1. Purpose
Cheshire West Recycling is committed to maintaining a working environment where everyone is treated with dignity and respect.
Sexual harassment is unacceptable and will not be tolerated. It undermines the dignity of individuals, damages working relationships and is inconsistent with the values and standards expected across Cheshire West Recycling.
This policy supports the company’s:
- Code of Conduct
- Equality, Respect and Dignity at Work Policy
- Disciplinary Procedure
- Grievance Procedure
- Whistleblowing Policy
- Personal Relationships in the Workplace Policy
- ICT Acceptable Use and Social Media Policies
Sexual harassment may constitute misconduct or gross misconduct.
The company will take reasonable steps to prevent sexual harassment and will respond appropriately where concerns are raised. Cheshire West Recycling recognises its duty to take reasonable and proportionate steps to prevent sexual harassment and is committed to maintaining systems, training and oversight that support this preventative approach.
2. Scope
This policy applies whenever an individual is working for, acting on behalf of, or representing Cheshire West Recycling.
This includes but is not limited to:
- All employees, workers and agency staff
- Contractors and subcontractors
- Visitors and members of the public interacting with the company
The policy applies in any work related context, including:
- On company premises, including depots, yards, welfare facilities and offices
- In company vehicles or when travelling for work purposes
- During collections and other public facing operations
- At meetings, training and work related events
- When using company ICT systems or social media in connection with work
All individuals interacting with Cheshire West Recycling are expected to behave in a manner consistent with this policy.
3. What is Sexual Harassment?
Sexual harassment is unwanted conduct of a sexual nature which has the purpose or effect of:
- Violating a person’s dignity, or
- Creating an intimidating, hostile, degrading, humiliating or offensive environment.
The behaviour does not need to be intended to cause offence. The impact on the individual is relevant.
Examples may include:
- Sexual comments, jokes or remarks, including inappropriate banter
- Comments about someone’s appearance or body
- Unwanted physical contact
- Suggestive gestures or staring
- Sharing sexual images or messages
- Repeated unwanted invitations or advances
This behaviour may also breach the Code of Conduct and Equality, Respect and Dignity at Work Policy.
4. Standards of Behaviour
All employees are expected to:
- Act professionally and respectfully at all times
- Uphold the standards set out in the Code of Conduct
- Use ICT and social media appropriately
- Raise concerns where behaviour falls below expected standards
- Cooperate with investigations where required
Managers and supervisors must:
- Model appropriate behaviour
- Address concerns promptly and sensitively
- Take reasonable steps to prevent inappropriate conduct within their teams
- Seek advice from HR where concerns are raised
- Escalate matters in line with company procedures
Failure to meet these standards may result in action under the Disciplinary Procedure.
5. Reporting Concerns
Anyone who experiences or witnesses behaviour that may constitute sexual harassment is encouraged to raise the matter promptly.
The company recognises that individuals may sometimes feel reluctant to raise concerns because they do not wish to make a formal complaint or feel they are making a fuss. Employees are not required to make a formal complaint in order for concerns to be considered or addressed.
Concerns may be raised with:
- A line manager
- Any manager or supervisor
- HR
- Through the formal Grievance Procedure
- Through the Whistleblowing arrangements
Where the concern relates to a line manager, employees may raise it directly with HR or a more senior manager.
Where concerns are raised informally, managers should listen carefully, treat the matter seriously and seek advice from HR where appropriate in order to determine what action may be necessary.
All concerns will be handled sensitively and in accordance with the company’s procedures.
6. Investigation and Action
Concerns will be:
- Acknowledged
- Considered impartially
- Investigated where appropriate
- Managed in line with the Disciplinary and Grievance Procedures
Where misconduct is established, appropriate action will be taken. This may include formal warnings or dismissal depending on the circumstances.
Knowingly false allegations may also result in disciplinary action.
7. Protection from Victimisation
Employees will not be treated unfavourably for raising a concern in good faith or participating in an investigation.
Any form of victimisation may result in disciplinary action.
8. Third Party Conduct
The company recognises that employees may occasionally encounter inappropriate behaviour from members of the public, contractors or visitors.
Such behaviour should be reported. The company will take reasonable steps to support and protect employees where concerns arise.
Employees who experience harassment from members of the public should prioritise their safety and report the incident to their supervisor or manager as soon as practicable.
9. Prevention and Review
The company will take proactive steps to prevent sexual harassment and promote a respectful workplace culture.
This includes:
- Communicating expected standards of behaviour
- Providing sexual harassment awareness training for all employees
- Providing additional guidance and training for managers and supervisors to support them in preventing and responding to concerns
- Monitoring concerns where they arise
- Reviewing this policy periodically or following any associated legislative changes
The Board will receive periodic reporting on harassment concerns, outcomes and trends to support effective governance, oversight and organisational learning.