Anti-Harassment Policy

1. Purpose

Mawdsleys BER Ltd is committed to providing an environment where all individuals are treated with dignity and respect. Harassment, discrimination, and retaliation are strictly prohibited. This policy outlines our expectations for conduct and the procedures for reporting and addressing concerns.

2. Scope

This policy applies to:

All employees, supervisors, managers, contractors, interns, and volunteers
All locations where the organization conducts business
All work-related interactions, including digital communications, off-site events, and remote work

3. Definition of Harassment

3.1 General Harassment

Harassment is any unwelcome conduct—verbal, physical, visual, or digital—that creates an intimidating, hostile, or offensive environment, interferes with work performance, or affects an individual’s opportunities.

Examples include:

Insults, slurs, derogatory comments
Offensive jokes or teasing
Displaying or sharing inappropriate images or messages
Intimidation or bullying

3.2 Sexual Harassment

Sexual harassment includes unwelcome sexual advances, requests for sexual favours, or other verbal, visual, or physical conduct of a sexual nature.

Examples:

Unwanted touching
Sexual comments, jokes, or gestures
Sending or displaying sexual images
Conditioning employment opportunities on sexual favours (“quid pro quo”)

3.3 Retaliation

Retaliation against anyone who reports harassment, participates in an investigation, or supports another individual is strictly prohibited.

4. Protected Characteristics

Harassment based on any legally protected characteristic is prohibited. These may include:

Race or colour
Religion
Sex, gender identity, gender expression
Sexual orientation
National origin or ethnicity
Age
Disability
Pregnancy
Genetic information
Any other characteristic protected by law

5. Standards of Conduct

All individuals are expected to:

Treat others with professionalism and respect
Avoid behaviour that could be perceived as harassing or offensive
Speak up if they witness or experience harassment
Follow this policy at all times

Managers have additional responsibilities to:

Model appropriate behaviour
Respond promptly to concerns
Report all complaints to HR

6. Reporting Procedures

Anyone who believes they have experienced or witnessed harassment should report it immediately. Reports may be made to:

A direct supervisor (unless they are involved)
Human Resources
Any manager

Reports will be kept as confidential as reasonably possible.

There is no requirement to confront the offending individual before reporting.

7.Investigation Process

The organization will begin an investigation promptly.
Investigations will be fair, thorough, and unbiased.
All parties will have an opportunity to present relevant information.
Findings will be documented.
The organization will take appropriate corrective or disciplinary action based on the results.