1. We want to provide a safe and supportive working environment free from harassment, intimidation, aggression, victimisation, and coercion for everyone who works with us.
2. Sexual harassment is unacceptable and will not be tolerated.
3. We will ensure everyone understands the rules and policies for preventing harassing behaviour at work and during work-related social events. We must implement this policy, and everyone is expected to comply.
4. We will treat all complaints of sexual harassment seriously. We will investigate them promptly and in confidence. Everyone must respect the need for confidentiality

1. Sexual harassment is unwanted conduct of a sexual nature which has the purpose or effect of violating a person's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that person.
2. Sexual harassment also covers treating someone less favourably because they have submitted to, or refused to submit to, unwanted conduct of a sexual nature or in relation to gender reassignment or sex.
3. Sexual harassment may be persistent or an isolated incident, obvious or subtle, face-to-face or indirect.
4. Victimisation is subjecting an individual to detriment because they have done, are suspected of doing, or intend to do, an act which is protected under discrimination and harassment laws. These are:
   1. making a claim or complaint under the Equality Act;
   2. helping another individual to make a claim by giving evidence or information in connection with proceedings under the Equality Act; and
   3. making an allegation that someone has breached the Equality Act.

1. We will not tolerate sexual harassment, regardless of the grounds. This Policy will equally apply to work-related events, even if they occur away from the normal workplace.
2. Anyone may commit harassment, which may not be in person (for example, it can also occur digitally).

1. Anyone may complain if they are treated in a way that they believe constitutes sexual harassment or victimisation.
2. No one who makes a genuine complaint under this policy will be subjected to unfavourable treatment or victimisation because of the complaint.

If anyone sees sexual harassment or victimisation, they are encouraged to take appropriate action to address it. If the witness cannot intervene, they should encourage the person who is being harassed or victimised to report the incident or report the incident themselves.

1. If an allegation of harassment by a third party proves to be well-founded, we may:
   1. warn the individual about the inappropriate nature of their behaviour;
   2. ban the individual from our premises; and/or
   3. report the individual’s actions to the police.

1. We will not allow sexual harassment or victimisation in our workplace.
2. Anyone who feels that they have been subjected to sexual harassment or victimisation should raise the matter as soon as reasonably practicable.
3. They should contact <<State Job Title>> or <<State Alternate Job Title>>.
4. Before raising a complaint, everyone is encouraged to talk directly and informally to the person they believe is harassing them. It may be that the person whose behaviour is causing offence is genuinely unaware that their behaviour is unwelcome or causing distress and that a direct approach can resolve the matter. It is important to be direct and state explicitly that they feel harassed and that the behaviour is unacceptable.
5. If a direct approach is not possible, they should contact <<State Job Title>> or <<State Alternate Job Title>> with the following details:
   1. The name of the person whose behaviour is believed to amount to sexual harassment;
   2. The behaviour that is causing offence, with specific examples;
   3. Dates and times when incidents of sexual harassment occurred;
   4. The names of anyone who witnessed any incidents;
   5. Details of any action taken to try and address the harassment.
6. We will investigate any complaint thoroughly and fairly. Anyone accused of sexual harassment will be informed of the exact nature of the complaint against them and given a full opportunity to give their version of events.
7. We will ensure that no one is discouraged from using this procedure and that no one is victimised for making a complaint.

1. Sexual harassment or victimisation may constitute a material breach of any supply contract.
2. Harassment may also constitute a criminal offence punishable by a fine and/or imprisonment.

1. We require everyone to behave appropriately and professionally at all times.
2. Everyone is responsible for their behaviour and should always comply with this Policy.
3. All managers are responsible for implementing this Policy and bringing it to everyone’s attention.
4. Any complaints under this Policy brought to the attention of a manager must be dealt with promptly, confidentially, fairly and consistently.