Statement of Policy

The Inland Waterways Association is committed to encouraging and maintaining good employee and volunteer relations within a working environment which fosters team working and encourages employees and volunteers to give of their best.  Everyone in the charity and those who have dealings with the charity has a responsibility to maintain good working relationships and to not use words or deeds that may harm the wellbeing of others.  In addition to the obligations placed upon employers, employees and volunteers by equality and human rights legislation, everyone has the right to be treated with consideration, fairness, dignity and respect.  This contributes to a workplace environment in which individuals feel safe and can work effectively competently and confidently.

The Inland Waterways Association policy applies to all paid employees and volunteers working within the organisation and to all paid employees and volunteers working outside of the Association’s premises and controlled environments, such as home working and on work sites managed by other organisations.  It extends to include non-permanent workers such as secondees, contractors, agency, temporary staff, consultants and any other workers.  The policy, in addition, covers the behaviour of paid employees and volunteers outside working hours which may impact upon work or working relationships.

The Association has a ‘zero tolerance’ policy and will investigate vigorously any allegations of bullying or harassment, regardless of whether the matter has been raised formally or informally.

Key Principles

The Association will provide and sustain a safe working environment in which everyone is treated fairly and with respect.  Those working or dealing with The Inland Waterways Association must not encounter harassment, intimidation or victimisation on the basis of gender, race, colour, ethnic or national origin, sexual orientation, marital status, religion or belief, age, trade union membership, disability, offending background or any other personal characteristic.

Everyone carries a personal responsibility for their own behaviour and for ensuring that their conduct is in accordance with the principles set out in this policy.  In addition, each person should report any instance of bullying or harassment that they witness, or which comes to their attention.  Trustees and senior employees have a responsibility to act as role models, pro-actively addressing instances of bullying and harassment.  Volunteers who chair or lead committees or other working groups should also make themselves aware of their responsibility.

Harassment may be defined as any conduct which:

• is unwanted by the recipient
• is considered objectionable
• causes humiliation, offence, distress or other detrimental effect.

Harassment may be an isolated occurrence or repetitive; it may occur against one or more individuals.  Harassment may be, but is not limited to:

• Physical contact – ranging from touching to serious assault, gestures, intimidation, aggressive behaviour.
• Verbal – unwelcome remarks, suggestions and propositions, malicious gossip, jokes and banter, offensive language.
• Non-verbal – offensive literature or pictures, graffiti and computer imagery, isolation or non-co-operation and exclusion or isolation from social activities.

Bullying is unlikely to be a single or isolated instance.  It is usually, but not exclusively repeated and persistent behaviour that is offensive, abusive, intimidating, malicious or insulting.  Bullying includes but is not limited to:

• Conduct that is intimidating, physically abusive or threatening
• Conduct that denigrates, ridicules or humiliates an individual, especially in front of colleagues
• Humiliating an individual in front of colleagues
• Picking on one person when there is a common problem
• Shouting at an individual to get things done
• Consistently undermining someone and their ability to do the job
• Setting unrealistic targets or excessive workloads
• “Cyber bullying” i.e. bullying via e-mail or social media. Note: This is particularly relevant where employees or volunteers are working remotely and are managed through online means.  Care and sensitivity should be practised with the choice of context and language.
• Setting an individual up to fail. e.g. by giving inadequate instructions or unreasonable deadlines.

Harassment and bullying may be summarised as any behaviour that is unwanted by the person to whom it is directed.  It is the impact of the behaviour rather than the intent of the perpetrator that is the determinant as to whether harassment or bullying has occurred.

Any employee or volunteer who wishes to make a complaint of harassment or bullying is encouraged to first discuss matters informally with their team or committee chair or manager, if they feel able to do so.  If it is not appropriate to discuss the matter with their team or committee chair or manager, then the matter should be discussed with any trustee or senior employee.  Should the issues not be resolved at this stage, or the employee or volunteer feels unable to raise the issue informally, then a formal resolution should be sought.

When a complaint of harassment or bullying is brought to the attention of a chair or manager at any level, whether informally or formally, prompt action must be taken to investigate the matter.  Corrective action must be taken where appropriate, and this may require an investigation under the Association’s Disciplinary Procedure.

If it is considered that one of the parties concerned in a harassment or bullying case should be moved from their current workplace, then as a matter of principle the Association will normally remove the alleged perpetrator rather than the complainant.  However, the final decision on who should be moved should reflect the circumstances of the case and advice from the board of trustees.  It should be noted and explained to those concerned that the moving of either party is not an implication of guilt or culpability and no detriment to either party will be construed as a consequence.

All matters relating to the investigation of complaints of harassment or bullying will be treated in strict confidence.  Any breach of confidentiality in this regard may render those responsible liable to disciplinary actions.  However, it will be necessary that any alleged perpetrator is made aware of the allegations against them and the name(s) of those making the allegations together with the name(s) of any witnesses.

No employee or volunteer will be victimised or suffer detriment for making a complaint of harassment or bullying, and no manager shall threaten either explicitly or implicitly that an employee’s or volunteer’s complaint will be used as the basis for decisions affecting that employee or volunteer.  Such conduct will be treated as a very serious disciplinary offence.  Similarly, managers are required to act on any complaint of harassment or bullying.  Failure to do so will be regarded as misconduct that, if proven, will result in disciplinary action.

All complaints of harassment or bullying whether raised formally or informally must be notified by the recipient of the complaint to the National Chair and brought to the attention of the board of trustees.

This policy was approved by the board of trustees on 5^th April 2025