Drama Republic

Sexual Harassment Policy

Drama Republic Limited (“DR”) takes a zero-tolerance approach to sexual harassment and is committed to providing a workplace in which the dignity of individuals is respected.

In line with Worker Protection (Amendment of Equality Act 210) 2023, DR takes a pro-active and preventative approach by providing sexual harassment training (across the board), raising awareness and fostering a culture where individuals feel comfortable in raising concerns. DR will also assess the risk of harassment in the workplace and keep our risk assessment under regular review.

In addition to taking a preventative approach, DR also takes all reasonable steps to ensure that any complaints regarding sexual harassment (and other forms of harassment) are taken serious and fully investigated.

Depending on the nature of the complaint, it may be dealt with informally or under DR’s disciplinary procedure.  In serious cases, it may lead to a finding of gross misconduct leading to summary dismissal; and depending on the circumstances, criminal proceedings may also be appropriate.

This policy applies to all individuals engaged by DR (employees, freelancers and workers), sub-contractors and job applicants.

 

What is sexual harassment?

Under UK law, sexual harassment is defined as unwanted conduct of a sexual nature that creates a hostile, intimidating, degrading, humiliating, or offensive environment. This can be verbal, non-verbal, or physical.

Behaviour can amount to sexual harassment if:

 

Examples of sexual harassment can include (but is not limited to):

 

Sexual harassment does not need to be directed to anyone individual. It can be indirect, for example the sharing of sexual images (to more than one recipient) and telling offensive jokes in a group setting.

DR’s duty applies to individuals during the course of employment and as such covers both sexual harassment which occurs within the workplace and during work-related events such as conferences, business trips or leaving drinks. Whilst DR is only liable for the behaviour of employees which amounts to sexual harassment, DR’s duty to prevent sexual harassment applies to behaviour perpetrated by colleagues (including peers and those in positions of responsibility/authority) and also third parties such as client or contractor (see directly below in respect of third party sexual harassment).

 

Third-party sexual harassment

DR’s aim to create a workplace free of harassment extends beyond harassment by those working for DR to harassment by third parties such as contractors, visitors, clients, or suppliers.

DR will assess the risk of third-party sexual harassment in the workplace and undertake to keep risk assessments under regular review. DR encourages you to come forward with any areas in which you believe our third-party sexual harassment protection could be improved. Please let your line manager know.

You are also encouraged to report any third-party harassment you are a victim of or witness to in accordance with this Policy. If any third-party harassment of workers occurs, DR will take steps to remedy any complaints and to prevent it from happening again. Action may include warning the harasser about their behaviour, banning them from DR premises, reporting any criminal acts to the police, and sharing information with other areas of the business.

 

Training 

In order to prevent sexual harassment from taking place, it is DR policy that all individuals engaged by DR are required to undertake mandatory training (at both management and non-management level).

By ensuring that all individuals receive the relevant training, DR hopes to afford the best level of protection from the outset by raising awareness and ensuring that all individuals are aware of their own obligations and the obligations of others and what to do if they are faced with any behaviour which they believe amounts to sexual harassment.

Depending on your role and position within DR/on a production, training may be either face-to-face or online. You shall be advised on a case-by-case basis.

 

Complaint and Disciplinary Procedure

If you are subject to sexual harassment or you have seen someone else subjected to sexual harassment, you are encouraged to raise your/their concerns informally in the first instance with a colleague you/they feel comfortable with, or with Jonathan Leather DR’s Head of Production. You can also raise concerns confidentially with DR’s independent HR advisor, Fitzgerald HR (dramarepublic@fitzgeraldhr.co.uk). Steps will be taken to respond to your/their concerns as soon as possible.

Any concern expressed will be treated fairly and objectively and in confidence without victimisation or detriment.  To ensure that these principles are achieved (where appropriate) the investigation into the complaint will be carried out in conjunction with DR’s independent HR advisor, Fitzgerald HR (contact details below).

Before DR commences either an informal or formal investigation into a complaint, DR is committed to taking any reasonable steps necessary to ensure the safety of those involved by eliminating any further threat and providing any necessary support (such as allowing an individual(s) to work from home), until a full investigation can be conducted. Following which, any further relevant action(s) shall be taken.

 

Support

DR is committed to ensuring the individuals it engages know what advice and support is available to them where they feel they are being sexually harassed or witness the behaviour of others which they feel constitute sexual harassment.  Employees should feel free to speak in confidence to either the Head of Production or Fitzgerald HR at dramarepublic@fitzgeraldhr.co.uk for further information.

You can find further information and support as follows:

https://www.acas.org.uk/sexual-harassment

https://www.victimsupport.org.uk/crime-info/types-crime/sexual-harassment/