Anti Harassment

Addressing the worst 1% of harassment cases drives impact. Clear escalation, practical training and accountable leaders make prevention work effectively.

Section 23 requires independent review and open reporting. Meeting its standards ensures accountability and deters discrimination at all levels.

Employees with disabilities face unique bullying risks. Tailored training, reasonable adjustments and zero-tolerance policies uphold dignity and rights.

Miss M Bratt’s case shows “banter” can cross the line. Clear conduct codes and leadership modelling are vital to stop unlawful workplace harassment.

Vague codes cause confusion and risk. Precise definitions, visible enforcement and regular reviews of conduct policies help ensure staff safety.

Nicola Hinds’s case exposed bias against pregnant staff. Strong maternity policies, escalation paths and manager training are essential to protect rights.