Dignity at Work Policy – Sexual Harassment, Harassment & Bullying

We strive to promote a working environment free from harassment, intimidation and any other form of unacceptable behaviour that is personally offensive. This policy intends to address all forms of offensive and unfair behaviour, whether or not such behaviour is unlawful.  It aims to underpin the standard of behaviour expected from all colleagues and provide practical guidance on how to deal with sexual harassment, bullying and harassment. 

 

We will not tolerate any form of sexual harassment, bullying or harassment.  This policy covers sexual harassment, bullying and harassment in the workplace, in work-related settings outside the workplace and by third parties.

 

Everyone who works at or visits SED has a responsibility to: 

• treat others with dignity and respect and ensure their own behaviour does not cause offence 

• make it clear to an appropriate person if they find any behaviour unacceptable 

• report any incident of sexual harassment, bullying or harassment whether they are personally involved or observe such behaviour towards others

• maintain confidentiality about information concerning cases or allegations of bullying or harassment

• be responsive and open to any employee who makes a reports sexual harassment, bullying or harassment. 

 

What is sexual harassment?

Sexual harassment is unwanted behaviour of a sexual nature.  It is unlawful and South East Dance will not tolerate it.

 

To be sexual harassment, the unwanted behaviour must have either: 

Violated someone’s dignity 

Created an intimidating, hostile, humiliating or offensive environment for someone 

 

It can be sexual harassment if the behaviour: 

Has one of these effects even if it was not intended 

Intended to have one of these effects even if it did not have that effect. 

 

Sexual harassment can happen to anyone regardless of gender or sexual orientation. It can be carried out by anyone of the same sex or gender, another sex or gender or anyone of any sexual orientation.

You could experience sexual harassment from anyone you encounter because of your job, including:

someone you work with

a manager, supervisor or someone else in a position of authority

third parties – for example customers, clients and members of the public

 

Sexual harassment can be a one-off incident or an ongoing pattern of behaviour.  It can happen in person. It can also happen online, for example in meetings, email, social media or messaging tools.

 

Examples include:

making sexual remarks about someone's body, clothing or appearance

asking questions about someone's sex life

telling sexually offensive jokes

making sexual comments or jokes about someone's sexual orientation or gender reassignment

displaying or sharing pornographic or sexual images, or other sexual content

touching someone against their will, for example hugging them

coercion for sexual favours

sexual assault or rape

 

What some people might consider as joking, 'banter' or part of their workplace culture can still be sexual harassment.

 

Sexual harassment is usually directed at an individual, but this is not always the case. Sometimes there can be a culture of behaviour that's not specifically aimed at one person – such as sharing sexual images. Someone could still make a complaint of sexual harassment in this situation.

 

The laws that protect people against sexual harassment are:

the Equality Act 2010

the Worker Protection (Amendment of Equality Act 2010) Act 2023.  This law places a preventative duty on employers to take all reasonable steps to protect their workers from sexual harassment 

 

The Equality Act 2010 also covers other types of harassment. This includes:

harassment related to the protected characteristics defined in the Act (see section 5 below for further details),

less favourable treatment because of how someone responded to previous sexual harassment

 

Someone could experience more than one type of harassment at the same time.

 

Sexual harassment risk assessment

South East Dance has carried out a sexual harassment risk assessment which identifies the principles circumstances in which sexual harassment may occur and mitigating actions for reducing risks in these circumstances.  The risk register will be reviewed at least annually, in response to any incidents being report and in response to legal or other relevant changes.

 

What is bullying?

Examples of bullying behaviour 

Bullying can take many forms ranging from physical violence to less obvious manifestations such as excluding, regularly criticising or ignoring someone. Bullying is not necessarily face-to-face conduct.  It may also occur in written communications, e-mail, social media or telephone. Examples of unacceptable behaviour that are covered by this guidance include (but are not limited to): 

• picking on someone or setting them up to fail 

• belittling, patronising comments 

• making threats or comments about someone's job security without foundation

• ridiculing someone or criticising them in the presence of others

• isolation or non-cooperation at work 

• excluding someone from social activities

• persistently criticising someone unnecessarily 

• deliberate wrongful attribution of blame 

• shouting at colleagues in public or private 

• physical assault 

• withholding information or removing areas of responsibility without justification

• setting objectives with impossible deadlines with the deliberate intention of undermining an individual

• blocking leave or training applications without reason.

 

Legitimate and constructive fair criticism of a colleague’s performance or behaviour, given in an appropriate way, without unnecessary personalisation and based in fact does not constitute bullying. It is also recognised that an occasional rational disagreement does not constitute bullying. It is however unacceptable to condone bullying behaviour under the guise of a particular management style. Effective managers obtain results whilst ensuring that their team members are treated with dignity and respect. If colleagues have concerns about the performance of someone they work alongside and/or who reports to another person then they should raise this with the appropriate line manager in a professional manner and not seek to redress the performance concerns directly.

 

What is harassment?

Harassment takes many forms, occurs in a variety of different ways and can be directed at one person or many people. An essential characteristic is that it is unwanted by the recipient and that the recipient finds the conduct offensive or unacceptable. It can include harassment from third parties such as clients or visitors.  

Conduct usually becomes harassment if it continues once it has been made clear that it is regarded by the recipient as offensive, although a single incident may amount to harassment if sufficiently serious. It is the unwanted nature of the conduct that distinguishes harassment from friendly behaviour which is welcome and mutual. For a detailed definition of sexual harassment, please see Section 2 on sexual harassment in this policy.  

 

Harassment is not necessarily face-to-face; it may occur through written communications, visual images (for example posting embarrassing photographs of colleagues), email, social media or phone calls.  It can often be hard to recognise the impact on the victim as it may not be obvious to others and may also be insidious. Those on the receiving end may think ‘perhaps this is normal behaviour in the organisation’. Employees may feel anxious that others will consider them weak or not up to the job if they find the action of others intimidating. 

 

The Employment Rights Bill 2025 places a duty on employers to take all reasonable steps to prevent harassment of their employees by third parties (e.g. anyone visiting The Dance Space).  

 

Harassment can be based on:

The protected characteristics defined in the Equality Act 2010:

age

disability

gender reassignment

marriage and civil partnership

pregnancy and maternity

race

religion or belief

sex

sexual orientation

 

And also:

gender

power or hierarchy

willingness to challenge harassment (leading to victimisation)

membership, or non-membership, of a trade union

possible links to AIDS/HIV

status as an ex-offender

health

physical characteristics

 

Examples of harassment include (but are not limited to):

unwanted physical contact

jokes, offensive language, gossip, slander, offensive or sectarian songs and letters

spreading malicious rumours or insulting someone

deliberately misgendering someone

ridiculing or demeaning someone 

exclusion or victimisation

unfair treatment

overbearing supervision or other misuse of power or position

deliberately undermining a competent employee by overloading them with tasks and constantly criticising them

preventing individuals progressing by intentionally blocking promotion or training opportunities

posters, graffiti, obscene gestures, emblems, flags

pressure to participate in political/religious groups

intrusion by pestering, spying and stalking

 

Harassment is unlawful in many cases and individuals may be legally held liable for their actions.  

 

From October 2026 employers are legally obliged to prevent the harassment of their employees by third parties.

 

Reporting sexual harassment, bullying and/or harassment

We aim to promote a culture where all colleagues feel safe and confident about raising a concern relating to sexual harassment, bullying and/or harassment. If you have experienced or witnessed any of these behaviours then we would strongly encourage you to report it. Please email Executive Director rachel.gibson@southeastdance.org.uk if you wish to raise a concern or report an incident.