Law Business Research will not tolerate harassment of any kind including sexual harassment, bullying, violence or abuse from customers or suppliers towards or from our employees. This behaviour is unacceptable, and we will take a zero-tolerance approach to third party harassment.
We believe that having a culture that is diverse, equitable and inclusive is core to everything that we strive to achieve and to the environment we wish to protect.
This policy applies to conduct at Law Business Research offices, work locations and while engaged in work-related activities outside the workplace, such as business-related trips, social events and communications.
This policy sets out our global approach to promoting a working environment based on dignity, trust and respect, and one that is free from discrimination, harassment, bullying and retaliation/victimisation.
Our Commitment
We are committed to taking proactive measures to prevent all forms of bullying and harassment, including sexual harassment, of our employees by:
- all employees to complete equality, diversity and inclusion training and anti-bullying and anti-harassment training on at least an annual basis;
- providing additional training for line managers to ensure that they understand how to implement this policy effectively and their role in preventing and stopping bullying and harassment from occurring in the workplace and by third parties that they or their teams may have contact with;
- monitoring our workplace culture through anonymous surveys, exit interviews, one-to-one conversations, return-to-work meetings, mental health first aiders and Employee Affinity Networks to identify and address any issues;
- undertaking regular risk assessments to determine reasonable measures that can be implemented to minimise the risk of exposure to sexual harassment in the workplace and by third parties that you may have contact with; and
- ensuring that our zero-tolerance approach to all forms of discrimination, and bullying and harassment, is communicated.
We are committed to providing a safe and respectful workplace and promoting a working environment based on dignity and trust, and one that is free from discrimination, harassment, bullying or victimisation.
We therefore have a zero-tolerance approach to instances of bullying or harassment, including all forms of sexual harassment. We expect everyone to take personal responsibility for observing, upholding, promoting and applying this policy.
Meaning of Sexual Harassment
Harassment may be sexual in nature. The law defines sexual harassment as:
- conduct of a sexual nature that has the purpose or effect of violating someone’s dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment; and
- less favourable treatment related to sex or gender reassignment that occurs because of a rejection of, or submission to, sexual conduct.
Examples of sexual harassment:
Sexual harassment can occur in many forms, and can take place either at work, outside work, in person, or online. While this is not an exhaustive list, examples include:
- physical conduct of a sexual nature, unwelcome physical contact or intimidation;
- persistent suggestions to meet up socially after a person has made clear that they do not welcome such suggestions;
- showing or sending offensive or pornographic material by any means (eg by text, video clip, email or by posting on the internet or social media);
- unwelcome sexual advances, propositions, suggestive remarks, or gender-related insults;
- offensive comments about appearance or dress, innuendo or lewd comments;
- leering, whistling or making sexually suggestive gestures; and
- gossip and speculation about someone’s sexual orientation or transgender status, including spreading malicious rumours.
Meaning of Harassment
Harassment is unwanted conduct related to a protected characteristic that has the purpose or effect of:
- violating someone else’s dignity; or
- creating an intimidating, hostile, degrading, humiliating or offensive environment for someone else.
Harassment can occur where someone perceives another person to have a protected characteristic, for example a perception that someone is transgender even if they are not.
Harassment can also arise by association, where someone is harassed because they are associated with someone with a protected characteristic, for example having a family member of a particular religion.
Examples of harassment:
Harassment can occur in many forms, and can take place either at work, outside work, in person, or online. While this is not an exhaustive list, examples include:
- “banter”, jokes, taunts or insults that are sexist, racist, ageist, transphobic, homophobic or derogatory against any other protected characteristic;
- unwanted physical behaviour, for example, pushing or grabbing;
- excluding someone from a conversation or a social event or marginalising them from the group;
- derogatory comments about pregnancy, maternity leave or IVF treatment;
- mimicking or making fun of someone’s disability;
- derogatory or offensive comments about religion;
- unwelcome comments about someone’s appearance or the way they dress that is related to a protected characteristic;
- “outing” (ie revealing their sexual orientation against their wishes), or threatening to “out”, someone;
- consistently using the wrong names and pronouns following the transition of a person’s gender identity;
- displaying images that are racially offensive; and
- excluding or making derogatory comments about someone because of a perceived protected characteristic, or because they are associated with someone with a protected characteristic.
Reporting
Law Business Research is committed to promptly and effectively reviewing all potential violations and taking action to address as appropriate, whilst maintaining confidentiality.
This policy is reviewed annually and, if necessary, amended to ensure that it remains effective.
