SAFEcic Sexual Harassment Policy

Policy brief & purpose

This Sexual Harassment Policy aims to protect any person connected (member of staff, employee, contractor or customer) to SAFEcic from sexual harassment and provide guidance about how to report concerns. It will also explain how we handle claims of sexual harassment and support victims.

SAFEcic will not tolerate sexual harassment in the workplace. Our culture is based on mutual respect, equality and fairness. Sexual harassment is a serious violation of those principles, it may result in discipline proceedings and in certain circumstances may amount to a criminal offence.

Scope

This policy applies to every person who works for SAFEcic (as an employee or on a self-employed basis) regardless of gender, sexual orientation, level, function, seniority, status or other protected characteristics.

SAFEcic will not tolerate sexual harassment from inside or outside of the company. Employees, contractors, customers and anyone interacting with our company, staff and employees are subject to this policy.

Definitions

Sexual Harassment is specifically defined by the Equality Act 2010 as:

Unwanted conduct of a sexual nature that has the purpose or effect of violating a person's dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment; and less favourable treatment that occurs as a result of a rejection of, or submission to, unwanted conduct of a sexual nature or unwanted conduct related to sex or gender reassignment, which had the purpose or effect of violating a person's dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment.

Victimisation

Is when is when a person is treated poorly or unfairly because they have made a complaint related to a protected characteristic or they have helped someone else who has raised a complaint and are seen to be siding with them and are then treated badly.

What is sexual harassment?

Sexual harassment covers a wide range of behaviours including but not limited to:

sexual comments or jokes;
sexual gestures;
making sexual remarks to or about a person;
suggestive looks, staring or leering;
propositions and sexual advances;
uninvited discussion of one’s sex life or inappropriate discussion of sex life;
sexual posts or contact on social media;
spreading sexual rumours about a person;
sending sexually explicit emails, texts or WhatsApp messages;
displaying sexually explicit images, pictures or photos;
making promises for sexual favours;
unwanted physical touching, hugging, massaging or kissing;
predatory behaviour;
criminal behaviour, including sexual assault, stalking, grooming indecent exposure and sending offensive communications.

There can be a culture of sexual harassment in a workplace that's not specifically aimed at one person – such as sharing sexual images. Sexual harassment can be a one-off event and does not need to be directed at a specific person. It can be witnessed or overheard.

The most serious form of sexual harassment is sexual assault. This is a serious crime and SAFEcic will support any member of staff or contractor who may wish to report a suspected offence to the Police.

SAFEcic Standards on Sexual Harassment

No one has the right to sexually harass our staff. Any person who is found to have committed sexual harassment will be subject to disciplinary proceedings which may result in immediate dismissal, whatever their role in their organisation. If contractors or customers sexually harass our staff/employees, we will ensure that the company who employes them is informed and that they take disciplinary action and/or SAFEcic will terminate any contract.
Sexual harassment is never too minor to be dealt with. Any kind of harassment can have a serious impact on staff/employees and create a hostile workplace environment. We will listen to any report of sexual harassment and undertake appropriate action to deal with offenders.
Sexual harassment is about how we make others feel. Many do not consider certain behaviors, such as flirting or sexual comments, to be sexual harassment. If words or actions make colleagues uncomfortable, or make them feel unsafe, this type of behavior must stop.
SAFEcic will treat every sexual harassment claim as legitimate unless proven otherwise. SAFEcic will listen to victims of sexual harassment and always conduct any investigation thoroughly, fairly and appropriately, taking into account the needs and wishes of the victim.
SAFEcic will not allow further victimization of victims of sexual harassment. SAFEcic will fully support staff who have been sexually harassed and will not take any action against them which may be detrimental to their role, renumeration or wellbeing.
Those who support or overlook sexual harassment are as much at fault as offenders. Managers are obliged to prevent sexual harassment and act when they have concerns or receive reports. Allowing this type of behavior continue or encouraging it will result in disciplinary action. Anyone who witnesses an incident of sexual harassment or has concerns about sexual harassment should report it in accordance with the procedure below.

How to report sexual harassment

Any person who is being sexually harassed (or suspect another person is being harassed), should report it to the Office Manager. In serious cases, such as sexual assault, please call the police and inform the Office Manager that you are reporting the matter to the Police.

If you feel unable to report it to the Office Manager, please contact the Managing Director directly

SAFEcic acknowledges that sexual harassment can often be difficult and challenging to deal with and make a report, but it is important to deal with any sexual harassment to ensure it stops immediately and victims are supported.

If a report is made to the Police, SAFEcic will provide any relevant support until the matter is resolved. SAFEcic will ensure no one is victimised as the result of any report and that they have access to relevant evidence admissible for any proceedings, such as CCTV footage or emails (subject appropriate consideration of confidential information relating to other employees)

Inadvertent harassment

People who sexually harass others can occasionally not realise that their behavior is wrong or inappropriate. This does not make the behavior acceptable or the person responsible any less accountable for their actions.

If it is suspected that someone is acting in this manner and their behavior may be sexual harassment under the definition of this policy this should be reported in accordance with this Policy.

Disciplinary action and repeat offenders

Employees/staff who are found guilty of sexual assault may have any contract of employment terminated following investigation. Other disciplinary action may be considered but the views and needs of the victim will be paramount in considering outcomes for any disciplinary proceedings.

SAFEcic Action

All Managers, staff and employees should be proactive in order to prevent sexual harassment by building a culture of respect and trust.

When sexual harassment is reported the Office Manager and/or Managing Director will take immediate action and will -

Ask for full details from the person or people making the complaint.
Make a clear accurate record of the complaint including dates, times and details of incidents and any possible evidence in a confidential file (separate from the personnel file.) This file will be updated with all future action, decisions and conversations regarding the complaint.
Provide the victim/complainant with support and advice relating to external support and options for further action. This support will be consistently provided throughout any process which is undertaken as the result of any allegation made.
Undertake an investigation. If the matter complex, the Office Manager will consult with the Managing Director.
The Office Manager will check to establish if there have been similar reports relating to the same person.
Inform the victim(s) of SAFEcic procedures and options to seek external support and take legal action if appropriate.
Take into account the wishes of victim(s) in determining outcomes from any disciplinary procedures.
The Office Manager will contact the person subject of the complaint to explain the complaint, explain their rights and the nature of the disciplinary process.
The Office Manager will take immediate steps to ensure any alleged sexual harassment ceases.

Victims of Sexual Harassment

Other than support provided by SAFEcic victims of sexual harassment can obtain further guidance and support via –

Preventing sexual harassment - Sexual harassment - Acas

Check what you can do about harassment - Citizens Advice

If at any time any member of staff/employee feels at risk of immediate harm as the result of any form of sexual harassment this should be reported to Police via 999 immediately

Sexual harassment can be traumatic for anyone subject to it, either directly or indirectly. Speaking up about these issues can be difficult and challenging for fear of not being heard, upsetting managers and challenging individuals and culture.

Experiencing sexual harassment at work can create a stressful and hostile working environment, particularly if you’re harassed by someone who works closely with you or by someone you know well.

If you’re sexually harassed by someone at work, you may feel intimidated or anxious about going to work. This Policy seeks to provide reassurance that SAFEcic is committed to preventing sexual harassment in the work place and has robust procedures for dealing with allegations and supporting victims.

SAFEcic is committed to do everything possible to prevent and stop sexual harassment and any other kind of harassment in the workplace from happening, while supporting those who may subject to it.

Date – 17^th October 2024

Signed - Rosie Carter (Managing Director)

Review - March 2025