1. Purpose and Scope
BUDS UK maintains a zero-tolerance policy towards bullying and harassment. Our primary goal is to foster an environment where every individual is treated with dignity and respect, enabling them to work and access our services without fear of bullying or harassment. This policy encourages individuals to voice concerns or challenge inappropriate behaviour without fear of reprisal. It applies to all trustees, employees, temporary workers, volunteers, contractors, individuals, and their families associated with BUDS UK.
2. Policy Statement
BUDS UK is committed to addressing bullying and harassment whether during work hours or off-site at charity-related social events. Any action that violates this principle will be considered serious or gross misconduct, potentially falling under the Employment Rights Act and anti-discrimination legislation.
3. Actions to Support and Inform on Harassment Issues
- Handle complaints of distressing behaviour with sensitivity and diligence.
- Uphold the importance of confidentiality to ensure a fair investigation process.
- Collaborate with external providers including voluntary and community organisations.
- Establish communication channels and refer individuals to advocacy services when necessary.
- Conduct comprehensive training programs to raise awareness about bullying and harassment.
- Regularly monitor and document reported incidents, identifying patterns for necessary interventions.
- Promote awareness of the detrimental effects of bullying and harassment on individuals.
4. Responsibilities
Every member of BUDS UK is obligated to:
- Take accountability for their own behaviour and amend it if necessary.
- Speak up if they witness or become aware of instances of bullying, vindictiveness, or verbal and physical aggression.
- Challenge their own fears, prejudices, and assumptions.
- Familiarise themselves with the responsibilities outlined in this policy.
5. What is Bullying?
Bullying constitutes persistent offensive, abusive, intimidating, or malicious behaviour that undermines, threatens, and/or humiliates the recipient. It may involve the abuse of power or unfair treatment. The impact is detrimental, eroding the recipient's self-confidence, reputation, and ability to perform. Examples include:
- Belittling the recipient's opinions.
- Name-calling, insults, or unwanted teasing.
- Restricting access to opportunities or excluding from activities.
- Imposing undue pressure, setting unattainable deadlines, or unnecessary disruptions.
- Failing to acknowledge contributions or assigning meaningless tasks.
- Singling out or treating an individual unfavourably without justification.
- Spreading malicious gossip.
- Humiliating, shouting at, or threatening an individual.
- Disciplining on flimsy or fabricated grounds without proper investigation.
6. What is Harassment?
Harassment encompasses unwanted conduct that violates an individual's dignity, creating an intimidating, hostile, degrading, humiliating, or offensive environment. Examples include:
- Spreading malicious rumours or insulting someone.
- Circulating critical memos unnecessarily.
- Ridiculing, demeaning, or setting someone up to fail.
- Exclusion or victimisation.
- Unfair treatment or misuse of power.
- Unwelcome sexual advances, inappropriate touching, or invasion of personal space.
- Making threats or comments causing unwarranted anxiety.
- Deliberately undermining someone through excessive workloads or constant criticism.
- Obstructing promotion or training opportunities.
7. Difference Between Bullying and Harassment
Harassment may involve a single incident or persistent behaviour over time, whereas bullying involves persistent behaviour. When behaviour is based on protected characteristics, it is likely to be considered harassment and may be unlawful under the Equality Act.
9. Reporting Complaints
Complaints should be reported as soon as possible, ideally within four weeks of the last incident. Document all incidents including how they made you feel, any changes you experienced, actions taken, and witness presence.
10. Informal Procedure
If you believe you or others have been subjected to bullying and wish to address it informally, confide in a trusted trustee. Informal options include a direct approach (initiate a conversation with the individual responsible) or an indirect approach (express concerns in writing or via a friend/colleague).
11. Formal Procedure
- Filing: Submit a written complaint to all trustees, excluding any involved in the matter.
- Investigation: The designated trustee will conduct a formal, sensitive discussion, ensure a thorough investigation, appoint an impartial investigator where possible, and prepare a report.
- Outcome: Written notification of the investigation outcome will be provided to both parties, including proposed actions and the right to appeal.
12. Appeals
Dissatisfied individuals have the right to appeal within five working days of being informed of the decision. The appeal may involve further investigation, review, reversal of the original conclusion, or upholding the initial outcome.