Anti-Bullying, Harassment and Sexual Harassment Policy

ITVET is committed to having a working environment where all teammates are treated with dignity and respect. The Company does not tolerate bullying, harassment, sexual harassment and/or victimisation and we expect all teammates to behave respectfully towards others.

The aim of the policy is to outline our commitment to providing a safe, respectful, and inclusive workplace, free from bullying, harassment, sexual harassment, victimisation and third-party harassment. It reflects the requirements of the Worker Protection Act and the Equality and Human Rights Commission (EHRC) guidance to protect teammates from all forms of harmful behaviour.

Definitions

• Bullying and/or harassment can take place in several ways, either verbally or non-verbally including face-to face, behind your back, by telephone, emails, text, social media or any other form of communication and it can also occur through the display or sharing of visual images.
• There is no statutory definition of bullying, however, it can take the form of someone exercising power over another person through a negative act or acts that undermine the individual personally and/or professionally
• Harassment is defined as any unwanted conduct related to a protected characteristic that is intended to, or has the effect of, violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment for them.
• Protected characteristics are:
  • Age
  • Disability
  • Gender reassignment
  • Marriage and civil partnership
  • Pregnancy and maternity
  • Race
  • Religion or belief
  • Sex
  • Sexual orientation
• Sexual Harassment is any unwanted behaviour of a sexual nature. This can include:
  • Inappropriate jokes, comments, or gestures
  • Physical contact or advances
  • Displaying or sharing explicit materials
  • Sexual coercion or threats
  • Leering, suggestive looks, or any behaviour of a sexual nature that makes the recipient uncomfortable

  Sexual harassment also includes gender-based harassment, which targets an individual to their gender.

• Victimisation is when someone treats you badly or subjects you to a detriment because you complain about discrimination, or help someone who has been the victim of discrimination

Please remember that the Company operates an open-plan office environment. All teammates should be mindful about others who may overhear your conversations.

Employer Responsibilities

The company is committed to:

• Taking reasonable steps to prevent bullying, harassment, sexual harassment, and victimisation.
• Investigating all complaints promptly, fairly, and confidentially.
• Taking appropriate disciplinary action against anyone found to have violated this policy, up to and including dismissal.
• Supporting victims of harassment, bullying, sexual harassment, or victimisation and ensuring they are not penalised for reporting issues.
• Providing ongoing training and communication on anti-harassment practices, victimisation awareness, and compliance with the Worker Protection Act.

Reporting Procedure

The reporting process focuses on resolving disputes, helping reduce the emotional impact on a teammate or others involved.

1.Information Resolution– Where appropriate, teammates are encouraged to discuss the issue directly with the individual involved to try and resolve it informally. The teammate should also speak with their manager for guidance and support.

2. Formal Complaint – If informal resolution is not possible or appropriate, teammates should raise a formal complaint (grievance) with their manager or the Wellbeing & HR team. The full procedure can be found in the Grievance Policy.

3. Investigation – We will promptly investigate all formal complaints while respecting confidentiality and ensuring no bias or retaliation against the complainant.

Following investigation, appropriate action will be taking, which may include disciplinary measures, or other corrective steps.