Spotlight on Harassment Prevention

Harassment can take many forms, but all are punishable by French law :

Psychological harassment

Psychological harassment involves “repeated acts causing a decline in the victim’s working conditions endangering his or her rights and dignity, an impact on physical or mental health, or a threat to professional advancement.”

• These acts are outlawed no matter whom they are directed at or what the hierarchical relation between the two parties may be.
• Any person who reports or takes action against psychological harassment cannot be punished for it, unless there is reason to believe that the reporter is not telling the truth.

What should be done in cases of psychological harassment?

• Spread awareness to prevent risks.
• Offer mediation interventions in case of conflict.
• Report the incident to local or national police.
• Contact the civil rights defender.

General information (available in French):

Telephone: 09 69 39 00 00
From Monday to Friday, 8am to 8pm

Sexual harassment

Sexual harassment involves:

• Repeated importuning of a person, with sexual or sexist behavior or words which threaten the dignity of the victim or create an intimidating, hostile, or offensive environment.
• Pressuring another person, repeatedly or not, with the real or apparent aim of engaging in a sexual act.

In both cases, sexual harassment is punishable by law no matter what the relationship is between the perpetrator and the victim. If the perpetrator engages in physical contact with the victim, it may be considered sexual assault.

Your responsibility as en employer

In what ways are production companies responsible for fighting sexual harassment on the set?

• Employers have a legal responsibility which includes the obligation to prevent, react to, and punish harassment.
• Employers must raise awareness and provide training for their teams.
• The CNC (National Center for Cinema and Animation) recommends establishing a designated reference person for the prevention of sexual harassment and sexist acts. The contact information and the responsibilities of this reference person must be clearly outlined for all team members.
• In case of reported harassment, the employer is under the obligation to investigate. Otherwise, he or she may face legal action.

The role of the intimacy coordinator

Existing for many years in the theater industry and since 2018 in the film industry, this position is designed to assist directors and actors in the creation of intimate scenes (simulated sexuality, sexual violence, nudity, etc.). It assures that all participants are safe and that they have clearly given their consent.

• This gives film production companies the advantage of combining legal obligation and social tendencies with the willingness to create an ethical and innovative work environment.
• Directors in turn have the advantage of artistically making use of the human body, nudity and sexuality, while still maintaining a professional framework.
• Actors also have the advantage of being able to let go and use emotion while still feeling safe.

If you’d like to find out more, you can contact Monia Aït El Hadj, intimacy coordinator for Paris Region, who has worked in particular on season 2 of  Emily in Paris: monia.aitelhadj@gmail.com

Training for professionals

Since January 1, 2021, all CNC aid payments are conditional on the beneficiary's obligation to prevent sexism and sexual harassment by adopting their own measures to stop or to punish harassing behavior.

As of July 1, 2022, the CNC imposes the legal responsibility to attend training and receive certification from the Association européenne contre les violences faites aux femmes au travail or AVFT (European Association Against Workplace Violence Towards Women).