Workplace Sexual Discrimination & Harassment Policy

LloydysWorld CIC  Workplace Sexual Discrimination & Harassment Policy

1. Purpose

LloydysWorld CIC is committed to providing a safe, respectful and inclusive workplace. Sexual discrimination, sexual harassment, sexist behaviour or any conduct that makes a team member feel uncomfortable or unsafe is strictly prohibited.

This policy sets clear expectations for team attitudes, manager/director responsibilities, and how we support staff when incidents occur.

2. Who This Policy Applies To

  • Directors
  • Managers
  • Staff
  • Volunteers
  • Temporary workers
  • Anyone representing LloydysWorld CIC

Everyone is responsible for maintaining a safe and respectful environment.

3. What Counts as Sexual Harassment or Discrimination

Based on UK guidance (Citizens Advice) , sexual harassment includes:

  • Sexual comments, jokes, innuendo or “banter”
  • Unwanted attention, staring or leering
  • Asking personal or sexual questions
  • Touching or invading personal space
  • Sending sexual messages
  • Any behaviour that creates a hostile, intimidating or upsetting environment

Sex discrimination includes:

  • Treating someone unfairly because of their sex or gender
  • Making assumptions about ability or roles based on gender
  • Excluding or undermining someone because of their sex
  • Victimising someone for reporting harassment

4. Expected Attitudes & Behaviour (All Team Members)

Everyone at LloydysWorld CIC must:

  • Treat colleagues with dignity and respect
  • Communicate professionally and calmly
  • Avoid sexist jokes, comments or “banter”
  • Avoid gossip, hostility or undermining behaviour
  • Support colleagues who feel uncomfortable or unsafe
  • Report concerns early
  • Always uphold the CIC’s values

Volunteers and staff must never ignore inappropriate behaviour — even if it seems minor.

5. Director & Manager Responsibilities

Directors and managers must:

  • Lead by example with professional, respectful behaviour
  • Act immediately when harassment or discrimination is reported
  • Protect staff from inappropriate behaviour (internal or external)
  • Provide clear guidance and expectations
  • Ensure volunteers feel safe and supported
  • Avoid favouritism, bias or dismissive attitudes
  • Maintain confidentiality and fairness during investigations

Managers must never minimise or dismiss a staff member’s concerns.

6. Unacceptable Behaviour (Internal Team)

The following behaviours are strictly prohibited:

  • Sexual comments, jokes or innuendo
  • Flirting, unwanted attention or inappropriate messaging
  • Bullying, intimidation or exclusion
  • Dismissing concerns as “banter”
  • Gossiping about incidents or individuals
  • Ignoring instructions from managers
  • Any behaviour that damages trust or safety

Breaches may result in:

  • Verbal warning
  • Written warning
  • Removal from volunteer duties
  • Suspension or dismissal

7. When Harassment Comes From a Customer

If a customer behaves in a sexually inappropriate or upsetting way:

Staff/Volunteer Actions

  • End the interaction immediately
  • Step away from the customer
  • Inform a manager or senior volunteer

Manager Actions

  • Intervene and speak to the customer firmly
  • Make it clear the behaviour is unacceptable
  • Ask the customer to leave if necessary
  • Refuse future service if behaviour is serious
  • Record the incident

Protection Measures

  • The affected staff member will not be required to interact with that customer again
  • Serious incidents may be reported to the police or safeguarding authorities

8. How LloydysWorld CIC Supports Staff After an Incident

We provide:

Immediate Support

  • Remove the staff member from the situation
  • Provide a safe space to calm down
  • Allow time away from duties if needed

Emotional & Practical Support

  • A confidential debrief with a manager
  • Welfare checks later in the day
  • Adjusted duties or shifts if needed
  • Option to go home if the incident was distressing

Formal Support

  • Incident recording
  • Investigation if internal
  • Safeguarding reporting if required
  • Support with police reporting for serious incidents

Your wellbeing is always prioritised over customer interaction.

9. Reporting Concerns

Concerns can be reported to:

  • A manager
  • A director
  • contact@lloydysworld.com

Reports can be verbal or written. Anonymous reports will be taken seriously.

No staff member will ever be victimised for raising concerns victimisation is illegal under UK law.

10. Review

This policy is reviewed annually or sooner if incidents highlight the need for updates.

 

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