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Anti-Harassment Policy

This Anti-Harassment Policy is a summary of the relevant part of our Employee Policy.

Our Commitment

Age UK Hertfordshire is committed to providing an environment where everyone is treated with dignity, respect and fairness.

Age UK Hertfordshire regards any form of harassment, sexual harassment, bullying and victimisation as unacceptable behaviour. We are committed to ensuring that all individuals feel safe, valued and able to raise concerns without fear.

This commitment applies to anyone who interacts with us, including employees, casual workers, volunteers, contractors, partners and service users.

We are committed to:

  • Maintaining a safe and respectful environment
  • Taking all reports seriously and acting promptly
  • Providing clear processes for raising concerns
  • Protecting individuals from victimisation
  • Taking appropriate action where misconduct is identified

Managers are responsible for promoting a culture where inappropriate behaviour is challenged and addressed.

Definitions

  1. What Is Harassment?

Harassment is defined under the Equality Act 2010 as:

Unwanted conduct related to a protected characteristic that has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment.

Protected characteristics include age, disability, gender, gender reassignment, race, religion or belief, sexual orientation, marriage and civil partnership, and pregnancy and maternity.

2. What Is Sexual Harassment?

Sexual harassment is any unwanted conduct of a sexual nature that has the purpose or effect of:

  • Violating a person’s dignity, or
  • Creating an intimidating, hostile, degrading or offensive environment.

This can happen regardless of gender or sexual orientation, and may occur even if the behaviour was not intended to cause offence.

Examples include (but are not limited to):
  • Unwanted physical contact (e.g. touching, hugging)
  • Sexual comments, jokes or remarks
  • Intrusive questions about someone’s private life
  • Unwelcome advances or repeated invitations
  • Sending or displaying offensive or explicit material
  • Suggestive looks, gestures or messages (including online)

3. Bullying and Victimisation

  • Bullying is offensive, intimidating or abusive behaviour that undermines or humiliates another individual.
  • Victimisation occurs when someone is treated unfairly because they have raised, or are believed to have raised, a concern or complaint.

Expected Standards of Behaviour

We expect everyone who works with or interacts with us to:

  • Treat others with dignity and respect
  • Behave professionally at all times
  • Avoid conduct that could reasonably cause offence
  • Promote an inclusive and supportive environment
  • Take action to resolve any problems in working relationships
  • Behaviour that is acceptable to one person may be seen as offensive by another. People should respect these differences and feel comfortable raising concerns.

Unacceptable behaviour may involve repeated actions that seem minor individually but become inappropriate over time. However, a single serious incident is enough to raise a complaint.

Unacceptable behaviour may occur in person, online, or through digital communication, including while working remotely.

Any form of harassment, sexual harassment, bullying or victimisation is considered gross misconduct and will be taken seriously.

Raising a Concern

We encourage anyone who experiences or witnesses inappropriate behaviour to speak up.

1. Informal approach

Where possible, individuals may:

  • Raise the issue directly with the person involved and ask for the behaviour to stop if they feel comfortable to do so
  • Seek support from a colleague or manager

2. Formal approach

If informal action is not appropriate or effective:

  • A formal complaint can be made in writing to their manager, senior manager or the HR team in confidence
  • Concerns will be handled promptly, confidentially and sensitively
  • An independent investigation may be carried out where appropriate

We take all concerns seriously and aim to resolve issues fairly and objectively.

Managers must take action if they become aware of behaviour that breaches this policy, even if no formal complaint has been made.

Outcomes and Action

Where a complaint is upheld, appropriate action may include:

  • Disciplinary action
  • Mediation or facilitated resolution
  • Changes to working arrangements
  • Additional training or support

In serious cases, this may lead to dismissal or termination of engagement.

Contact

If you have any concerns or wish to raise an issue, please contact us.

All concerns will be treated in confidence where possible.