Anti-Discriminatory Practice

Policy

Hayfield deplores all forms of discrimination or harassment and seeks to ensure a harmonious working environment, which is sympathetic to all its service users and employees. The following procedure informs service users, their carers and employees of the type of behaviour that is unacceptable and provides people who are the victims of discrimination or harassment with a means of redress.  Implementation of the policy is the duty of the managers. All employees are expected to comply with this policy.

Hayfield recognises the stipulations and obligations of the Sex Discrimination Act 1975, the Race Relations Act 1976, and the Disability Discrimination Act 1995 and the Employment Equality (Age) Regulations 2006.

Statement

Discrimination or harassment at work is unlawful, and it is recognised that both Hayfield and the harasser may be held liable for such unlawful actions.

Discrimination and harassment can reduce the effectiveness of an organisation by creating a threatening environment, and can cause an increase in sickness absence and labour turnover.  People have a right to live and work in an environment free from intimidation.  Intentional racial or sexual harassment is also a criminal offence punishable by imprisonment or a fine.

Identification of Discrimination or Harassment

Harassment takes many forms, from relatively mild sexual banter to actual physical violence.  Employees may not always realise that their behaviour constitutes harassment, but they must recognise that what is acceptable to one person may not be acceptable to another.  Harassment is unwanted behaviour of a sexual, racial or discriminatory nature by an employee towards another employee or service user.

Examples of harassment include…

• Words or actions likely to cause distress or offence to colleagues, service users or visitors.

• Insensitive jokes and pranks.

• Offensive comments about appearance, ethnic or religious background, or abilities.

• Unnecessary body contact.

• Displays of offensive material.

• Speculation about a person’s private life and sexual activities.

• Requests for sexual favours.

• Threat of dismissal, loss of promotion for refusal of sexual favours.

• Threatened or actual violence.

• Deliberate exclusion from conversation.

The Environment

Hayfield prohibits staff from displaying offensive material, e.g. pin-ups and posters and will, if necessary, ensure that workplaces are inspected and offending material removed.

All new employees, service users and their carers or representatives will be informed of Hayfield’s anti-discrimination policy, and will be informed that all complaints will be treated seriously.

Hayfield insists that all managers ensure this policy and procedure is strictly adhered to at all times.

Procedure

Informal Remedy

Wherever possible, employees or service users who are victims of minor harassment are advised to make it clear to the harasser that his/her behaviour is unacceptable and must stop.  A manager, colleague or representative can assist in taking such action, including issuing a written notification of the effect of the harassment and a demand for it to cease immediately, where appropriate.

Formal Procedure

Where informal methods fail, or serious discrimination or harassment occurs, employees or service users are advised to bring a formal complaint to Hayfield’s management using the standard Complaints Procedure, and can seek assistance in doing so. The complaint should be made in writing, and where possible, state…

• The name of the harasser.

• The nature of the harassment.

• Dates and times when harassment occurred.

• Names of witnesses to any incidents of harassment.

• Any action already taken by the complainant to stop the harassment.

Details of the standard Complaints Procedure can be found in the Staff Handbook or in the appropriate service users’ Policy document.