Respect in the Workplace

Last updated: 20th March 2025

1.1 Equality, Diversity and Inclusion

MSIF is committed to encouraging and promoting equality, diversity and inclusion at work where all staff feel respected, included, valued and are able to be themselves and contribute their best.

This policy’s purpose is to:

  • Provide equality, fairness and respect for all staff, whether temporary, part-time or full-time.
  • Not unlawfully discriminate in relation to any of the following protected characteristics defined within the Equality Act 2010:
    • age
    • disability
    • gender reassignment
    • marriage and civil partnership
    • pregnancy and maternity
    • race (including colour, nationality, and ethnic or national origin)
    • religion or belief
    • sex
    • sexual orientation
  • Oppose and avoid all forms of unlawful discrimination. This includes in relation to:
    • pay and benefits
    • terms and conditions of employment
    • dealing with grievances and discipline
    • dismissal
    • redundancy
    • leave for parents and carers
    • requests for flexible working
    • selection for employment, promotion, training or other developmental
      opportunities

MSIF is committed to:

  • Creating a working environment free of harassment, sexual harassment, bullying, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.
  • Training all staff about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent harassment, sexual harassment, bullying, victimisation and unlawful discrimination.
  • Taking seriously complaints of harassment, sexual harassment, bullying, victimisation and unlawful discrimination by fellow staff, members of the MSIF movement, suppliers, visitors, the public and any others in the course of the
    organisation’s work activities.
  • Making opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.
  • Reviewing employment practices and procedures when necessary to ensure fairness and also updating them and this policy to take account of changes in the law.

1.2 Harassment

Harassment is any unwanted physical, verbal or non-verbal conduct that has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. A single incident can amount to harassment.

Unlawful harassment may involve conduct of a sexual nature, namely sexual harassment (please see section 1.3 below), or it may be related to one of the relevant protected characteristics i.e., age, disability, gender reassignment, race, religion or
belief, sex and sexual orientation. Unlawful harassment will also apply when someone experiences less favourable treatment because of how they responded to previous harassment. It can apply whether the person rejected or ‘submitted to’ (accepted) the previous harassment.

The previous harassment must have been either:

  • sexual harassment
  • harassment related to sex
  • harassment related to gender reassignment

Harassment, in any form, is still unacceptable even if it does not fall within any of the above categories.

All staff should understand that they, as well as MSIF, can be held liable for acts of harassment, sexual harassment, bullying, victimisation and unlawful discrimination, in the course of their employment, against others including fellow staff, members of the MSIF movement, suppliers, contractors and the public.

Such acts will be dealt with as misconduct under MSIF’s disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence. Harassment may also contravene health and safety legislation.

Examples of harassment include:

  • unwanted physical conduct, including touching, pinching, pushing and
    grabbing.
  • continued suggestions for social activity after it has been made clear that such
    suggestions are unwelcome.
  • sending or displaying material that some staff may find offensive (including emails, text messages, video clips and images sent by mobile phone or posted on the internet).
  • racist, sexist, homophobic or ageist jokes, or derogatory or stereotypical remarks about a particular ethnic or religious group or gender.
  • offensive e-mails, text messages, WhatsApp messages and any other instant messenger apps, or social media content; or
  • mocking, mimicking or belittling a person’s disability.

1.3 Sexual Harassment

Sexual harassment is unwanted behaviour of a sexual nature.

This type of harassment does not need to be related to a protected characteristic. For example, someone who thinks they’ve been sexually harassed does not need to show it was because of their sex or sexual orientation.

Sexual harassment can be a one-off incident or an ongoing pattern of behaviour. It can happen in person. It can also happen online, for example in meetings, email, social media or messaging tools. Examples of unwanted behaviour of a sexual nature include:

  • sexual comments or jokes
  • displaying sexually graphic pictures, posters or photographs
  • suggestive looks, staring or leering
  • propositions and sexual advances
  • making promises in return for sexual favours
  • sexual gestures
  • intrusive questions about a person’s private or sex life or a person discussing their own sex life
  • sexual posts or contact on social media
  • spreading sexual rumours about a person
  • sending sexually explicit emails or text messages
  • unwelcome touching, hugging, massaging or kissing

Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations.

1.4 Bullying

Although there is no legal definition of bullying, it can be described as unwanted behaviour from a person or group that is either:

  • offensive, intimidating, malicious or insulting
  • an abuse or misuse of power that undermines, humiliates, or causes physical or emotional harm to someone

Bullying might:

  • be a regular pattern of behaviour or a one-off incident
  • happen face-to-face, on social media, in emails or calls
  • happen at work or in other work-related situations
  • not always be obvious or noticed by others.
  • It’s possible someone might not know their behaviour is bullying. It can still be bullying even if they do not realise
    it or do not intend to bully someone.

Examples of bullying at work could include:

  • constantly criticising someone’s work
  • spreading malicious rumours about someone
  • constantly putting someone down in meetings
  • deliberately giving someone a heavier workload than everyone else
  • excluding someone from team social events
  • putting humiliating, offensive or threatening comments or photos on social media

1.5 Victimisation

Victimisation is when someone is treated less favourably as a result of being involved with a discrimination or harassment complaint, whether directly or indirectly.

Ways someone could be victimised include:

  • being labelled a troublemaker
  • being left out
  • not being allowed to do something

1.6 Raising a Complaint

Raising a complaint of harassment, sexual harassment, bullying, victimisation or unlawful discrimination can be a difficult thing to do. If a staff member becomes aware of behaviour that breaches this policy (whether or not it affects them personally) they should report the matter immediately by following one of the procedures below.

MSIF recognises that formal procedures are not always appropriate. Staff members who simply want the unwanted behaviour to stop, where the behaviour is not considered serious or where it has not been repeated may seek to resolve the matter informally.

Informal Stage

Staff can seek to resolve matters informally by:

  • approaching the alleged harasser directly by making it clear to them that their behaviour is offensive, not welcome and that it must be stopped. This may be done verbally or in writing. The harasser may not have realised that they are
    being offensive, and a direct conversation may resolve the issue.
    Or
  • approaching the alleged harasser with the support of a colleague.
    Or
  •  approaching the alleged harasser with the support of their line manager. If the alleged harasser is their own line manager, they should seek support from the HR and Office Manager and/or Director of Finance and Resources.
    Or
  • Asking their line manager or the HR and Office Manager to approach the alleged harasser on their behalf if the member of staff finds it too difficult or embarrassing to confront them

Staff raising concerns at the informal stage should keep written notes or details of each incident and meeting to provide evidence to support any subsequent formal complaint. This should include dates, times and exactly what was said or done, and they may choose to share these notes with the HR and Office Manager and/or their line manager. Recording events will help in any future investigation; however, failure to do so will certainly not invalidate a complaint.

Both parties are entitled to be accompanied by a colleague or a trade union representative at each meeting held during the informal stage.

The Formal Stage

If the unwanted behaviour continues or if it is not appropriate to resolve the issue informally, it should be raised with the HR and Office Manager and/or the Head of Finance and Resources in writing through the Formal Stage.

An appropriate person will be assigned to carry out investigations, who should not be connected in any way to the complaint that has been made.  The HR and Office Manager will consult with the staff member raising the complaint, before deciding on the most appropriate person to lead the investigation. In serious cases of harassment, sexual harassment, bullying, victimisation or unlawful discrimination, the Chief Executive will make a final decision in consultation with the HR and Office Manager and the Head of Finance and Resources, ensuring the process is fair, impartial, and aligned with MSIF’s disciplinary policy. For cases involving senior staff or potential conflicts of interest, the Chief Executive will escalate the decision to the Board of Trustees for final review.

Both parties are entitled to be accompanied by a colleague or a trade union representative at all meetings held during the formal stage.

The appropriate person will investigate and prepare a written report outlining the facts, indicating their findings and whether the complaint is substantiated.  The report will be shared with the HR and Office Manager and CEO who will offer their advice on the appropriate course of action to be taken.  This may involve initiating MSIF’s disciplinary procedure in relation to the harasser, providing training or counselling to one or both parties or taking no further action at all.

Both the complainant and the harasser will be informed of the outcome of the investigation as soon as it is reasonably practicable.

No information about the complainant will be given to another individual without their express permission, unless legally required. However, please note that it will be very difficult to pursue any investigation without sharing all the relevant information with the alleged harasser.

We understand it is not easy to speak up and the process may be stressful for everyone involved. Therefore, all staff involved will be supported throughout the process as necessary.  Possible support mechanisms may include personal support assistance from the HR and Office Manager, the Head of Finance and Resources, and/or the Chief Executive as well as support from our Employee Assistance Programme.

MSIF will treat all complaints seriously and will investigate them promptly, efficiently and in confidence