About Us

Policies Against Harassment

HDSK is committed to ensuring that dignity and mutual respect are enshrined in all our working practices and the ways in which we behave towards each other.

This policy is intended to deal with harassment to/from any employees, volunteers, contractors or other third parties, including visitors.

Harassment can have a long-term effect on morale and well-being. HDSK is committed to ensuring that the working environment is free from harassment and to encouraging anyone who thinks they have experienced such behaviour to report incidents for investigation and action.

Definition of Harassment

Harassment is unwanted and unsolicited conduct, which is personally offensive to the recipient and fails to reflect the rights and dignity of others. It may include behaviour connected with sex, race or disability. It may be because of political or religious conviction, age, status, nationality or sexuality of an individual. The effect of the unwanted behaviour on the person(s) who claims to have been harassed will be an important factor to be taken into account, whether or not the behaviour was intended to be harmful.

Examples of Harassing Behaviour include:

This list is not exhaustive.

Sexual Harassment

Sexual harassment is defined as unwelcome sexual advances, requests for sexual favours and other verbal or physical conduct of a sexual nature. Sexual harassment will be deemed to have taken place when:

What to do if you think you are being discriminated against or harassed

Individuals who think they are being discriminated against or harassed should:

Investigatory Processes

All reported allegations of discrimination or harassment will be investigated promptly. The investigation will include interviews with the parties involved and, perhaps ,where necessary, with witnesses (who will be encouraged to give evidence). Investigations will be conducted in a sensitive and discreet manner.

Confidentiality

Confidentiality will be maintained throughout the investigatory process to the extent practicable and appropriate under the circumstances.

Protection Against Retaliation / Victimisation

It is unlawful to retaliate against or victimise individuals who report harassment or discrimination. Any such acts should be reported immediately to your Manager.

Responsive Action