The Undeb is committed to ensuring the dignity and respect of every individual. Any form of harassment toward colleagues or visitors is unacceptable and may be deemed as Gross Misconduct, potentially leading to summary dismissal. This policy aligns with the requirements of the Equality Act 2010 and the new Worker Protection (Amendment of Equality Act 2010) Act, emphasising proactive measures to prevent harassment.
Definition of Sexual Harassment
Sexual harassment is defined as unwanted conduct of a sexual nature that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment. This conduct can include, but is not limited to:
- Verbal abuse or suggestive comments.
- Sexist jokes or derogatory remarks about gender, sexual orientation, or appearance.
- Display or sharing of sexually explicit or offensive materials.
- Unwanted physical contact, staring, or gestures.
- Inappropriate comments regarding a person's clothing or physical attributes.
The definition extends to behaviour that, even if unintended, may have the effect of making someone feel threatened, intimidated, or marginalised.
Scope of Application
This policy applies to all Undeb members, employees, volunteers, contractors, and visitors. It encompasses conduct during work-related events, social gatherings, and all interactions where the Undeb is represented.
Preventative Measures
- Training: Mandatory, regular training on recognizing and preventing sexual harassment will be provided to all members and staff.
- Policy Communication: Clear dissemination of this policy across all Undeb platforms, including inductions, meetings, and internal communications.
- Risk Assessments: Conduct regular risk assessments to identify and mitigate areas prone to harassment, as required by the latest UK legislation​
Reporting and Investigation Procedures
Complaints should be reported through the Grievance Procedure, accessible on the Undeb’s shared drive. If the complaint involves the Line Manager, reports should be made to the CEO. All reports will be treated with strict confidentiality and processed impartially.
Disciplinary Actions
Harassment, particularly based on gender, sexual orientation, race, age, disability, religion, gender reassignment, pregnancy, or marital status, will be treated as Gross Misconduct. Consequences may include summary dismissal following a thorough investigation. Malicious or false allegations may also lead to disciplinary measures, ensuring fair application of this policy.
Compliance with Legislative Requirements
In adherence to the Worker Protection (Amendment of Equality Act 2010) Act, effective from October 2024, the Undeb will demonstrate reasonable steps to prevent harassment. This includes strengthening response protocols and reporting mechanisms​.
Monitoring and Review
This policy will be regularly reviewed to ensure its effectiveness and alignment with updated legal obligations and best practices.