Workplace bullying and harassment

Reporting and resolving concerns about bullying, harassment, sexual harassment, stalking or victimisation in the workplace.

Overview

We understand that inappropriate behaviour can greatly affect our emotional, physical, and mental wellbeing. Every employee deserves to be treated with dignity and respect.

In line with the Public Sector Equality Duty and the Principles of Public Life (Nolan Principles), we are committed to fostering an environment where all employees demonstrate integrity, accountability, and respect.   

We will not tolerate any form of bullying, harassment, sexual harassment, stalking or victimisation. Allegations of such behaviour will be promptly investigated, and appropriate actions will be taken. 

Zero tolerance of bullying, harassment and discrimination

We celebrate diversity and challenge inequality. We believe that everyone should be treated with dignity and respect and be free from any form of bullying, harassment, discrimination or victimisation.  

To support this, we have a zero tolerance approach, which means: 

  • we won’t tolerate any form of bullying, harassment, discrimination, or victimisation and will all take responsibility to speak up if we see or experience it 
  • will treat all allegations seriously 
  • will always take appropriate, proportionate, and timely action 
  • we will not tolerate false or malicious complaints as they could have serious effects on innocent individuals. We will make sure that anyone making a deliberately false or malicious allegation is dealt with through the disciplinary process
  • will learn from our experiences and use these to continually improve our practices, processes, and culture to better uphold the principles of dignity, respect, and fairness

We recognise that zero tolerance can mean different things in different situations. It could involve disciplinary action up to and including dismissal, while in other cases, informal action or providing learning and development may be more appropriate. 

Zero tolerance does not mean going outside our usual policies or making hasty decisions, it means following a fair process, whilst treating everyone with dignity and respect.   

Zero tolerance is not about expecting that no incidents will occur. Instead, it is about identifying and addressing issues appropriately, proportionately, and promptly.

Zero tolerance is everyone’s responsibility, helping us all feel safe at work, be ourselves and make our council a fair and supportive place to work. 

Victimisation at work 

The law protects you against victimisation, which means being treated badly because you have, plan to, or are thought to have: 

  • brought an employment tribunal claim alleging discrimination 
  • complained about discrimination 
  • given evidence or information related to someone else’s discrimination claim

Examples of victimisation could include: 

  • being turned down for a promotion because you have previously acted as a witness in a colleague’s sexual harassment tribunal claim  
  • being deliberately reassigned to a project beneath your capabilities because you spoke up during a discrimination investigation. 
  • being excluded from team activities because you raised a racial discrimination complaint about a colleague 

Victimisation or retaliation against you for making a complaint will not be tolerated.  

Anyone who makes a complaint, supports a complaint, or acts as a witness in an investigation related to discrimination or harassment based on any protected characteristic should not face less favourable treatment, retaliation, or any form of disadvantage as a result of their involvement. 

Addressing all forms of bullying and harassment

We will make sure that our employees, those we work with, and job applicants are treated fairly and with respect.   

We will communicate this commitment and act together with contractors, partners, Members, service users, customers and third parties to create a shared understanding and a fair and safe environment for everyone interacting with Essex County Council. 

As individual employees, we will: 

  • behave respectfully towards those we work with 
  • speak out against bullying and harassment where we feel comfortable to do so 
  • take responsibility for reporting bullying and harassment to prevent escalation 

As managers, we will: 

  • not put off the conversation with an alleged bully or harasser 
  • quickly and sensitively tackle issues with the concerned individuals, seeking advice from People Support if necessary

As an organisation, we will: 

  • make sure that support, training, and appropriate channels for reporting concerns are easily accessible 
  • handle allegations with care and confidentially 
  • review this policy at regular intervals, monitor its effectiveness and implement any changes that may be required 

 

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