Sexual Violence, Harassment and Abuse Policy

The purpose of this policy is to provide staff and learners with a good understanding of how Elev8 Training will deal with sexual harassment, abuse and violence claims. The company aims to provide a positive working environment for all staff and learners and an environment that promotes a zero-tolerance approach to any and every report of sexual abuse, harassment or violence.

This policy sets out the behaviour that is expected from all learners and staff by the company. It intends to protect staff and learners from inappropriate sexual behaviour which may include, but is not limited to, violence, grooming, harassment or abuse.

While the company will fully and sympathetically investigate all complaints, if a complaint appears likely to lead to criminal proceedings the matter will be placed in the hands of the police so that any evidence may not be contaminated.

Procedure:

Screening - All employees must undergo a comprehensive background check before they are allowed to work for the company.

Training - All members of staff will be trained on what constitutes abuse and molestation and how to respond appropriately.

Prevention - The organisation has a detailed list of events and occurrences and reviews the list regularly. (See appendix 1).

Identification -The company monitors events and behaviours that might lead to abuse, harassment or violence and during teaching sessions tutors are always on the alert for any signs, actions or communication (verbal or non-verbal) that abuse, harassment, violence or other inappropriate behaviour is occurring.

Expectations of all employees and Learners

Initiating sexual harassment, stalking, domestic violence and/or sexual misconduct of any kind is never acceptable and may constitute a criminal offence. Perpetrating this type of behaviour is harmful to the health and welfare of other people. The behaviour listed in this policy can be carried out in person or on line.

Employees and learners are expected to adhere to the policy while using social media and any other form of online interaction including email.

All employees and learners can be assured that all reports of sexual harassment, domestic violence, stalking and sexual misconduct will be taken seriously. Any employee or learner who is found to be behaving in this way will be dealt with under the appropriate internal disciplinary procedure.

The person reporting the incident and any witnesses will be treated fairly and with dignity. Confidentially will be maintained throughout the process as far as is possible and where appropriate support services will be approached.       

Act appropriately in the work/study environment

  In any work or study environment there are many possible power dynamics that people should be aware of, e.g., gender, race, sexuality, gender identity, disability and age. These are covered in the Equality Act 2010 and they may intersect with how power is held by some people over others. Employees and learners are expected to recognise this in their interpersonal relationships. Other factors may include age and position of authority.

Be an active bystander

The bystander effect comes into play when the presence of other people may discourage an individual from acting in an inappropriate manner. Conversely failure to intervene may compound people's experiences and may give the impression that unacceptable behaviour is acceptable and even normal. All employees and learners have a responsibility to do or say something if they witness any unacceptable behaviour.

Seek Consent

Any person seeking to initiate a relationship should seek enthusiastic consent when interacting with others. Consent is agreeing by choice and having the freedom and capacity to make that choice, Consent is not limited to a simple “yes” or “no”, it also involves paying attention to non-verbal and other physical clues.

Consent is not ongoing and needs to be negotiated before any sexual act and during any act. The onus is on the initiator to be absolutely certain that consent is current and ongoing. Previous sexual activity is irrelevant as far as current consent is concerned. Consent can be withdrawn at any time and may never be implied, assumed or coerced.

Please remember:

A child under the age of 13 can never give consent under any circumstances.

The legal age of consent is 16 years.

Sexual intercourse without consent is rape.        

Respond in a thoughtful and supportive way to any disclosure

It is absolutely essential that all victims are taken seriously no matter how old the complaint is.

They need to be reassured that they will be supported and kept safe. Abuse that occurs on line or outside the workplace may be down played but should be treated equally seriously. A victim should never be made to feel that they are creating a problem by reporting abuse or violence nor should they be made to feel ashamed or their experience minimised in any way.

Support  

Elev8 Training Limited will provide support to the reporting party. The company will also support any employees or learners effected directly or indirectly by these issues. The Safeguarding Officer will provide information on support resources. The provision of such support will not be affected by decisions taken by the person reporting the event or incident.

Disclosures

Disclosure occurs when someone reports to another person that they have experienced any of the actions or behaviours set out in appendix one below. This may be the only step a person takes and it may not be very clear from the beginning that a disclosure is about to be made. Everyone must therefore be alert at all times and act as per what is set out in the section 3 on “Expectations of Employees and Learners”.      

They must listen carefully without prejudging the matter, not asking leading questions and only progressing the narrative with open questions e.g., where, when how etc.

Make a full record that truthfully reflects what they have been told. This record is probably best made at the end of the interview thus leaving you free to pay full and proper attention to what you are being told. 

Always remember that any notes made could become part of criminal proceedings or an official investigation.

Do not promise confidentiality in the initial stages as it is very likely the information will have to be shared with others e.g., the safeguarding officer.

If confidentiality is requested you should be as open as possible about the designation and function of each person to whom the information will be divulged. 

You should inform the Safeguarding Officer as soon as possible giving a full and accurate account of what you have been told passing on any notes you have taken.      

How to Report:

• Use the Safety Concerns Form

•  Record the event fully and accurately and pass to Safeguarding Officer.

• Identify appropriate support and guidance.

•  As set out in the Safeguarding Policy the Safeguarding Officer will review the information and decide the most appropriate course of action.

What happens if You experience Sexual Violence, Harassment or Abuse:

It is important to remember that what has happened is not your fault and what you do next is your choice.

There are several external and internal support services for employees and learners which you can obtain from the Safeguarding Officer.

You can access support whether or not you choose to report what has happened.

You can contact Elev8 Training through the Safeguarding Officer: Joseph England on line at joe@elev8trainging.com

or by phone 07967154016.

Although anyone can experience sexual violence, harassment and abuse, statistics show that girls are disproportionately affected. In 2018-19, 90% of recorded offences of rape were committed against girls. (Ofsted Review of sexual abuse in schools and colleges). These figures are supported by a very recent survey of male university students carried out by Samuel Hales, a PhD researcher at Kent University in which a large number of male students admitted sexual offences and behaviours to girls and displayed troubling attitudes to women in general.   

There can be no excuse whatsoever for being sexually violent, harassing anyone or being violent towards another person. Elev8 Training will not accept any attempt at any such excuse and the company policy as set out in this document will be fully and fairly applied to all employees and learners. 

Sexual violence, harassment and abuse is an integral part of Safeguarding and this document should be read, studied and put into practice as part of the safeguarding environment and attitude of Elev8 Training Company.

Joe England

Director

02.11.2021.