1. Sexual, racial and disability harassment are unlawful and have no place in (the
org)……………………………………..(the org)……………………………….. is
committed to creating a working environment free from sexual, racial or disability
2. Volunteers/staff suffering harassment should not hesitate to use the procedures
set out below.
3. Volunteers/staff should not fear victimisation on bringing complaints. However
any complaint, which is made, must be genuine and serious and should not be
used as a means of exploiting a grudge against a fellow staff member. A serious
view would be taken of this.
1. Sexual harassment is unwanted conduct of a sexual nature, or other conduct
based on sex/gender/sexual orientation, which affects the dignity of men and
women at work. Conduct may amount to sexual harassment even if not intended
but occurs because of lack of awareness of other people’s feelings.
2. Examples of conduct which may constitute sexual harassment are:
Giving someone unwanted sexual attention;
Insulting or ridiculing someone because of their sex/gender/sexual
Suggestions that sexual favours may further your career or refusal may
Lewd, suggestive or over familiar behaviour;
The display or circulation of sexual suggestive material.
Such actions can amount to sexual harassment even if not made with any sexual
3. Sexual harassment can be persistent, unwanted sexual attention, but a single
incident can also be sexual harassment if it is sufficiently serious.
1. Racial harassment is treating a person on racial grounds less favourably than you
treat or would treat others. “Racial grounds” includes grounds of colour, race,
nationality or ethnic origins.
2. Examples of conduct which may constitute racial harassment are:
Insulting, ridiculing, or threatening someone on account of their race;
Denying opportunities for promotion or transfer in the work place on account of
3. Conduct, which on the face of it is not based on grounds of race, may still
constitute racial harassment if it prejudices one or more racial groups as a whole.
1. Disability harassment is treating a person with a disability less favourably because
of their disability than you treat or would treat others. A disabled person is defined
as someone who has a physical, sensory or learning disability or has mental
health needs which have a substantial and long-term effect on their ability to carry
out normal day-to-day activities without appropriate assistance.
2. Examples of conduct which may constitute harassment include;
Insulting, ridiculing or threatening someone on account of their disability.
Treating people who have a disability less favourably by denying them
opportunities for promotion or transfer.
1. If an incident happens which you think may be harassment, the matter may be
capable of being dealt with by telling the staff member in question that you do not
want it to happen again. You should always try this first if you feel it will work.
2. However, this may not work, or you may not wish to confront the individual
concerned, in which case you should use the procedure set out below.
3. In the first instance you should approach your line manager confidentially to
discuss the situation. If this doesn’t help, or if your line manager is the person you
wish to complain about, you should approach the Chairperson on an informal
basis, who will be able to advise you as to whether the complaint merits further
4. If formal investigation of a complaint is appropriate, then you should write to the
Chairperson of the organisation outlining your complaint. The Chairperson will
appoint 3 members of the Employment Sub-Committee who have not been in
close contact with the parties concerned to investigate the complaint and
5. Either at initial interviews, or during the course of an investigation, issues which
may be raised include;
What happened, where and when;
Who else knows about the incident(s);
Did the incident affect your work:
Do you know of anyone else who has similarly suffered;
Have you notified anyone else in the management and if so with what result;
What do you want done about the situation.
6. The investigation may involve interviews with the person against whom you are
making the complaint. You will be informed of whether or not the complaint is
well founded. Disciplinary action may be taken against the person alleged to
have committed the behaviour you are complaining about.
7. The investigation will be thorough, in confidence and impartial and will not be
carried out by anybody in direct contact with the parties concerned. A friend, staff
member, representative or some other appropriate person may be present when
either you, or the person who is alleged to have committed the acts complained
of, puts their side of the case.