Anti-Harassment and Anti-Bullying Policy

This policy has been developed with reference to the Equality Act 2010, the European Convention on Human Rights (ECHR), the Advisory, Conciliation and Arbitration Service (ACAS) best practice guidelines, and legal advice.

What is Harassment?

Under the Equality Act 2010, harassment is defined as ‘unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment for that individual.’ Harassment may involve unwanted behaviour relating to age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership, or pregnancy and maternity.  It comes in many forms and can be cyber-related (including on-line harassment). 

It can include a single serious incident or repeated behaviours such as spoken or written words, imagery, graffiti, gestures, mimicry, jokes, pranks, or physical actions.  Harassment may leave individuals feeling frightened, humiliated, insulted, intimidated, or threatened.

What is Bullying?

While bullying is not specifically defined under UK law, it is generally understood as behaviour that deliberately causes harm.  It is conduct that cannot be objectively justified by reasonable standards and has the cumulative effect of threatening, undermining, constraining, humiliating, or harming an individual’s property, reputation, self-esteem, self-confidence, or ability to perform.  Bullying may involve an imbalance of power, either real or perceived.

Typically, bullying involves ongoing repetitive behaviour, but it can also arise from a single incident. Bullying can be verbal, physical, emotional, or cyber-related.  Everyone has the right to be treated with dignity and respect at work, and the HGI takes any form of incivility, harassment, or bullying very seriously.

Our Statement Against Bullying and Harassment

The HGI values inclusivity and is committed to creating a safe, respectful, and inclusive environment for all employees, volunteers, and stakeholders.  We aim to foster a culture where individuals treat each other with dignity and respect, allowing everyone to thrive.  This aligns with the core principles of Human Givens Therapy.

The HGI operates a zero-tolerance approach to bullying and harassment.  Stakeholders should be mindful of their behaviour and its potential impact on others.  Any incidents of bullying or harassment, whether experienced or witnessed, should be reported promptly.

Managers and supervisors are expected to lead by example by promoting a respectful workplace culture and addressing reports of bullying or harassment promptly and sensitively.  All team members should be familiar with this policy and understand its importance.

What Should I Do if I Feel Harassed or Bullied?

If you feel you are being harassed or bullied, please report the matter to the Registration and Professional Standards Committee (RPSC).  The RPSC is independent of the HGI and its members and staff have received specialised training in handling allegations of bullying and harassment. Alternatively, you may consult ACAS, Citizens Advice, or your trade union or staff association if applicable.

The RPSC also has significant experience in supporting therapists who have experienced harassment from clients or former clients.  All reports will be handled confidentially, and the identity of individuals making reports will be protected wherever practicable.

The HGI strictly prohibits retaliation against any individual who reports bullying or harassment or participates in an investigation.  Retaliation is a serious violation of this policy and may result in disciplinary action.

Reviewing This Policy

This policy will be reviewed annually to ensure it remains effective and compliant with relevant legislation and best practices.

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Published: 27th Jan 25