Anti-bullying and Harassment Policy
About this policy
The Orchard Players Trust (“Society”) is committed to providing a creative environment
free from harassment and bullying and ensuring all members, committee members,
volunteers, visitors, audience members (and any staff and freelancers) are treated, and
treat others, with dignity and respect.
This Policy covers harassment or bullying which occurs at rehearsals, performances,
meetings or during any other activities arranged by the Society, including social functions.
The theatre and creative world pushes boundaries; it explores, expands, and celebrates
the spectrum of human emotions and experiences. This should never be at the expense of
safety or people’s right to not be bullied or harassed.
This Policy does not form part of any employee’s contract of employment, and we may
amend it at any time.
What is 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.
It also includes treating someone less favourably because they have submitted or refused
to submit to such behaviour in the past.
Unlawful harassment may involve conduct of a sexual nature (sexual harassment), or it
may be related to age, disability, gender reassignment, marital or civil partner status,
pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief,
sex or sexual orientation. Harassment is unacceptable even if it does not fall within any of
these categories.
Harassment may include, for example:
- unwanted physical conduct or “horseplay”, including touching, pinching, pushing
and grabbing;
- unwelcome sexual advances or suggestive behaviour (which the harasser may
perceive as harmless);
- offensive emails, text messages or social media content;
- derogatory or stereotypical remarks about a particular ethnic or religious group,
religion or belief, or gender; or
- mocking, mimicking or belittling a person’s disability
A person may be harassed even if they were not the intended “target”. For example, a
person may be harassed by racist jokes about a different ethnic group if the jokes create
an offensive environment.
Victimisation may include, for example:
- subjecting a person to a detriment because they have, or are suspected of,
alleging that a person has contravened the Equality Act 2010 or doing any other
thing for the purposes of or in connection with the Act;
- Denying someone an opportunity because it is suspected that they intend to
make a complaint about harassment or excluding someone because they have
raised a grievance about harassment.
Harassment and victimisation are unlawful and will not be tolerated. They may lead to
disciplinary action up to and including termination of membership of our Society.
What is bullying?
Bullying is offensive, intimidating, malicious or insulting behaviour involving the misuse of
power that can make a person feel vulnerable, upset, humiliated, undermined or
threatened. Power does not always mean being in a position of authority, but can include
both personal strength and the power to coerce through fear or intimidation.
Bullying can take the form of physical, verbal and non-verbal conduct. Bullying may
include, for example:
- physical or psychological threats;
- overbearing and intimidating levels of supervision; or
- inappropriate derogatory remarks about someone’s performance.
Legitimate, reasonable and constructive criticism of a worker’s performance or behaviour,
or reasonable instructions given to workers in the course of their employment, will not
amount to bullying on their own.
Young people and bullying or harassment
Young people may be more susceptible to being bullied and less likely to come forward. A
young person may indicate signs they are being bullied or harassed and it is important
adults are aware of some of the signs a young person may demonstrate. They may:
- be frightened of walking to or from a youth activity;
- not want to use public transport;
- change their usual routine;
- become withdrawn anxious, or lacking in confidence;
- start stammering;
- be frightened to say what is wrong; or
- attempt self-harm, or threaten suicide or run away.
If a young person displays any of these signs, a Society committee member should be
made aware so they can investigate.
If you are being harassed or bullied
If you are being harassed or bullied, consider whether you feel able to raise the problem
informally with the person responsible. You should explain clearly to them that their
behaviour is not welcome or makes you uncomfortable. If this is too difficult or
embarrassing, you should speak to a Society committee member, who can provide
confidential advice and assistance in resolving the issue formally or informally.
If informal steps are not appropriate, or have not been successful, you should raise the
matter formally under the Society’s Complaints Procedure.
We will investigate complaints in a timely and confidential manner. The investigation will
be conducted, if possible, by someone with appropriate experience and no prior
involvement in the complaint. Details of the investigation and the names of the person
making the complaint and the person accused must only be disclosed on a “need to
know” basis. We will consider whether any steps are necessary to manage any ongoing
interaction between you and the person accused during the investigation.
Once the investigation is complete, we will inform you of our decision. We will consider
what action would be appropriate to deal with the problem. Whether or not your
complaint is upheld, we will consider how best to manage any ongoing interaction
between you and the person concerned.
Protection and support for those involved
Anyone who make complaints or who participates in good faith in any investigation must
not suffer any form of retaliation or victimisation as a result.
Codes of behaviour
Bullying and harassment can take many forms. However, below are some suggested
codes of behaviour.
Do:
- call out bullying and harassment when you see it;
- report any bullying and harassment (either to yourself or others);
- support those suffering bullying and harassment.
Remember that physical intimacy as part of rehearsal and performance can be a source
of stress and vulnerability. It should be approached with sensitivity and professionalism as
every person has a right to their own boundaries.
Don’t
- put young people in uncomfortable positions by making unreasonable demands;
- push people to share personal experiences if they don’t wish to (particularly in
creative environments);
- sexually objectify colleagues, and respect changing and performance spaces as
in any other intimate environment.
Record-keeping
Information about a complaint may be placed in our group’s records, along with a note of
the outcome and of any documents compiled during the process. These will be processed
in accordance with our Data Protection Policy
NODA 2024
Review date 14/07/2025
Next Review April 2026