Respect at work policy
Introduction
The thematic focus and operations of Words of Wonder Ltd are grounded in human rights. The company aims to support realization of the Universal Declaration of Human Rights and the body of human rights law, as a means of promoting peace, justice, and thriving. Consequently, Words of Wonder Limited is committed to creating a respectful and inclusive workplace, free from harassment, bullying, and discrimination.
This policy sets out the UK legislation to which all personnel in, or engaged by, Words of Wonder Ltd, must comply. It defines unacceptable behavior, outlines reporting procedures, and details the consequences for violations.
All personnel engaged by or with Words of Wonder Ltd must demonstrate their awareness of this policy, and commitment to it, as part of the company’s core business. It is not simply a legislative requirement. Any failure to abide by it will have consequences including investigations, disciplinary action potentially resulting in termination, and Words of Wonder Ltd’s participation in criminal proceedings against the perpetrator.
Key principles
Shared responsibility: It is the responsibility of every individual within the organisation to promote a respectful working environment.
Zero tolerance: The company has a zero tolerance approach to unacceptable behaviour. This means that, where personnel are found to have engaged in unacceptable behaviour that constitutes bullying, harassment and discrimination, their engagement with the company will be terminated. The company does not offer any performance improvement or other measures with respect to such individuals. The company provides psycho-social, and other identified helpful assistance, to those harmed by any behaviour that violates this policy, including support for criminal measures taken against perpetrators by those that they have harmed.
Accountability: Any failure to observe the principles outlined in this policy will be subject to the Company’s disciplinary procedure (set out in this document). It may have disciplinary sanction including summary dismissal.
Scope
This policy applies to all personnel engaged by or with Words of Wonder Ltd. This includes full and part time employees, directors, officers, consultants, external contractors and any person identified as a ‘worker’ of the company. All workers are required to demonstrate that they have read and consent to the principles and purposes of this policy. Persons associated with Word of Wonder productions, for example, in partner organizations or affiliates, guests or visitors, are expected to respect the purpose and principles of this policy, and conduct themselves with fairness, honesty, integrity, and respect for the laws relevant to it (described below).
Unacceptable behaviour in the workplace (company premises and other locations, such as offsite locations, client premises, business trips or work-related events or social functions), via email, or social media, all fall within the scope of this policy.
Companion documentation
This document should be read alongside the company’s Code of Conduct, and Equality, Diversity and Inclusion Policy. Given the risks of unacceptable behaviour to psychological safety, this document also forms part of the suite of documentation that sets out the company’s approach to Health and Safety. These documents are located here.
Legislative context
This policy derives from the company’s purpose, founding principles, and ethical orientation. It is also encumbent on the company to abide by UK legislation, including the Equality Act and Worker Protection Act.
The Equality Act 2010 covers the same groups protected by pre-existing quality legislation on age, disability, race, sex, gender reassignment, religion or belief, sexual orientation, marriage and civil partnership and pregnancy and maternity. In addition, it extends legal protection to those who are classed as gender fluid, gender neutral or non-binary. These are referred to as ‘protected characteristics’. The company does not tolerate discrimination against an employee or other engaged personnel based on these or any other factors, including ‘associative’ links, such as where personnel has a child who is disabled, or is the authorised carer for such an individual.
The Worker Protection Act (amendment of the Equality Act 2010, effective from 26 October 2024) places additional responsibilities upon employers who must take proactive steps to prevent the sexual harassment of their employees in the course of their employment.
Bullying and harassment
Bullying is offensive, intimidating, malicious or insulting behaviour, an abuse or misuse of power through means that undermine, humiliate, denigrate or injure the recipient. Bullying can include the use of personal strength or the power to coerce through fear or intimidation, often (though not always) by someone in a position of authority.
Bullying may be physical, verbal or non-verbal. It can include conduct that is not face-to-face, including via text message, email and social media. Bullying can take the form of physical, verbal and non-verbal conduct. It can take place face to face, by email, text, social media and any form of communication that can be considered as offensive, intimidating, malicious or insulting. Behaviour that involves the misuse of power that can make a person feel vulnerable, upset, undermined, humiliated, denigrated or threatened qualifies as bullying and harassing. Examples of bullying include:
- physical or psychological threats;
- overbearing and intimidating levels of supervision;
- inappropriate derogatory remarks about a person or their performance;
- shouting at staff;
- persistently picking on people in front of others or in private;
- blocking promotion and training opportunities;
- regularly and deliberately ignoring or excluding staff from work activities or work-related social events;
- setting a person up to fail by overloading them with work or setting impossible deadlines;
- regularly making the same person the butt of jokes.
Legitimate, reasonable, and constructive criticism of a staff member’s performance or behaviour, or reasonable management instructions, do not constitute bullying. However, people who engage in bullying tactics may try to convince their victims that the bullying behaviour is legitimate and reasonable, and that victims’ perception of injustice are unwarranted. They may even state or imply that the victims’ accurate conception of the unacceptable behaviour as bullying and harassment is more evidence of why the victim is inadequate and deserving of ill-treatment. Personnel are encouraged to trust their instincts and take action to address the issue. This means, in the first instance, bringing the matter to the attention of the person engaging in the unacceptable behaviour; explaining clearly what specific behaviour makes you uncomfortable, and how, specifically, it makes you feel. If this is not possible, please report the matter to the Safeguarding Lead (Director of Wonder Words), who will work with you confidentially to agree a way forward, as described below.
Harassment is any unwanted conduct that has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. A single incident can amount to harassment. A person may be harassed even if they were not the intended “target”. Harassment also includes treating someone less favourably because they have submitted or refused to submit to such behaviour in the past. It is unlawful under the Equality Act 2010 to harass a person because of their age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation. It also includes conduct of a sexual nature (sexual harassment). Harassment is unacceptable even if it does not fall within any of these categories. Examples of harassment include, but are not limited to:
- unwanted physical conduct including touching, pinching, pushing and grabbing;
- unwelcome sexual advances or suggestive behaviour;
- offensive e-mails, text messages or social media content or the display of offensive materials;
- unwanted jokes, banter, mocking, mimicking or belittling a person.
Personnel who experience such behaviour can explain to the person engaging in it that it is not acceptable, explaining clearly what specific words or actions create discomfort. Alternatively, please report the matter to the Safeguarding Lead (Director of Wonder Words), who will work with you confidentially to agree a way forward. This discussion will seek to understand your experience in detail, including any concerns about retribution, to jointly agree a plan on how to deal with the issue. This plan may involve, perhaps initially, informal measures, or, raising the matter as a grievance under the company Disciplinary and Grievance Procedure. This procedure is set out in a section of this policy below and involves: a) thorough investigation; b) resulting disciplinary action deemed necessary as a result of the investigation, which, in the case of unacceptable behaviour within the meaning of this policy, shall be treated as Gross Misconduct and will result in summary dismissal/revocation or cancelling of contracts; c) provision of psychological support to the person reporting, from a high-quality, empathetic external service; d) support to any formal legal process you may wish to initiate (since some unacceptable behaviour may constitute a violation of the legislation described above.
Since the Company does not tolerate any form of bullying, harassment (including sexual harassment), discrimination or victimisation within the workplace of its employees, personnel, guests, or any other person engaged in our work, personnel must conduct themselves knowing that any complaint of bullying or harassment shall be investigated thoroughly, and if found to have occurred shall be treated as Gross Misconduct which may result in summary dismissal. Offending personnel will have no access, through Words of Wonder Ltd, to any performance improvement or other resources, and the company will actively support any criminal proceedings against them, initiated by the person harmed by the unacceptable behaviour (‘victim’). All individuals and entities engaged by the company must attest to their awareness of this fact, and the contents of this policy, including its companion documentation.
Sexual harassment and discrimination
It is the responsibility of every individual within, or engaged by, Words of Wonder Ltd to promote a respectful working environment, free from unwanted behaviours or actions, including those of a sexual nature.
As described above, the company does not tolerate sexual harassment, which is harassment of a ‘sexual nature’; nor shall it tolerate ‘sex-related harassment’ which is unwanted conduct related to an individual’s sex or that of another person. This therefore includes not allowing a working environment where sexual banter is commonplace and which, although not directed at an individual or caused by their presence, may nevertheless create an offensive environment for that person.
The company will not discriminate on grounds of gender, or non-gender, or relationships between partners whether married or otherwise; or because someone intends to undergo, is undergoing or has undergone gender reassignment; or due to an individual’s sexual orientation whether actual or perceived. All records however shall be amended to accommodate such changes.
Racial discrimination
Words of Wonder Ltd senior management include personnel of different colours, races and national origins.
The company does not discriminate on grounds of race, colour, nationality (including citizenship) or ethnic or national origins. All personnel should be aware that the company’s productions involve portrayals of diverse people, perspectives, and practices, including from cultures all around the world. A key purpose of this work is to advance intercultural understanding and unity among people of different races, religions, countries and cultures.
Words of Wonder Ltd senior management include personnel of different colours, races and national origins.
Age discrimination
The company values the distinctive contributions derived from distinctive experiences. It does not discriminate against any employee on grounds of age, whether young or old, either through job advertising, recruitment, working practices and duties within particular roles, potrayals or subject matter.
In view of the fact that there is no longer a statutory retirement age under UK legislation, the company shall not automatically retire you, unless it has objective justification to do so.
Disability discrimination
The Equality Act defines a disabled person as “someone who has a physical or mental impairment that has a substantial and long-term adverse effect on his or her ability to carry out normal day-to-day activities which includes things like using a telephone, reading a book or using public transport”.
Words of Wonder Ltd senior management include personnel with disabilities.
The company does not discriminate against current or prospective employees who have, or have had, a disability, and will ensure reasonable adjustments are made where possible, in support of this. Where it is not possible to make reasonable adjustments, such as being unable to install a lift in a Grade II listed building, all reasonable steps shall be taken to consider other adjustments that could be accommodated. These will be discussed with the employee at the relevant time.
It is considered discrimination to treat a disabled person unfavorably because of something connected with their disability (e.g. a tendency to make spelling mistakes arising from dyslexia). Individuals diagnosed with progressive forms of cancer, HIV and multiple sclerosis or other potentially debilitating illnesses also fall within the scope of disability. This protection is relevant from the point of diagnosis rather than when the illness started to have an adverse effect on a person’s ability to carry out their day-to-day activities. Other illnesses and conditions that may be regarded as protected (e.g. depression, Type 1 diabetes, Crohn’s disease) shall be considered on a case-by-case basis, within the meaning and purpose of the Equality Act, and this policy.
Personnel are requested to inform the appropriate senior manager within the company of any such diagnosis, in the knowledge that: a) this information shall be treated in strict confidence, and b) the purpose of such disclosure is to ensure that reasonable adjustments can be made.
Religion or belief
The company will respect an individual’s religion, religious belief or other philosophical belief, and will not allow discrimination or harassment of that individual due to those beliefs.
Equal pay
The Company will treat employees equally, in respect of their terms and conditions of employment, if they are employed on ‘like work’, work rated as equivalent under a job evaluation study, or work found to be of equal value. Note: legislation on equal pay currently only uses comparison of individuals who do a similar job and are of opposite sex. This does not just cover remuneration alone but includes most terms in an employment contract. Variance within rates of pay due to length of service, performance, bonuses or individually agreed terms of contract will not be influenced by the gender of the employee.
Training
Where clients require that Words of Wonder personnel complete bullying and harassment training before commencing certain productions, the company will make arrangements for this. All personnel will be consulted on the training programme agenda and learning outcomes, so that it includes any matters of interest and value to personnel that are related to any aspect of this policy.
Reporting
Words of Wonder staff and other personnel are encouraged to report incidences of discrimination, bullying or harassment to senior management as soon as they become aware of them. This includes unacceptable behaviour which a person has experienced directly, or which they have observed that another person has been subjected to. Personnel are encouraged to bear in mind that discrimination, abuse or harassment can have a disturbing effect on a person, undermining the energy and ‘sense of self’ needed to effectively address unacceptable behaviour. Therefore, taking action by reporting observed conduct can be a helpful way to address unacceptable behaviour.
Reports may be made to the Director, who serves as Safeguarding Lead and has relevant experience to address issues of discrimination, abuse and harassment with due sensitivity to avoid and address concerns around retribution. Those reporting should feel confident that their concerns will be taken seriously, and action will be taken to address them. Those reporting will receive feedback on the action taken in response to their concerns. They may also be asked for more information to support an investigation, and to provide the names of any other personnel or witnesses who can provide additional relevant information. Reporting may be done anonymously, via the company contact page. Please include all relevant details, as specifically and objectively as possible, in order to support senior management to take effective action.
Personnel are assured that the company takes responsibility over any matter reported to them, and will take action to maintain a safe and comfortable environment for all.
Words of Wonder Ltd provides free access to high quality psychological support for any personnel affected by bullying, harassment or discrimination. Those reporting can be assured that they will be listened to, and supported to restore a healthier working environment.
Breach of policy
Any person who considers that they have been treated inequitably in breach of this policy, must be strongly encouraged to make a complaint through the Company Grievance Procedure. This will trigger a full investigation, and the issue dealt with under the Company Disciplinary and Grievance Procedure. If carried out deliberately or maliciously this will be regarded as Gross Misconduct and may, depending upon the severity of the breach, result in summary dismissal.
Disciplinary and grievance procedure (summary)
Where personnel allege discrimination, bullying or harassment, and informal measures are deemed inadequate, or have proved ineffective, a full impartial investigation will be undertaken to establish the facts and determine an appropriate sanction. The investigation will involve, at a minimum, detailed interviews with all parties to the matter, including the alleged ‘perpetrator,’ ‘victim,’ and ‘witnesses,’ and review of related documentation (e.g. text messages, emails, or meeting recordings).
Where the investigation concludes that harassment, bullying or discrimination has taken place, the person found to have engaged in this unacceptable behaviour will be dismissed without notice. Where the investigation concludes that unpleasant behaviour that does not constitute harassment, bullying or discrimination has occurred, the person found to have engaged in this behaviour will be given a written warning. The person reporting will be consulted on a regular basis to identify whether the unpleasant behaviour has stopped. If, after a period of 14 days, it has been found to have continued, the person engaging in the unpleasant behaviour will be dismissed with notice.
Useful links
https://www.nationalbullyinghelpline.co.uk/employees.html
National Bullying Helpline – UK Charitable organisation addressing bullying and harassment
https://www.gov.uk/workplace-bullying-and-harassment
Government guidance on workplace bullying and harassment
https://www.acas.org.uk/discrimination-bullying-and-harassment
Advisory, Conciliation and Arbitration Service discrimination, bullying and harassment guidance
https://www.cipd.co.uk/knowledge/fundamentals/emp-law/harassment/factsheet#gref
Understanding the legal positions on bullying and harassment at work
Updated: January 2025
Date of next review: January 2027