Huari-Ancash Bio-Archaeological Project: Field School Peru 2025
Submitted 14/02/2025 by Bebel Ibarra
With over 20 years of experience, our research examines how changes in mortuary patterns were associated with transformations in the political and social organization between AD 200 and 1600. By applying a diachronic approach, we study how variation in tombs is reflected in public and ceremonial architecture, if there is continuity in the use of some types of tombs and rituals associated with the dead. Tombs were places where ayllu-based social organization materialized.
Bebel Ibarra
bibarraa@tulane.edu
https://www.proyectohuariancash.org/
Huari-Ancash BioArchaeological Project
Sample Sexual Harassment Policy
The Policy Statement
The Huari – Ancash BioArchaeological Project is committed to providing a safe environment for
all its employees free from discrimination on any ground and from harassment at work including
sexual harassment. The Field School will operate a zero tolerance policy for any form of sexual
harassment in the workplace, treat all incidents seriously and promptly investigate all allegations of
sexual harassment. Any person found to have sexually harassed another will face disciplinary
action, up to and including dismissal from employment.
All complaints of sexual harassment will be taken seriously and treated with respect and in
confidence. No one will be victimised for making such a complaint.
Definition of sexual harassment
Sexual harassment is unwelcome conduct of a sexual nature which makes a person feel
offended, humiliated and/or intimidated. It includes situations where a person is asked to
engage in sexual activity as a condition of that person’s employment, as well as situations which
create an environment which is hostile, intimidating or humiliating for the recipient.
Sexual harassment can involve one or more incidents and actions constituting harassment may
be physical, verbal and non-verbal. Examples of conduct or behaviour which constitute
sexual harassment include, but are not limited to:
Physical conduct
Unwelcome physical contact including patting, pinching, stroking, kissing, hugging,
fondling, or inappropriate touching
Physical violence, including sexual assault
Physical contact, e.g. touching, pinching
The use of job-related threats or rewards to solicit sexual favours
Verbal conduct
Comments on a worker’s appearance, age, private life, etc.
Sexual comments, stories and jokes
Sexual advances
Repeated and unwanted social invitations for dates or physical intimacy
Insults based on the sex of the worker
Condescending or paternalistic remarks
Sending sexually explicit messages (by phone or by email)
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Non-verbal conduct
Display of sexually explicit or suggestive material
Sexually-suggestive gestures
Whistling
Leering
Anyone can be a victim of sexual harassment, regardless of their sex and of the sex of the harasser.
The Field School recognises that sexual harassment may also occur between people of the same sex.
What matters is that the sexual conduct is unwanted and unwelcome by the person against whom
the conduct is directed.
The Field School recognises that sexual harassment is a manifestation of power relationships and
often occurs within unequal relationships in the workplace, for example between manager
or supervisor and employee.
Anyone, including employees of [company name], clients, customers, casual workers, contractors
or visitors who sexually harasses another will be reprimanded in accordance with this internal policy.
All sexual harassment is prohibited whether it takes place within project premises or outside,
including at social events, business trips, training sessions or conferences sponsored by the Field
School.
Complaints procedures
Anyone who is subject to sexual harassment should, if possible, inform the alleged harasser that the
conduct is unwanted and unwelcome. [company name] recognises that sexual harassment may
occur in unequal relationships (i.e. between a supervisor and his/her employee) and that it may not
be possible for the victim to inform the alleged harasser.
If a victim cannot directly approach an alleged harasser, he/she can approach one of the designated
staff members responsible for receiving complaints of sexual harassment. This person could be
another supervisor, a member of the human resources department, etc.
When a designated person receives a complaint of sexual harassment, he/she will:
immediately record the dates, times and facts of the incident(s)
ascertain the views of the victim as to what outcome he/she wants
ensure that the victim understands the company’s procedures for dealing with the complaint
discuss and agree the next steps: either informal or formal complaint, on the understanding
that choosing to resolve the matter informally does not preclude the victim from pursuing a formal
complaint if he/she is not satisfied with the outcome
keep a confidential record of all discussions
respect the choice of the victim
ensure that the victim knows that they can lodge the complaint outside of the company
through the relevant country/legal framework
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Throughout the complaints procedure, a victim is entitled to be helped by a counsellor within
the company. The Project will nominate a number of counsellors and provide them with special
training to enable them to assist victims of sexual harassment. The Field School recognises that
because sexual harassment often occurs in unequal relationships within the workplace, victims
often feel that they cannot come forward. The Project understands the need to support victims
in making complaints.
Informal complaints mechanism
If the victim wishes to deal with the matter informally, the designated person will:
give an opportunity to the alleged harasser to respond to the complaint
ensure that the alleged harasser understands the complaints mechanism
facilitate discussion between both parties to achieve an informal resolution which is
acceptable to the complainant, or refer the matter to a designated mediator within the company to
resolve the matter
ensure that a confidential record is kept of what happens
follow up after the outcome of the complaints mechanism to ensure that the behaviour has
stopped
ensure that the above is done speedily and within […] days of the complaint being made
Formal complaints mechanism
If the victim wants to make a formal complaint or if the informal complaint mechanism has not led to
a satisfactory outcome for the victim, the formal complaint mechanism should be used to resolve the
matter.
The designated person who initially received the complaint will refer the matter to a senior human
resources manager to instigate a formal investigation. The senior human resources manager may deal
with the matter him/herself, refer the matter to an internal or external investigator or refer it to
a committee of three others in accordance with this policy.
The person carrying out the investigation will:
interview the victim and the alleged harasser separately
interview other relevant third parties separately
decide whether or not the incident(s) of sexual harassment took place
produce a report detailing the investigations, findings and any recommendations
if the harassment took place, decide what the appropriate remedy for the victim is, in
consultation with the victim (i.e.- an apology, a change to working arrangements, a promotion if the
victim was demoted as a result of the harassment, training for the harasser, discipline, suspension,
dismissal)
follow up to ensure that the recommendations are implemented, that the behaviour has
stopped and that the victim is satisfied with the outcome
if it cannot determine that the harassment took place, he/she may still make
recommendations to ensure proper functioning of the workplace
keep a record of all actions taken
ensure that the all records concerning the matter are kept confidential
ensure that the process is done as quickly as possible and in any event within […] days of the
complaint being made
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Outside complaints mechanisms
A person who has been subject to sexual harassment can also make a complaint outside of
the company. They can do so through [insert mechanism depending on country/legal framework
– i.e. employment tribunal, ombudsperson, etc].
Sanctions and disciplinary measures
Anyone who has been found to have sexually harassed another person under the terms of this
policy is liable to any of the following sanctions:
verbal or written warning
adverse performance evaluation
reduction in wages
transfer
demotion
suspension
dismissal
The nature of the sanctions will depend on the gravity and extent of the harassment. Suitable
deterrent sanctions will be applied to ensure that incidents of sexual harassment are not treated as
trivial. Certain serious cases, including physical violence, will result in the immediate dismissal of the
harasser.
Implementation of this policy
The Field School will ensure that this policy is widely disseminated to all relevant persons. It will be
included in the staff handbook. All new employees must be trained on the content of this policy as
part of their induction into the company.
Every year, our project will require all employees to attend a refresher training course on the
content of this policy.
It is the responsibility of every manager to ensure that all his/her employees are aware of the policy.
Monitoring and evaluation
The Field School recognises the importance of monitoring this sexual harassment policy and will
ensure that it anonymously collects statistics and data as to how it is used and whether or not it is
effective.
Supervisors, managers and those responsible for dealing with sexual harassment cases will report on
compliance with this policy, including the number of incidents, how they were dealt with, and any
recommendations made. This will be done on a yearly basis. As a result of this report, the company
will evaluate the effectiveness of this policy and make any changes nee