1. Our commitment
We do not accept harassment or bullying of any kind. That includes behaviour between directors and associates, and behaviour by clients, participants, partner organisations or members of the public during our work. It applies in person, online, in chat and by email. This policy explains how we prevent harassment and bullying, and how we respond when it happens.
2. What we mean
Bullying is offensive, intimidating, malicious or insulting behaviour, or a misuse of power, that undermines, humiliates or harms someone.
Harassment is unwanted behaviour linked to a protected characteristic under the Equality Act 2010, or of a sexual nature. It violates someone's dignity, or creates an intimidating, hostile, degrading, humiliating or offensive environment for them. It counts as harassment whether or not the person meant it.
Examples include:
- insulting, mocking or spreading rumours about someone
- leaving someone out or picking on them
- unwanted sexual comments, messages, images or advances
- misusing a position of authority over someone
- deliberately giving someone unfair criticism or workload.
3. The law
Since 26 October 2024, employers have had a legal duty to take reasonable steps to prevent sexual harassment of their employees. From 30 October 2026 the duty becomes stronger. Employers must take all reasonable steps to prevent sexual harassment, and they become liable for harassment of their employees by third parties, such as clients and customers.
These duties apply to employers and employees. We apply the same standard to everyone who works with us, including directors, associates and subcontractors.
4. How we prevent it
- Training. Directors, associates and subcontractors complete training on preventing sexual harassment before they start work with clients or participants. The training covers spotting harassment, including by third parties, and how to report it.
- Risk checks. For each project we check where harassment could happen, such as online sessions, chat, in-person events or client premises, and decide what extra care or briefing is needed.
- Clear expectations. We set expectations about behaviour at the start of sessions and in online spaces we run.
- Records. We keep records of training, risk checks and concerns, so we can show the steps we have taken.
5. If a client, participant or member of the public behaves badly
If someone outside FIELD STATION harasses or bullies a director or associate, we act. Depending on what happened, we may remove the person from a session, raise it with the client and agree what happens next, or end the work. We will not ask anyone to keep working with a person who has harassed them.
6. Raising a concern
If you experience or see harassment or bullying, you can choose how to raise it.
- Informally. If you feel able to, you can tell the person their behaviour is unwelcome. You do not have to do this.
- With a director. You can raise a concern, in confidence, with either director, in person or in writing.
- About a director. We are setting up a route for concerns about a director that goes to someone independent of FIELD STATION, so that neither director handles a complaint about the other alone. We will publish the details here. Until then, you can raise a concern about one director with the other, and get free, confidential advice from Acas.
7. What happens next
We look into every complaint quickly, fairly and in confidence. We talk to the people involved, keep a record and tell you the outcome. Outcomes may include an apology, changes to how we work together, ending an associate's agreement, or ending work with a client. If the behaviour may be a crime, we will support you to report it to the police.
We will not treat anyone unfairly for raising a concern in good faith, or for helping with an investigation.
8. Support
Acas gives free, confidential advice on harassment and bullying at work. Call 0300 123 1100 or visit acas.org.uk.
9. Reviewing this policy
We review this policy every year, and whenever the law changes.