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The CSIC strengthens its protocol against workplace harassment and creates two new units to improve case management

The President of the CSIC presents at ICMAB-CSIC the new protocol, “essential to ensure that the Council is a healthy and safe institution”.

Presentation of the protocol | Institute of Materials Science of Barcelona (ICMAB-CSIC)

The Spanish National Research Council (CSIC), attached to the Ministry of Science, Innovation and Universities, has approved a new Protocol for the Intervention and Prevention of Workplace Harassment. Its objective is to prevent behaviours that could constitute workplace harassment, as well as to strengthen procedures for early detection, action, and sanction.

The new document was presented at an event held at the Institute of Materials Science of Barcelona (ICMAB-CSIC), where CSIC President Eloísa del Pino highlighted the importance of this tool as an “essential instrument to ensure that the CSIC is a safe institution, free from workplace harassment, and to continue building a healthy and respectful organisation for everyone.”

The protocol updates the previous version, approved on 12 September 2019, and introduces new measures such as the creation of the Specialized Unit for Action against Workplace Harassment (UFAL), responsible for collecting and analysing information related to harassment complaints, and forwarding the findings to the newly established Commission against Workplace Harassment of the Council, which will assess the facts and, where appropriate, decide whether to initiate disciplinary proceedings.

The document, which has been negotiated with employee representatives in the Delegated Committee of the General State Administration at the CSIC, also streamlines and improves mechanisms for identifying, processing, and sanctioning harassment cases with diligence, sensitivity, and full confidentiality.

In addition, the updated protocol provides support from the Office of the Commissioner for a Healthy and Safe Work Environment (COMSE) in all matters related to the guidance, counselling, and assistance of the complainant.

This protocol aims to promote a workspace free from violence and harassment in all CSIC workplaces, including special facilities. Its scope also covers travel, fieldwork, research stays, conferences, institutional or training activities, and the digital environment — addressing online and cyber harassment.

From left to right: Isabel Martínez ( CSIC Presidency Cabinet Director), Lluís Calvo (CSIC Delegate in Catalunya), David Amabilino (ICMAB Director), Eloísa del Pino (CSIC President), Ignacio Gutiérrez Llano (CSIC General Secretary), Lourdes Fàbrega and Martí Gich (ICMAB Deputy Directors); in the back, from left to right: Joan Ricard Ibáñez (ICMAB Manager) and Neus Romà (Trade union representative on the Delegated Committee) | ICMAB-CSIC

Specific measures for prolonged work stays

The protocol establishes specific preventive and intervention measures for situations involving extended periods of cohabitation, such as oceanographic vessels, the Antarctic base, experimental farms, camps, and observatories.

For example, in the case of vessels, the document details the chain of communication to be followed when a harassment case arises to ensure proper handling of the procedure.

Protocol activation

Notification of a potential harassment situation may be made verbally or in writing by the complainant, either individually or collectively, or in writing by the Management, Administration, or Unit Head.

The protocol will be activated as soon as there is evidence or reasonable indication of workplace harassment and once a complaint has been filed to continue the administrative process.

As soon as the institution becomes aware of the facts, the complainant will be informed of their rights and the resources available to them.

Any staff member aware of a case of workplace harassment is obliged to report it to their centre or unit head or by email at This email address is being protected from spambots. You need JavaScript enabled to view it.. If the reported person is no longer legally linked to the CSIC at the time of the complaint, the complainant will still receive support, and an information-gathering process will begin to assess the extent of the case.

Neus Romà, representative of the Trade Unions, Eloísa del Pino, CSIC President and Ignacio Gutiérrez, CSIC General Secretary | ICMAB-CSIC

Training and awareness actions

The CSIC will also promote information and training activities and foster a culture of prevention against behaviours that may constitute workplace harassment through awareness campaigns aimed at all staff to encourage respectful conduct.

Among other initiatives, specific training on workplace harassment and conflict resolution will be offered to all CSIC personnel, and information on the anti-harassment protocol will be included in the CSIC Welcome Manuals.

Furthermore, the protocol stipulates that companies awarded contracts with the CSIC must comply with the regulations on the development and implementation of a workplace anti-harassment protocol.

Zero tolerance towards workplace harassment at CSIC

This protocol is part of the CSIC Code of Conduct, which promotes a zero-tolerance culture towards violence and workplace harassment, prohibiting offensive, defamatory, derogatory, insulting, or threatening actions or comments, and encouraging equality of treatment and opportunity and the creation of safe environments.

The Council also has a Code of Good Scientific Practice to foster a culture of honesty, transparency, fairness, independence, respect, recognition of others’ work, and equal opportunities without discrimination of any kind.

Equality and inclusion at ICMAB

In addition, the Institute of Materials Science of Barcelona (ICMAB-CSIC) actively promotes equality, diversity, and inclusion through its Action Plan for Equality and Inclusion (PLA3I), developed by the institute’s Gender Equality and Diversity Committee and approved in November 2024. The plan sets out specific actions within and beyond the framework of the CSIC’s III Equality Plan, positioning ICMAB among Spain’s pioneering research centres in this field.

ICMAB upholds a zero-tolerance policy towards harassment and discrimination based on gender or sexual orientation, and provides clear reporting channels, training initiatives, and awareness campaigns to ensure a safe, respectful, and inclusive work environment for all staff.

CSIC Communication / ICMAB-CSIC Communication