The standards apply everywhere we work
This policy applies to recruitment, assignments, work-related travel, events, messages and online communications. It covers conduct by staff, fellow workers, clients, supervisors, customers and other third parties. Calling something banter does not make harmful behaviour acceptable.
What is not acceptable
Examples include threats, humiliation, repeated intimidation, discriminatory remarks, exclusion intended to undermine someone, unwanted sexual comments or contact, sexual images and pressure linked to shifts or opportunities. A serious one-off incident can be enough. A person does not have to have previously objected for conduct to be unacceptable.
Prevention
GRAFTD will consider harassment risks in assignments and working arrangements, including lone working, power imbalances, public-facing roles and work-related social events. We will set expectations with clients, communicate reporting routes and arrange appropriate briefings for people handling recruitment and bookings.
We commit to taking all reasonable steps to prevent sexual harassment and to addressing harassment by third parties. Supervisors and GRAFTD contacts must act when concerns are observed or raised, rather than waiting for a formal complaint.
If it happens
Get to safety first. You may tell the person to stop if you feel safe, but you are not required to confront them. Contact GRAFTD through our Raising Concerns Policy, or speak to a supervisor who is not involved. Keep relevant messages and note what happened if you can. Witnesses can report concerns too.
We will consider immediate protective arrangements with the person affected, without automatically moving them or reducing opportunities. An informal resolution is only appropriate where suitable and freely chosen. Mediation or an informal conversation will not be required before a serious complaint can be investigated.
Fair investigation and action
We will listen, appoint a suitable person to review the facts, allow those involved to respond and protect information on a need-to-know basis. We may seek external support where independence or specialist expertise is needed. Outcomes may include protective measures, training, formal action under the applicable process, or ending a client or supplier arrangement.
We will explain the outcome as far as confidentiality allows and offer a review route. No one should suffer retaliation for an honest report or participation in an investigation. Internal processes do not prevent independent advice or a lawful external complaint, and do not extend statutory time limits.
The directors are responsible for implementing this policy, briefing the people who need it and reviewing concerns and corrective actions. We will review it at least annually and sooner if the law, our work or an incident requires it. This policy does not replace assignment terms or limit statutory rights.
Further guidance: Acas guidance on preventing sexual harassment.