Updated 19 February 2025

Each and every colleague within our co-op deserves to be treated with dignity and respect. Equally, each and every colleague is responsible for their own behaviour and helping to ensure our co-op is a workplace free from sexual harassment, homophobia, racism or any other form of discrimination, bullying, harassment, or victimisation in any form.

What is meant by discrimination, bullying, harassment, and victimisation?

• Discrimination is when somebody is treated unfairly because of a protected characteristic (see Inclusion and Diversity below).
• Bullying is unwanted behaviour that makes someone feel uncomfortable (i.e. frightened, disrespected, upset, ‘put down’).
• Harassment is when the bullying or unwanted behaviour relates to a protected characteristic and violates somebody’s dignity or creates a hostile environment for them. The law on harassment is different if it relates to marriage, civil partnership, pregnancy or maternity.
• Victimisation is when somebody is treated unfairly because they complained or supported a complaint relating to discrimination or harassment.

Discrimination, bullying, harassment, and victimisation can take many forms and can affect an individual even if the behaviour happens virtually / remotely, via text messages and social media, for example. Regardless of whichever format these hostile behaviours may take place, our co-op has a zero-tolerance approach to all.

How do I know what behaviour is acceptable to someone else?

Generally speaking, we should recognise what behaviour would likely offend another person and / or constitute discrimination, bullying, harassment or victimisation. For example, someone should not have to make clear to another that singing a racist chant is not acceptable. However, it might not always be as clear whether some behaviours may be unwelcome or offend another person (for example, certain ‘banter’ or jokes, flirting, or asking someone out for a drink after work). In such cases, first-time conduct which causes offence may not constitute bullying or harassment, but it will become harassment if that behaviour continues after the recipient has made clear (verbally or otherwise) that it is unacceptable to them. That said, a single incident may constitute bullying or harassment if it's sufficiently serious.

Ultimately, we all have the right to decide what behaviour is acceptable to us and have our feelings respected by others. Therefore, we should always be mindful that something we might not intend to offend another, might still do so.

Does this policy extend outside of the immediate workplace / environment?

Yes. Our colleagues should expect the same treatment and behaviour in any work-related setting, including work-related social events, business trips and on social media (also see Work-related Social Events and the Prevention of Sexual Harassment policy).

How can I help to ensure my work environment is free of these behaviours?

Your primary responsibility is your own behaviour, ensuring you are contributing to a positive and inclusive working environment for you and your colleagues. By treating your colleagues with dignity and respect, you are also demonstrating the standard of behaviour you expect them to show you. Further details are outlined in our 'Inclusion and Diversity' policy below, and the Prevention of Sexual Harassment policy. Other ways you can help include:

• Being aware of how your behaviour affects your colleagues and being prepared to change it, if necessary.
• ‘Taking a stand’ if you think inappropriate jokes or comments are being made.
• Making it clear to others when you find their behaviour unacceptable.
• Intervening, where possible, to stop discrimination, bullying, harassment or victimisation, and offering support to anyone experiencing this.
• Reporting any instances of discrimination, bullying, harassment or victimisation to your line manager or the People Team, as appropriate.
• Co-operating with any informal or formal investigation into allegations of discrimination, bullying, harassment or victimisation, by providing us with any relevant information.
• In the event of alleged discrimination, bullying, harassment or victimisation, ensuring you do not prejudge or victimise anyone involved.

If you’re a line manager, you have a particular responsibility to set an example in your own behaviour and to ensure that colleagues know what standards of behaviour are expected of them. Your role is to create a supportive working environment for your team and you should intervene to stop and investigate any instances of actual or suspected discrimination, bullying, harassment or victimisation. You should report any such instances or allegations / complaints to the People Team so they can support you in taking appropriate action.

What should I do if I think I am being bullied, harassed or victimised?

You may be able to resolve the issue informally. As discussed, the person may not know their behaviour is unwelcome or upsetting and an informal discussion with them may help them to understand the effect of their behaviour and will allow you to agree a way forward together. You may wish to advise them that if the behaviour continues, you intend to make a formal complaint to your line manager or the People Team.

If you don't feel comfortable to approach them yourself, you could ask you manager, trade union representative or another colleague for support. Alternatively, you might explain to any of these individuals your concerns and ask them to make an initial approach to the colleague on your behalf. Either way, ensure you keep a note of the date and time of the conversation, along with the details of what was said. This will be useful if the unwanted behaviour continues.

If an informal approach doesn’t resolve the issue, or you feel this isn’t appropriate due its seriousness, you can raise a grievance. You can read more about our grievance procedure under Managing Performance or Concerns at Work, although in these circumstances, you can choose whether to raise your grievance with your line manager or directly to the People Team. We can make arrangements for you to raise your grievance in a way which you feel most comfortable with (for example, to someone of the same gender as you).  

In very serious cases, a criminal offence may have been committed. Should you wish to report matters to the police, we can arrange for someone to accompany you to make a complaint.

If you think that you have been sexually harassed, please refer to the Prevention of Sexual Harassment policy also.