DIGNITY AT WORK
(Anti-Harassment and Equal Opportunities Policy and Procedure)
1) PURPOSE
ABP Technologies Ltd (ABP) believes that all employees should be treated with dignity and respect at work. ABP is committed to ensuring that the environment in which employees work is free from any form of harassment, victimisation or bullying. ABP will not tolerate any form of this behaviour in the workplace.
It is the policy of ABP to treat all job applicants and employees in a fair and equal manner. This is regardless of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation.
2) PRINCIPLES
We all have a responsibility to promote good practices which ensure the fair treatment and well being of our employees, agency staff, customers and contractors.
In addition to our legal responsibilities, we recognise that harassment and unfair treatment is harmful both to individuals and their families and to the Company. Harassment and / or unfair treatment can lead to accidents, absenteeism, poor performance and apparent lack of commitment and ultimately resignation from the Company. It can impact badly on safety, organisational effectiveness and business success and expose the Company and it’s employees to legal proceedings,
Everyone is entitled to work in an environment that is free from unfair treatment and harassment. We aim to provide such an environment where colleagues treat each other, and customers, suppliers and contractors alike with dignity and respect.
Anti-Harassment Policy
Harassment is unwanted conduct that intentionally or unintentionally violates a person’s dignity, or creates an intimidation, hostile, degrading, humiliating or offensive working environment for him or her. Each person has the right to decide what behaviour is either acceptable or unacceptable. If an individual finds certain behaviour unacceptable and he or she feels damaged by it, then that individual has every right to say so, and his or her right to do so will be respected.
Harassment takes many forms, occurs on a variety of grounds and may be directed at one person or many people. Harassment can include unwelcome physical, verbal, or non-verbal conduct and it could amount to unlawful discrimination. It can involve a single incident or may be persistent and may be directed towards one or more individuals. In addition to racial and sexual harassment, harassment on the basis of age, disability, health, social class, membership or non membership of a trade union, religion or belief, sexual preference or orientation, nationality or employment status are also included.
Below are some examples of what would constitute as harassment. These examples are not exhaustive.
Unwanted Physical Contact such as unnecessary touching, patting, pinching, brushing against another individual’s body, insulting or abusive behaviour or gestures, physical threats, assault, coerced sexual intercourse or rape.
Unwanted Verbal Contact such as unwelcome advances, patronising titles or nicknames, propositions or remarks, innuendo, lewd comments, jokes, banter or abusive language which refer to an individual or group’s gender, colour, race, nationality, ethnic or national origins, disability, sexual preference, etc., repeated suggestions for unwanted social activities inside or outside the workplace.
Unwanted Non Verbal Conduct such as racially or sexually based graffiti referring to an individual’s characteristics or private life, abusive or offensive gestures, leering, whistling, display of pornographic or suggestive literature or other items, pictures or films/videos or inappropriate use of the Company network system / internet for this purpose.
Bullying can be defined as “offensive, intimidating, malicious or insulting behaviour, or an abuse or misuse of power, which has the purpose or effect, of intimidating, belittling and humiliating the recipient, leading to a loss of self esteem for the victims and ultimately the self questioning of their worth, both in the workplace and society as a whole”.
Bullying can include criticism and personal abuse and/or ridicule, either in public or private, which humiliates or demeans the individual(s) involved, eroding their self-confidence. Deliberately undermining a competent worker by overloading and constant criticism. Misuse of power or position. Making threats or comments about job security without foundation.
Victimisation consists of treating an individual less favourably than others are or would be treated in the same or similar circumstances, because they have made a complaint or allegation of discrimination or have acted as a witness or informant in connection with proceedings under any discrimination legislation. Preventing individuals progressing by intentionally blocking promotion or training opportunities.
Other Conduct, which degenerates, ridicules, intimidates or is physically abusive of an individual or group.
Harassment does not include the giving of reasonable reprimand. Neither does it include the giving of a proper instruction or the conduct of the disciplinary process, in accordance with the Company procedures.
Equal Opportunities Policy
ABP will not discriminate on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation. This policy will also apply to any advertisements for jobs and the selection and interview of any candidates, either internal or external. Training will be provided for any person involved in the recruitment and interviewing process.
Employees who are disabled or become disabled during the course of their employment should inform the Company immediately. ABP will then, wherever possible, make “reasonable adjustments” to their job roles and working conditions. Careful consideration will be given to any proposals of this nature and, where reasonably practicable any suggested adjustments will be made. There may however be circumstances where it will not be possible for ABP to accommodate proposals and where less favourable treatment may be justified in accordance with statutory provisions.
3) RESPONSIBILITIES
Managers / Supervisors have a responsibility to ensure that discrimination, unfair treatment, victimisation or harassment is not carried out by either themselves, or by the staff within their line management responsibility.
Each employee has a responsibility for the practical application of equal opportunities in their day to day activities and working relationships with colleagues and customers and to ensure that they do not carry out any acts of discrimination, unfair treatment, harassment or victimisation.
4) PROCEDURE
Informal Action
If an individual feels that he / she has been harassed, unfairly treated, victimised, discriminated against or bullied and if they feel able to do so, should immediately tell the individual(s) doing it, that their behaviour in question is offensive, unwanted and that they must stop.
Alternatively, he / she may prefer to write to the individual(s), if this is the case then a copy of the dated letter should be kept. Alternatively, the employee may prefer to ask a colleague to speak to the individual(s) on their behalf.
A note should be kept of the dates(s) and what was said by all involved. This may be needed as evidence, should harassment, victimisation or bullying continue or subsequently recur.
This form of action is often sufficient to correct the situation, particularly if the individual(s) involved were unaware that the behaviour was causing offence.
Formal Action
At any time, whether or not informal action has been taken, any individual(s) who feels that they or others have been harassed, victimised, discriminated against, bullied or treated in a way that breaches this policy, can raise the matter directly with their line manager in writing with a copy of the letter being forwarded to the HR department at the same time.
The nature of harassment, victimisation, discrimination or bullying is such that it is recognised that
an individual may not wish to raise the matter with their manager or supervisor, in these cases the complaint can be made directly to the HR department.
Handling the Complaint
ABP reserves the right to suspend the alleged perpetrator on full pay pending an investigation into the complaint. Suspension will be dependent upon the nature of the complaint.
A suitable manager and / or HR will formally investigate all complaints. Complaints will be acknowledged and an investigation instigated within 5 working days of receipt by the HR Department. Please refer to the Company’s Disciplinary Procedure (in the Company Handbook) for full details on conducting a formal investigation. Complaints will be dealt with promptly.
Where formal investigations have been conducted and where a manager has reasonably concluded that some form of discrimination or harassment has taken place, those responsible for such acts will be subject to the Company Disciplinary procedure. Please refer to the Disciplinary Procedure for full details.
In serious cases, such behaviour will be deemed to be Gross Misconduct and as such, may result in dismissal from the Company.
Any acts of retaliation or intimidation against a complainant are likely to be considered as a form of victimisation and will be treated as a disciplinary offence.
All investigations into complaints will be objective and will ensure respect for the rights of both the complainant and the alleged perpetrator.
All complaints will be handled in an expeditious and confidential manner (except between those concerned), it is expected that all concerned abide by this. Breaches in confidentiality will be viewed very seriously and may result in disciplinary action.
Allegations found to be malicious will be regarded as a disciplinary offence.
