Ensuring a safe and respectful working environment

Prept. Foundation

Anti-Harassment, Bullying and Sexual Harassment Policy

1. Purpose

Prept. Foundation is committed to providing a safe, respectful working environment for all staff, volunteers, trustees, contractors, and the young people we work with. This policy sets out our zero-tolerance approach to harassment, bullying, and sexual harassment, and makes clear how concerns will be handled.

This policy reflects our obligations under the Equality Act 2010 and, in respect of sexual harassment, the proactive duty introduced by the Worker Protection (Amendment of Equality Act 2010) Act 2023 and Employment Rights Act 2025.

2. Scope

This policy applies to:

• All employees (full-time, part-time, and casual)
• Volunteers and interns
• Trustees
• Contractors and freelancers working on behalf of Prept. Foundation

It covers conduct occurring:

• During working hours and at the workplace
• At off-site activities (school sessions, training days, team socials, holiday clubs, festivals, and other Prept.-related events)
• In online and digital communications connected to Prept. activities

3. Definitions

Harassment

Harassment is any unwanted conduct related to a protected characteristic – including age, disability, gender reassignment, race, religion or belief, sex, or sexual orientation – that has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment.

Examples include (not are not limited to): derogatory comments or jokes related to a protected characteristic, exclusion, unwanted physical contact, or offensive material being shared or displayed.

Sexual Harassment

Sexual harassment is unwanted 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.

Examples include (but are not limited to):

• Unwanted physical contact (touching, groping, kissing)
• Sexual comments, jokes, or innuendo
• Displaying or sharing sexually explicit material
• Unwanted sexual advances or propositions
• Sending sexual messages, images, or emails
• Leering or making sexual gestures
• Questions or comments about someone’s sex life or body
• Treating someone less favourably because they rejected sexual advances

Sexual harassment can be a one-off incident. Intent is not required – the impact on the recipient is what matters.

Bullying

Bullying is offensive, intimidating, malicious, or insulting behaviour – an abuse or misuse of power – that makes the recipient feel vulnerable, upset, humiliated, undermined, or threatened. It may be persistent or a one-off incident.

Examples include (but are not limited to): verbal abuse, spreading malicious rumours, exclusion or ostracism, setting unreasonable workloads, withholding information, undermining someone’s work, or using authority to demean or intimidate.

Third-party harassment

Harassment or bullying may also be carried out by someone external to Prept. Foundation – such as a teacher, school contact, parent, or external partner. This policy covers those situations. We will take appropriate action even where the person responsible is not employed by Prept.

4. Our Commitment

Prept. Foundation will:

• Take all complaints seriously and investigate promptly and fairly
• Treat all parties with confidentiality as far as reasonably possible
• Protect those who raise concerns from retaliation or victimisation
• Take disciplinary action where harassment or bullying is found to have occurred, up to and including dismissal
• Provide training and awareness for all staff and trustees
• Ensure contractors and freelancers are made aware of this policy and Prept. Foundation’s Code of Conduct prior to engagement
• Take all reasonable steps to prevent sexual harassment in our workplace, in line with our duty under the Worker Protection Act 2023 and Employment Rights Act 2025

5. Responsibilities

All individuals covered by this policy

• Treat colleagues, partners, and the young people we work with with dignity and respect
• Report harassment or bullying they experience or witness
• Cooperate with any investigation

Line managers

• Model appropriate behaviour at all times
• Address concerns raised with them promptly
• Escalate formal complaints to Harassment Officer or DSL without delay

Trustees

• Support a culture of safety and accountability at governance level
• Ensure adequate resource and attention is given to this policy and its implementation
• Handle any concerns involving senior staff or the organisation’s leadership appropriately

Harassment Officer / Leadership

• Ensure this policy is implemented, communicated, and reviewed
• Oversee all formal investigations
• Maintain confidential records of complaints and outcomes
• Take proactive steps to prevent harassment, including through induction, training, and regular policy review

6. Reporting a Complaint

Informal route

Where you feel safe and comfortable doing so, you may raise concerns directly with the person involved, or ask a trusted colleague or manager to support you. This step is entirely optional.

Formal route

1. Speak to your line manager – if comfortable doing so
2. Submit a written complaint using the Harassment & Bullying Report Form to the Harassment Officer (details below). If the complaint involves the Harassment Officer, contact the CEO or a Trustee directly.
3. You may also report anonymously, though this may limit Prept. Foundation’s ability to investigate fully.

If you are a contractor, freelancer, or volunteer, please report in the same way. You will be taken seriously and handled with the same care as an employee.

7. Investigation Process

1. Complaint received and acknowledged within 2 working days

2. Initial assessment: Harassment Officer determines whether informal resolution, mediation, or a formal investigation is most appropriate (within 5 working days)

3. Investigator appointed – independent of the parties involved where possible

4. Both parties interviewed; witnesses may be contacted

5. Investigation completed within 28 working days where possible; parties informed of any delays

6. Outcome communicated in writing to both parties

7. Right of appeal for both parties within 10 working days of receiving the outcome

All investigations will be conducted confidentially and without prejudice.

8. Safeguarding Note

Where any incident involves a young person (under 18), it must be reported immediately to the Designated Safeguarding Lead in line with Prept. Foundation’s Safeguarding Policy. This takes precedence over all other reporting routes.

9. Disciplinary Outcomes

Where harassment or bullying is substantiated, outcomes may include:

• Formal warning
• Retraining
• Demotion or change of role or location
• Dismissal with or without notice, depending on severity
• Referral to regulatory bodies where appropriate (e.g. Charity Commission, DBS, professional bodies)

Serious incidents may also be referred to the police.

10. Protection from Retaliation

Anyone who raises a complaint in good faith – or who participates in an investigation as a witness or supporting party – will be protected from retaliation. Victimisation is itself a serious disciplinary offence and will not be tolerated.

11. False or Malicious Complaints

A complaint made in good faith that is not upheld will not result in any action against the reporter. However, a complaint that is found to have been deliberately false or malicious may result in disciplinary action.

12. Support Available

Anyone involved in a complaint – as complainant, respondent, or witness – can access the following:

• A trusted colleague or trade union representative may accompany them to any meeting held under this procedure
• Confidential conversation with Harassment Officer Harriet Stirrup: 07956 634323
• ACAS helpline: 0300 123 1100 |  org.uk
• Equality Advisory and Support Service (EASS): 0808 800 0082
• Rape Crisis England & Wales: 0808 500 2222 |  org.uk
• Survivors UK (male survivors of sexual violence): survivorsuk.org

13. Review

This policy will be reviewed annually, or following any significant incident or change in legislation. The Harassment Officer is responsible for ensuring the review takes place and that any updates are approved by the Trustees.

This policy should be read alongside the Prept. Foundation’s Safeguarding Policy, Disciplinary and Grievance Procedure, and Equality, Diversity and Inclusion Policy. The accompanying Harassment & Bullying Report Form and Reporting Procedure set out the practical steps for raising a formal complaint.