1. This policy covers all those working for PEBA, attending PEBA events (including but not limited to the National Conference, other CPD events and Committee/Annual General Meetings) and providing services to PEBA.
2. Harassment in any form will not be tolerated at PEBA events as defined in Paragraph 1. Harassment includes any unwanted conduct related to sex, race, disability, gender re-assignment, religion or belief, sexual orientation or age. Such behaviour may take many forms including:
- Conduct which is unwanted by the recipient and perceived as hostile or threatening;
- Conduct which gives rise to a hostile or threatening work, learning or social environment;
- Conduct which creates an atmosphere in which it is feared that rejection or submission will be used as a basis for decisions which have an impact on the recipient at work.
3. The following are examples of types of behaviour which may amount to harassment:
- Physical or sexual assault;
- Requests for sexual favours in return for career advancement;
- Unnecessary physical contact;
- Exclusion from social networks and activities or other forms of isolation
- Compromising suggestions or invitations;
- Suggestive remarks or looks;
- Display of offensive materials, including on a computer screen;
- Tasteless jokes or verbal abuse, including any sent by email;
- Offensive remarks or ridicule;
- Dealing inappropriately or inadequately with complaints of harassment.
4. Harassment is unlawful under the Equality Act 2010 s.38 In addition to the above unwanted conduct; it can arise where a person engages in any kind of unwanted sexual behaviour (or gender reassignment or sex related behaviour).
5. Complaints of harassment may be raised with the Chairman or Vice Chairman who will decide upon an appropriate response within the framework of PEBA’s Complaints Procedure
6. PEBA is committed to ensuring that no- one who makes an allegation of harassment in good faith should be subjected to any detriment as a result.