Bullying/Harassment
Bullying and Harassment Policy
Everyone will be treated with dignity and respect at No Dots Ltd, and everyone - whether staff member, freelance worker, volunteer, or trustee - is responsible for creating a positive, welcoming workplace for all. Bullying and harassment of any kind will not be tolerated. This policy applies to all trustees, freelance workers, volunteers and staff, on any premises, or online.
What are bullying and harassment?
ACAS provides the following definitions:
Harassment is defined as unwanted conduct which is related to a protected characteristic of the Equality Act 2010 (age, sex, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, and sexual orientation), which has the purpose or effect of violating a person’s dignity, or creating for that person an intimidating, hostile, degrading, humiliating or offensive environment.
Bullying is defined as offensive, intimidating, malicious or insulting behaviour, an abuse or misuse of power through means that undermine, humiliate, denigrate or injure the recipient.
Bullying and harassment can be:
intentional or unintentional, targeted at an individual or a group;
not specifically targeted but have an overall impact that creates a negative work environment;
repeated behaviour over a period of time, or one isolated incident;
between workers and/or managers at the same or different levels in the organisation;
in the same or different departments or areas of work within or outside of the organisation;
between employees, workers and external contractors and/or clients within or outside of the
organisation;
mobbing – when more than one person is involved; neglect or marginalisation;
during daily work activities, at work-organised events held on-site or off-site, inside and outside of working hours;
face-to-face, over the telephone, by email, text messages and online, e.g. social media platforms.
Free expression
No Dots is an artistic organisation and our work sometimes deals with difficult ideas and representations. The range of people we work with can involve encountering a wide range of views, opinions, and beliefs. Everyone working with and for No Dots is expected to show tolerance for ideas, views, or beliefs they find unwelcome, or even offensive. Artistic free expression is paramount and will always be prioritised.
What to do if you think you have been bullied or harassed
Keep a record of what happened.
Contact your senior manager, or, if the situation involves your senior manager, contact a trustee.
What will happen next
Complaints of bullying and/or harassment, or information from staff relating to such complaints, will be dealt with fairly and confidentially. Complaints will be taken seriously and investigated promptly, objectively and independently. Decisions can then be made as to what action needs to be taken.
Informal action
If appropriate, the matter will be dealt with informally; sometimes people are not aware that their behaviour is unwelcome and an informal discussion can lead to greater understanding and an agreement that the behaviour will cease.
Formal action
More serious cases of bullying or harassment will be dealt with under the formal Grievance Procedure. A person bringing an allegation may at any time make a formal complaint under the Grievance Procedure.
Counselling and Mediation
Counselling or mediation may be considered, particularly where investigation shows no cause for disciplinary action, or where it may be useful to help resolve the issue or help support the person accused as well as the complainant.
Unfounded allegations
Employees lodging a complaint will not be disciplined for doing so unless somebody makes an unfounded allegation of bullying and/or harassment for malicious reasons. The case will then be investigated and dealt with fairly and objectively under the disciplinary procedure.
This policy last updated July 2023