Volunteer and Harassment Policies

Volunteer Policies

Information on the policies contained in the HDSK People Manual can be requested from the Chair of the HDSK Trustees, HDSK, 148 Portland Road, Hove, East Sussex BN3 5QL

Policies include the HDSK Ethical Policy, the Statement of Purpose, Policy on Volunteering, Volunteer Agreement, Equal Opportunities Policy, Code of Conduct, Advertising Policy, Induction Policy, Duty of Care, Grievance Procedure & Disciplinary Procedure.

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:

  • Behaviour, which could cause, or is likely to cause, fear, offence or excessive anxiety to another.

  • Threatening or coercive behaviour by actions, words or written materials, including humiliation and ridicule.

  • Physical conduct, ranging from unacceptable touching to serious assault.

  • Abusing one’s position to the detriment of another or imposing unfair sanctions.

  • Encouraging others to abuse their authority to the detriment of another.

  • Offensive or suggestive jokes, banter or language.

  • Displaying pictures, graffiti or emblems which could be offensive.

  • Isolation of an individual (or group).

  • 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:

Explicitly or implicitly determined as a condition of an individual’s employment or voluntary service.

Submission or rejection of such conduct is used as a basis for employment or voluntary service decisions affecting the individual.

Such conduct has the purpose or effect of unreasonably interfering with an individual’s work or dignity or creating an intimidating, hostile or offensive work environment.

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

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

  • Act promptly.

  • Write down a brief description of the unwanted behaviour and keep a diary of the incidents as they occur.

  • Try to speak informally with the person you think is harassing you or discriminating against you and ask them to stop the unwanted behaviour. If you feel unable to do this on your own, ask a colleague to go with you.

  • If the behaviour persists, report the matter to your team manager, or the Chairman of the Trustees. Anyone who receives information regarding discrimination or harassment in his or her capacity of Manager must report it to the Chair of the Trustees immediately.

  • NB: if your Manager is the harasser or the person you feel is being discriminatory, report the matter to Chair of the Trustees. In some cases, it may feel more comfortable to talk to another appropriate Manager.

Make a note of the date and a brief summary of what was said for future reference.

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

Any employee or volunteer who violates this policy may be subject to disciplinary action, which may lead to dismissal from employment or voluntary service.

Where complaints are found to have been made maliciously and are totally unfounded, the individual who made the complaint may be subject to disciplinary action.

Should you have any questions regarding this Discrimination and Harassment policy, please contact your manager or Chair of the Trustees.