Key Policies

There are a number of policies which are relevant to the Zero Tolerance campaigns, and incidents which may be of relevance. To ensure accuracy, these are hosted on Pandora, where you will always be able to find the latest version of any published policy.

Amongst key policies relevant to the campaign and which may be of use when considering reporting or assessing the impact of an incident may include:

• Investigation and Disciplinary Policy (PP01)
• Grievance Policy (PP02)
• Group Equality, Diversity, Inclusion and Human Rights Policy (PP14)
• Harassment and Bullying Policy (PP17)
• Violence and Aggreession Policy
• Sexual Safety Policy
• Freedom To Speak Up Policy (PP35)
• Supporting Staff Experiencing Domestic Abuse Policy (PP44)
• Group Transgender Policy (PP56)

What you've told us

Prior to the launch the Zero Tolerance Campaign, we engaged with staff from throughout #TeamGateshead to better understand exactly what it is that they’d like the organisation to place more focus on when it comes to eliminating unacceptable behaviours.

Three main themes were identified resultant of your feedback, namely:

• The need for a focus on eliminating staff-to-staff abuse and improving civility
• The need to educate around and eliminate microaggressions as well as overt abuse
• The need to work towards a truly ‘zero tolerance’ approach

Key definitions

The latest version of the organisation’s Harassment & Bullying Policy (PP17) can be downloaded via Pandora at any time and includes definitions of unacceptable behaviours.

Bullying is described by ACAS as any behaviour which is offensive,intimidating, malicious or insulting, including an abuse or misuse of power through means that undermine, humiliate, denigrate, or injure the recipient.

Civility & Respect is about how we treat each other at work; creating positive working environments that are kind, compassionate and inclusive for all. To be civil means being polite and courteous in our speech, behaviour and in written word towards others showing consideration for the feelings of others and an appreciation for their contributions.

Direct Discrimination occurs when someone is treated less favourably than another person because of a protected characteristic they have or are thought to have, or because they associate with someone who has a protected characteristic. Definitions for associative discrimination, perceptive discrimination and indirect discrimination can also be found within the organisation’s Harassment & Bullying Policy (PP17).

Harassment is a specific form of discrimination that is defined in the Equality Act (2010). It is described 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. There is also a definition of harassment by association within the organisation’s Harassment & Bullying Policy (PP17).

Protected characteristics are described in the Equality Act (2010) and cover age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. There is also protection for people against harassment based on their membership or non-membership of a trade union.

Victimisation is a specific form of discrimination.  This is where a person suffers a detriment or is treated less favourably than another as a result of a complaint, or evidence given about the behaviour of someone who has been harassing or discriminating them or others.