \u2014 Why Ending Workplace Harassment is a Fundamental and Uncompromising Priority\" class=\"thumbnail\"><img width=\"600\" height=\"400\" src=\"https:\/\/wrapcompliance.org\/wp-content\/uploads\/2025\/11\/pexels-equalstock-31090800-600x400.jpg\" class=\"attachment-post-thumb size-post-thumb\" alt=\"\" style=\"\" decoding=\"async\" loading=\"lazy\" srcset=\"https:\/\/wrapcompliance.org\/wp-content\/uploads\/2025\/11\/pexels-equalstock-31090800-600x400.jpg 600w, https:\/\/wrapcompliance.org\/wp-content\/uploads\/2025\/11\/pexels-equalstock-31090800-300x200.jpg 300w, https:\/\/wrapcompliance.org\/wp-content\/uploads\/2025\/11\/pexels-equalstock-31090800-1024x683.jpg 1024w, https:\/\/wrapcompliance.org\/wp-content\/uploads\/2025\/11\/pexels-equalstock-31090800-768x512.jpg 768w, https:\/\/wrapcompliance.org\/wp-content\/uploads\/2025\/11\/pexels-equalstock-31090800-1536x1024.jpg 1536w, https:\/\/wrapcompliance.org\/wp-content\/uploads\/2025\/11\/pexels-equalstock-31090800-scaled.jpg 2048w, https:\/\/wrapcompliance.org\/wp-content\/uploads\/2025\/11\/pexels-equalstock-31090800-18x12.jpg 18w, https:\/\/wrapcompliance.org\/wp-content\/uploads\/2025\/11\/pexels-equalstock-31090800-2000x1333.jpg 2000w, https:\/\/wrapcompliance.org\/wp-content\/uploads\/2025\/11\/pexels-equalstock-31090800-1000x667.jpg 1000w\" sizes=\"auto, (max-width: 600px) 100vw, 600px\" \/><\/a>\n<h3 class=\"title\"><a href=\"https:\/\/wrapcompliance.org\/de\/why-ending-workplace-harassment-is-a-fundamental-and-uncompromising-priority\/\">\u201cI Didn\u2019t Know it was Wrong\u201d \u2014 Why Ending Workplace Harassment is a Fundamental and Uncompromising Priority<\/a><\/h3>\n<div class=\"content\"><p>Every individual working in an industrial setting\u2014regardless of gender, role, position, or rank\u2014deserves to be treated with respect and protected from harassment and abuse. Dignity is a universal right. November 25, the International Day for the Elimination of Violence Against Women, serves as a global reminder that safety in the workplace is non-negotiable. At Worldwide [&hellip;]<\/p>\n<\/div><a href=\"https:\/\/wrapcompliance.org\/de\/why-ending-workplace-harassment-is-a-fundamental-and-uncompromising-priority\/\" class=\"more\" aria-label=\"Read More\"><svg class=\"icon svg-icon icon-arrow-right \"><use xlink:href=\"https:\/\/wrapcompliance.org\/wp-content\/themes\/wrapcompliance\/images\/icons.svg#icon-arrow-right\"><\/use><\/svg><\/a>\n<\/div>","_links":{"self":[{"href":"https:\/\/wrapcompliance.org\/de\/wp-json\/wp\/v2\/posts\/2342890","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/wrapcompliance.org\/de\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/wrapcompliance.org\/de\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/wrapcompliance.org\/de\/wp-json\/wp\/v2\/users\/5016"}],"replies":[{"embeddable":true,"href":"https:\/\/wrapcompliance.org\/de\/wp-json\/wp\/v2\/comments?post=2342890"}],"version-history":[{"count":0,"href":"https:\/\/wrapcompliance.org\/de\/wp-json\/wp\/v2\/posts\/2342890\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/wrapcompliance.org\/de\/wp-json\/wp\/v2\/media\/2342891"}],"wp:attachment":[{"href":"https:\/\/wrapcompliance.org\/de\/wp-json\/wp\/v2\/media?parent=2342890"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/wrapcompliance.org\/de\/wp-json\/wp\/v2\/categories?post=2342890"},{"taxonomy":"partner","embeddable":true,"href":"https:\/\/wrapcompliance.org\/de\/wp-json\/wp\/v2\/partner?post=2342890"},{"taxonomy":"topic","embeddable":true,"href":"https:\/\/wrapcompliance.org\/de\/wp-json\/wp\/v2\/topic?post=2342890"},{"taxonomy":"taxonomy-author","embeddable":true,"href":"https:\/\/wrapcompliance.org\/de\/wp-json\/wp\/v2\/taxonomy-author?post=2342890"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}