Sexual Harassment Policy

Introduction

The CatchUp Academy, as part of the Tempest Resourcing Group, is committed to ensuring that all staff, workers, temporary workers and applicants are treated with dignity and respect and treat others in the same way.

We believe that all staff, workers and applicants have the right to work in an environment that is free from any form of harassment, including sexual harassment.

The CatchUp Academy has a zero-tolerance approach to sexual harassment and is committed to ensuring that all reasonable steps are taken to prevent sexual harassment affecting employees, workers, temporary workers and applicants.

This policy will be reviewed and updated from time to time to ensure The CatchUp Academy's compliance with its duties under the Equality Act 2010, as amended by the Worker Protection (Amendment of Equality Act 2010) Act 2023, and to ensure that all reasonable steps are taken to prevent sexual harassment.

‍

Harassment

Under the Equality Act 2010, harassment is defined as unwanted conduct that relates to a protected characteristic and has the purpose or effect of:

• Violating an individual's dignity; or
• Creating an intimidating, hostile, degrading, humiliating or offensive environment.

This includes conduct of a sexual nature.

‍

Sexual Harassment

In accordance with the Worker Protection (Amendment of Equality Act 2010) Act 2023, The CatchUp Academy is committed to providing a working environment free from unlawful sexual harassment.

1. Definition of Sexual Harassment

1.1 Sexual harassment is unwanted behaviour of a sexual nature which has the purpose or effect of:

1.1.1 Violating the victim's dignity; or

1.1.2 Creating an environment that is intimidating, hostile, degrading, humiliating or offensive to the victim.

1.2 An individual of any gender may be the victim of sexual harassment.

1.3 Whilst not an exhaustive list, sexual harassment may include:

1.3.1 Slurs or unwanted sexual advances.

1.3.2 Visual conduct such as derogatory or sexually orientated posters, images or materials.

1.3.3 Physical conduct such as assault, unwanted touching, or interference because of sex, race or any other protected characteristic.

1.3.4 Threats or demands to submit to sexual requests as a condition of continued employment or engagement, or offers of benefits in return for sexual favours.

1.3.5 Sexual comments, jokes or innuendo.

1.3.6 Unwelcome touching, hugging, massaging or kissing.

1.3.7 Sexually suggestive emails, messages or social media communications.

1.3.8 Displaying or sharing offensive or sexually explicit material.

1.4 Reporting Sexual Harassment:  If an individual believes that they have been subjected to sexual harassment, they should make an immediate report to Chloe Smith, followed by a written complaint as soon as possible after the incident.

The complaint should include:

1.4.1 Details of the incident.

1.4.2 Name(s) of the individual(s) involved.

1.4.3 Name(s) of any witness(es).

1.5 Investigation: The CatchUp Academy will undertake a thorough investigation of all allegations.

If it is concluded that sexual harassment has occurred, appropriate remedial and disciplinary action will be taken.

1.6 Temporary Workers: Where an incident or complaint of sexual harassment relates to a temporary worker, The CatchUp Academy will not carry out instructions from a hirer and/or intermediary which it considers would amount to sexual harassment or victimisation.

1.7 Safeguarding Workers: The CatchUp Academy will take all reasonable steps to safeguard temporary workers and internal members of staff from sexual harassment.

1.8 Client Responsibilities: The CatchUp Academy will seek to ensure that hirers and partner organisations have appropriate policies and procedures in place relating to sexual harassment and workplace conduct.

1.9 Training: The CatchUp Academy will ensure that all staff receive training and guidance on sexual harassment awareness and prevention.

Training will be monitored and refreshed regularly to ensure compliance with legal obligations and best practice.

1.10 Due Diligence: The CatchUp Academy will carry out appropriate due diligence checks on hirers and intermediary organisations engaged in the supply of temporary workers to help ensure they are taking reasonable steps to comply with their obligations under the Equality Act 2010.

Employee and Worker Responsibilities

2 All employees, workers and temporary workers are expected to comply with this Sexual Harassment Policy.

Any breach of this policy may result in appropriate disciplinary action.

3 Employees found to be responsible for sexual harassment will be subject to disciplinary procedures and sanctions, which may include dismissal.

4 Temporary workers found to be responsible for sexual harassment will be subject to The CatchUp Academy's complaints and disciplinary procedures, even where the conduct involves individuals who are not directly engaged by The CatchUp Academy.

‍

Complaints and Monitoring Process

The CatchUp Academy has procedures in place for monitoring compliance with this policy and for dealing with complaints of sexual harassment.

These procedures are available from Chloe Smith and will be made available immediately upon request.

All complaints of sexual harassment will be taken seriously and investigated fully, fairly and confidentially wherever possible.

The CatchUp Academy is committed to maintaining a safe, respectful and inclusive working environment for all employees, workers, temporary workers, applicants and clients.

‍

‍