Dignity at work
We do not tolerate bullying, harassment or victimisation of any kind. We all have responsibilities under the Dignity at Work policy (the policy is currently under review). You can find more information on equity, diversity and inclusion here.
Sexual harassment
We have a zero tolerance approach to sexist behaviour and sexual harassment. The aim of the Sexual harassment policy makes clear the behaviours that are unacceptable and how we will foster a culture which ensures a safe, secure, and welcoming environment. The policy is supported by the reporting procedures.
Read the Sexual harassment policy
Confidential advice, information, and support is available from our Employee Assistance Programme (EAP). You can speak to someone confidentially on 0808 196 2016 or WhatsApp: text "hi" to 07418 360 780. You can find more information on the intranet.
Discrimination
There are groups in society which are discriminated against or treated less favourably because of their background, status or circumstance. It’s important that, in delivering our policies and practice, no one is substantially disadvantaged. More information on defining discrimination is available here.
Read Defining discrimination (532KB, pdf) posted 05 October 2022
Raising concerns
We recognise the need for an open and honest culture where individuals have clear information on how to raise concerns and are encouraged to do so in the knowledge that they will be listened to, treated with respect and without fear of reprisal.
If you feel that you are being bullied, harassed or victimised we encourage you to use the support available to try and resolve it as early as possible. We’ll always investigate any complaint that you bring to our attention under the Dignity at Work Policy in a fair, transparent and confidential way. After considering all of the facts, we’ll take prompt and appropriate action. We’ll also respect and maintain your confidentiality and will remind anyone involved in your complaint about their responsibilities to maintain confidentiality. There are many outcomes that can follow an investigation, including training, coaching or disciplinary proceedings which could lead to formal warnings being issued up to and including dismissal. If inappropriate behaviour is found to have occurred, it will be made clear to the other person involved that the behaviour must stop.
Whilst you may not have experienced this behaviour directly, you may have witnessed someone else being bullied or harassed. If this has occurred, you’re encouraged to challenge such behaviour and/or support your colleague to do so. We understand you may feel worried about getting involved in a situation that does not directly affect you. Your manager or trade union representative will support you in raising your concerns in an informal or formal way. We expect all managers to take timely and appropriate action to address and resolve issues in line with our policies, including the disciplinary policy and procedures where necessary. Any manager who knowingly allows or tolerates bullying or harassment, including the failure to immediately address such misconduct, will be in breach of the Dignity at Work policy and may be subject to disciplinary action, up to and including dismissal.
If you have any questions or concerns about dignity at work, we strongly encourage you to speak with your manager, head of office/team leader or your Trade Union representative if you’re a member. If you’re a manager and need advice, contact the People and Culture Office on 0131 348 6500.
Read the Disciplinary procedures (498KB, pdf) posted 07 June 2023