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Bullying and harassment:

1.Bullying and harassment policy

On this page:

    Introduction

    We have a zero-tolerance approach to all forms of bullying, harassment, victimisation and discrimination. This is in line with our vision (Your East Riding - Where everyone matters) and values.

    The bullying and harassment policy makes it clear that our workplace supports and treats everyone:

    • respectfully
    • fairly
    • equally.

    It also outlines what is expected of you and others and covers all council employees, including schools that have adopted the policy.

    The aim of this policy is make sure that:

    • our workplace supports and treats everyone respectfully, fairly and equally
    • you understand what kind of behaviour is expected of you
    • you are aware of discrimination and the law and what is unacceptable behaviour
    • you can find the procedures for resolving any issues.

    The policies below also include a standard set of letters for managers to use during any complaints process.

    Download the policy

    If you are using a mobile phone or tablet and do not have the Microsoft 365 app installed, the word version of this document may not display correctly. We recommend that you download the PDF version instead.

    Roles and responsibilities

    To help you to promote a positive and healthy workplace culture and prevent bullying and harassment, it is important for you to understand your role and responsibilities and what you can expect from others:

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    As an employee, you must:

    • recognise and value individual differences and the contributions of all colleagues
    • complete all equality, diversity and inclusion training and eLearning and act on your learning
    • display the behaviours and positive values, including the 7 principles of public life, referenced in our code of conduct document.

    Download the policy

    If you are using a mobile phone or tablet and do not have the Microsoft 365 app installed, the word version of this document may not display correctly. We recommend that you download the PDF version instead.

    As a victim or witness you must:

    • raise issues with a manager at the earliest opportunity
    • consider what appropriate action you would like to take or be taken and the outcome you would like
    • access support needed to maintain your health and wellbeing during the process.

    As someone who has had a complaint made about them, you must:

    • reflect on that behaviour
    • respond constructively to any allegations
    • talk to your manager about any concerns
    • access support needed to maintain your health and wellbeing during the process.
    Guidance when someone has raised a complaint about you

    A trade union will:

    • support our employees and the council to maintain our commitment to equality, diversity and inclusion
    • work with the council to take positive steps to resolve any issues at the earliest opportunity.
    Find our more about trade unions

    All employees

    Managers

    As a manager, it is your responsibility to:

    • create an environment where employees are clear that bullying, harassment, victimisation and discrimination is unacceptable
    • listen and respond constructively and supportively where an employee raises a concern or is accused
    • assess the seriousness of the complaint and determine whether the matter should be addressed under early resolution
    • identify and advise employees of appropriate support mechanisms
    • make sure complaints are dealt with professionally and in confidence
    • remind employees of the need to be respectful and to remain professional
    • carry out performance reviews and regular check-ins to promote ongoing dialogue between managers and employees and a healthy workplace culture.

    People services

    Our people services team will:

    • provide impartial advice to all parties
    • determine, on a case-by-case basis, the level of involvement they require in cases and attendance at meetings
    • be notified of all issues raised under this policy for monitoring purposes
    • collate data to provide monitoring reports and review the policy and procedure as necessary

    We will also commission training via our learning and skills team for:

    • all employees covering bullying, harassment, victimisation and discrimination
    • managers to assist in dealing with issues raised under the policy.

    Trade unions

    Council

    We will:

    • monitor the policy
    • receive annual reports on:
      • the diversity of the workforce
      • number and type of incidents raised under this policy, actions taken and lessons learned
      • the arrangements for education, awareness and training of all employees
      • an action plan demonstrating the equality, diversity and inclusion work to be undertaken within the people strategy.
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    Employee confidential helpline

    0330 380 0658

    Speak to fully qualified counsellors and support specialists at any time, 365 days a year.

    Use code 107574 to access the online resources.

    More about the employee assistance programme

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