Bullying and Harassment Policy

4.1 We will not tolerate bullying or harassment for any reason. It is the responsibility of all
employees to encourage and maintain an environment that is free from bullying and
harassment by treating their colleagues with dignity and respect. Every employee should
consider whether their words or conduct could be offensive to others; even unintentional
bullying or harassment is unacceptable.

4.2 The Equality Act 2010 defines harassment as ‘unwanted conduct that is related to a
relevant protected characteristic, which has the purpose or effect of violating an individual’s
dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment
for that individual.

4.3 Harassment often (but not exclusively) targets the gender, sexual orientation, marital or
civil partner status, gender reassignment, gender identity, race, colour, nationality, ethnic or
national origin, religion or belief, disability or age of a victim. A single incident of unwanted or
offensive behaviour to one individual can amount to harassment.
Examples of Harassment include:
• Unwanted physical conduct or “horseplay” (touching, pinching, pushing or bruising,
invading personal space, groping, shoving, punching);
• more serious forms of physical or sexual assault;
• unwelcome sexual behaviour (flirting, suggestive comments, advances, propositions or
pressure for sexual activity);
• suggestions of sexual favours (to further career or that may hinder it);
• continued suggestions for social activity (if already been unwelcomed);
• Inappropriate behaviour (offensive or intimidating comments, gestures, jokes or pranks);
• pornographic material (sending, displaying, emails, texts, video clips, photography, mobile
phone or internet); • Ignoring or shunning.
• Mis-gendering or using a person’s dead name.

4.4 The complainant need not possess the relevant characteristic themselves and can be
because of their association with a person who has a protected characteristic, or because
they are wrongly perceived to have one, or are treated as if they do.

4.5 Harassment applies to all protected characteristics except for pregnancy and maternity
where any unfavourable treatment may be considered discrimination, and marriage and civil
partnership where there is no significant evidence that it is needed.

4.6 Bullying may be characterised as offensive, intimidating, malicious or insulting behaviour,
which involves an abuse or misuse of power over another person through negative acts or
behaviour that undermines humiliates, denigrate or injures them personally and/or
professionally. Bullying is often a form of harassment and can undermine self-confidence,
competence and self-esteem. Examples of Bullying include:
• Shouting at, being sarcastic towards, ridiculing or demeaning others;
• physical or psychological threats;
• overbearing and intimidating levels of supervision;

• Inappropriate and/or derogatory remarks about someone’s performance;
• abuse of authority or power by those in positions of seniority;
• unjustifiably excluding colleagues from meetings or communications;
• cyber bullying, where bullying, harassment and victimization is conducted through
technology and social media networking sites and may not always be tangible.
• “Outing” someone or discussing their gender identity with others.

4.7 Bullying conducted through social media such as blogs or social networking sites is
known as Cyber bullying. Inappropriate photographs, offensive or threatening comments or
sensitive personal information might be posted vindictively. Bullying through technology is
not always tangible, and it can carry on online away from the workplace; the victim may, or
may not, be aware that they are being bullied but their colleagues would; for example, while
they are likely to see a threat emailed to them, they may not see comments on a social
networking site.

4.8 Bullying & harassment behaviour may not always be intentional but it is always
unacceptable, whether unintentional or not.