Introduction
Harassment is unsolicited and unwelcome work place behaviour, which adversely affects the dignity of the recipient. Where the behaviour is motivated by gender, marital status, race, colour, national or ethnic origin, nationality, disability, sexual orientation or gender reassignment, it also amounts to infringement of equal employment opportunity. The company is committed to ensuring that no harassment or victimisation at work, whatever the motivation, is overlooked or condoned.
Such behaviour can range from extreme forms such as violence or bullying to less obvious actions like practical jokes and ridiculing colleagues or subordinates. Conduct becomes harassment if it persists once it has been made clear that the recipient regards it as offensive, although a single act can amount to harassment if it is sufficiently serious. Whatever the form of harassment or motivation, it will be considered a potential
disciplinary matter. While informal methods of resolution are to be encouraged to avoid further disruption to workplace harmony, and department managers/supervisors may be of great assistance in this, any recipient of workplace harassment or bullying may contact a Director.
The purpose of this Policy is to ensure a safe, respectful, and inclusive work environment free from harassment/ sexual harassment/ bullying. The policy outlines the organisation's commitment to preventing and addressing this in the workplace.
Sexual harassment at work
This policy applies to all workers, employees, contractors, volunteers, and anyone else working for or on behalf of the organisation, regardless of their role or location. It covers interactions that occur both in and outside of the workplace, including social events, work-related travel, and online communications.
Definition of Sexual Harassment
Sexual harassment is any unwanted behaviour of a sexual nature that violates a person's dignity, makes them feel intimidated, degraded, humiliated, or creates a hostile or offensive environment. Sexual harassment can be physical, verbal, or non-verbal and includes but is not limited to:
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Unwelcome sexual advances or requests for sexual favours.
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Inappropriate touching, groping, or other forms of physical contact.
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Sexually explicit or suggestive comments, jokes, or remarks.
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Displaying or sharing pornographic or sexually explicit materials.
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Sending or sharing sexually explicit emails, messages, or images.
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Leering, making sexual gestures, or other non-verbal behaviours.
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Spreading rumours about a person’s sexual life or preferences.
How to Report
Employees who believe they have experienced or witnessed sexual harassment should report the incident as soon as possible to their line manager, SLT or People Team. Reports can be made in person or via email.
Investigation Process
Upon receiving a report, the organisation will promptly initiate an investigation led by a senior individual who is impartial. The investigation will be conducted fairly, impartially, and confidentially, ensuring that all parties involved have the opportunity to provide their account of events. The organisation will aim to conclude the investigation within a reasonable timeframe and will keep the complainant informed of the progress.
Outcomes and Disciplinary Action
If the investigation finds that sexual harassment has occurred, appropriate disciplinary action will be taken against the perpetrator, which may include warnings, suspension, or dismissal. The organisation may also take measures to protect the complainant, such as adjusting work arrangements or offering support services. If the complaint is not substantiated, the organisation will explain the reasons to the complainant and take steps to ensure a safe and respectful workplace for all parties involved.
Confidentiality and Data Protection
All reports and investigations will be handled with the utmost confidentiality, in line with the organisation’s Data Protection Policy and GDPR regulations. Information related to the complaint will only be shared on a need-to-know basis and with the consent of the complainant, except where disclosure is required by law.
Zero Tolerance Statement
The organisation maintains a zero-tolerance approach to sexual harassment. Any behaviour that violates this policy will be treated as a serious disciplinary matter, and the organisation is committed to maintaining a workplace where all individuals feel safe and respected.
