About Safe Haven – A Ray of Hope
Bullying and Harassment Policy and Procedures
- Policy Statement
Safe Haven – A Ray of Hope is committed to providing a safe, respectful, and inclusive environment where all staff, volunteers, trustees, and beneficiaries are treated with dignity. Bullying and harassment of any kind will not be tolerated.
This policy sets out our approach to preventing and addressing bullying and harassment in accordance with the Equality Act 2010 and other relevant legislation.
- Definitions
Bullying
Unwanted behaviour that is offensive, intimidating, malicious, or insulting, intended to undermine, humiliate or injure the recipient.
Examples include:
- Verbal abuse or threats
- Spreading malicious rumours
- Persistent criticism or undermining
- Exclusion or isolation
Harassment
Unwanted conduct related to a protected characteristic (such as race, sex, religion, disability, etc.) that has the purpose or effect of violating a person’s dignity or creating a hostile environment.
Examples include:
- Racist or sexist comments
- Offensive jokes, gestures, or images
- Unwanted physical contact
- Harassment via digital platforms
- Who is Covered by this Policy
This policy applies to:
- Trustees
- Employees
- Volunteers
- Contractors and service users
- Beneficiaries interacting with the charity
- Responsibilities
- Trustees are responsible for ensuring a respectful organisational culture.
- Managers (if applicable) are responsible for handling complaints and modelling respectful behaviour.
- All staff and volunteers are responsible for treating others with respect and reporting inappropriate behaviour.
- Preventative Measures
- All new trustees, staff, and volunteers will be introduced to this policy as part of induction.
- Respectful conduct will be embedded in training and team culture.
- Managers and trustees will lead by example.
- Complaints will be taken seriously and handled sensitively.
- Reporting Bullying or Harassment
Informal Resolution
- If comfortable, individuals are encouraged to speak to the person involved directly.
- Alternatively, they may raise concerns informally with a line manager or trustee.
Formal Complaint
- If informal steps are not appropriate or unsuccessful, a formal complaint should be submitted in writing to the Chair of Trustees or designated safeguarding lead.
- Complaints will be acknowledged within 5 working days and investigated promptly and confidentially.
- Investigation Procedure
- A neutral investigator will be appointed.
- Both parties will have the opportunity to present their views.
- Findings will be reported to the Board or designated committee.
- Appropriate action may include mediation, disciplinary action, or dismissal (for staff or volunteers).
- Protection Against Victimisation
No one will suffer negative treatment or retaliation for raising a complaint in good faith. Any victimisation will be treated as a disciplinary matter.
- Confidentiality
All complaints will be treated with sensitivity. Information will only be shared with those directly involved in resolving the issue.
- Policy Review
This policy will be reviewed annually or sooner if required by changes in legislation or incidents arising within the charity.
Approved by:
Blessing Olalemi: May 30th
Kerry- Ann Batten: May 29
John Olalemi: May 30th
Last reviewed: May 30th 2025 | Next review: June 2026