Sexual Harassment Policy

Sexual Harassment Policy 

 

  1. INTRODUCTION 

  1. All members of staff and visitors are entitled to be treated with dignity and respect in our place of work. This means freedom from sexual harassment, feeling safe and supported, and having access to redress if such behaviour does arise.  

 

  1. Sexual harassment takes many forms but whatever form it takes, it is unlawful under the Equality Act 2010 as amended. We will not tolerate it.  

 

  1. The law requires employers to take reasonable steps to prevent sexual harassment of their workers. We take action to prevent sexual harassment from occurring and have clear reporting procedures for our staff to make a complaint about sexual harassment. If you have been sexually harassed, or you have witnessed sexual harassment, we encourage you to tell us so that we can deal with the matter swiftly. 

 

  1. The a Directors has overall responsibility for the operation of this policy but may delegate elements of implementation or decision making to managers. Our managers will maintain an open door policy. All of our staff have a responsibility to behave in line with the requirements of this policy. 

 

  1. Instances of sexual harassment or victimisation may lead to disciplinary action including termination of employment. 

 

  1. This policy is reviewed regularly to ensure it remains up to date and in order to monitor its effectiveness. Any changes required will be implemented and communicated to our workforce.  

 

  1. SCOPE 

We deplore all forms of sexual harassment and seek to ensure that the working environment is safe and supportive to all those who work for us. This includes employees, workers, agency workers, volunteers and contractors in all areas of our Company, including any overseas sites. It also includes all visitors to College Pines golf club. 

 

  1. DEFINITIONS 

  1. Sexual harassment is unwanted conduct of a sexual nature which has the purpose or effect of violating a person's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that person. It also covers treating someone less favourably because they have submitted to or refused to submit to unwanted conduct of a sexual nature, or that is related to gender reassignment or sex.  

 

  1. Sexual harassment may be committed by a fellow worker, an agent of an organisation, or a third party. It does not need to occur in person. It can occur via digital means including social media sites or channels e.g. Whatsapp. Someone may be sexually harassed even if they were not the target of the behaviour. Examples of sexual harassment include, but are not limited to: 

 

  1. sexual comments or jokes, which may be referred to as ‘banter’ 

  1. displaying sexually graphic pictures, posters or photos 

  1. suggestive looks, staring or leering 

  1. propositions and sexual advances 

  1. making promises in return for sexual favours 

  1. sexual gestures 

  1. intrusive questions about a person’s private or sex life or a person discussing their own sex life 

  1. sexual posts or contact in online communications including on social media 

  1. spreading sexual rumours about a person 

  1. sending sexually explicit emails, text messages or messages via other social media