Harassment Policy
What is a harassment policy?
A harassment policy is part of businesses commitment to equality; a harassment policy will normally contain its aims to define behaviour and outline procedure for dealing with complaints of harassment, bullying and victimisation and highlight the responsibility placed on its staff to comply with the harassment policy to ensure such conduct does not occur.
A harassment policy should aim to control:
- Offensive or embarrassing jokes.
- Unnecessary or unwelcome physical contact.
- Comments or innuendo of a racist, homophobic or vulgar nature.
- The sending of offensive emails, text messages etc.
- Displays of pornographic material.
- Attract and retain staff.
- Encourage a professional approach.
It is important to note that it is not the intention of the harasser, but how the recipient perceives their behaviour which determines whether harassment has occurred.
However, any harassment policy must also make clear that legitimate, fair and constructive criticism of an employee’s performance or behaviour at work is not bullying. It’s also important your employees recognise that an occasional raised voice or argument does not constitute bullying under the terms of any harassment policy.
Including the following points in the harassment policy will help
- Include definitions.
- Offer examples of behaviour.
- Identify the signs of harassment, bullying and victimisation.
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