Bullying & harassment policy

Everyone will be treated with dignity and respect at Leamington and Warwick Musical Society (LWMS). Bullying and harassment of any kind are in no-one's interest and will not be tolerated. This is whether by Trustees, Committee members and volunteers, or to them.

Failure to comply with this policy will be addressed without delay and may ultimately result in exclusion from the organisation in line with the Membership bye-laws and Constitution of the LWMS CIO.

What are bullying and harassment?

Harassment, in general terms is unwanted conduct affecting the dignity of people in the Society, where actions or comments are viewed as demeaning and unacceptable to the recipient.

It may be related to age, gender, race, disability, religion, belief, sexuality, nationality or any personal characteristic of the individual, and may be persistent or an isolated incident.

Any harassment directed at someone because of a protected characteristic as explained in the Equality Act 2010, is considered unlawful discrimination. This includes sexual harassment. Not only is this against the law, it is both a breach of this policy and our Equality, Diversity and Inclusion policy.

Bullying is offensive, intimidating, malicious or insulting behaviour, an abuse or misuse of power through means intended to undermine, humiliate, denigrate or injure the recipient.

Bullying or harassment may be by an individual against an individual or involve groups of people. It may be obvious or it may be insidious. It may be face to face or in written communications, electronic (e)mail, phone. Whatever form it takes, it is unwarranted and unwelcome to the individual. It may take place in private or in public.

Examples of bullying/harassing behaviour include:

• spreading malicious rumours, or insulting someone by word or behaviour (particularly on the grounds of race, sex, age, disability, sexual orientation and religion or belief);
• ridiculing or demeaning someone - picking on them or setting them up to fail;
• exclusion or victimisation;
• unfair treatment;
• overbearing supervision or other misuse of power or position;
• unwelcome sexual advances - touching, standing too close, the display of offensive materials;
• deliberately undermining a competent person by constant criticism;
• preventing individuals progressing by intentionally restricting opportunities.

Legitimate, constructive and fair criticism of performance or behaviour is not bullying. An occasional raised voice or argument is not bullying.

How can bullying and harassment be recognised?

Bullying and harassment can often be hard to recognise. They may not be obvious to others, and may be insidious. The recipient may think “perhaps this is normal behaviour at LWMS”. They may be anxious that others will consider them weak if they find the actions of others intimidating. They may be accused of overreacting, and worry that they won’t be believed if they do report incidents.

People being bullied or harassed may sometimes appear to overreact to something that seems relatively trivial but which may be the last straw following a series of incidents. There is often fear of retribution if they make a complaint. Witnesses may be reluctant to come forward as witnesses, as they too may fear the consequences to themselves. They may be so relieved not to be the target of the bully that they collude with the bully as a way of avoiding attention.

Bullying and harassment makes someone feel anxious and humiliated. Feelings of anger and frustration at being unable to cope may be triggered. Some people may try to retaliate in some way. Others may become frightened and demotivated. Stress, loss of self-confidence and self-esteem caused by harassment or bullying can lead to insecurity, illness, and even resignation. Almost always, performance is affected and relations suffer.

How to complain?

Complaints of bullying and/or harassment will be dealt with fairly, confidentially, and sensitively, in line with the general Complaints policy. Complaints will be taken seriously and investigated promptly, objectively and independently. Decisions can then be made as to what action needs to be taken. In cases which appear to involve serious misconduct, and there is reason to separate the parties, a short period of suspension of the alleged bully/harasser may need to be considered while the case is being investigated.

Informal action

If appropriate, the matter will be dealt with informally. Sometimes people are not aware that their behaviour is unwelcome and an informal discussion can lead to greater understanding and an agreement that the behaviour will cease.

Counselling or mediation may be considered, particularly where investigation shows no cause for formal action, or where it may be useful to help resolve the issue or help support the person accused as well as the complainant.

Formal action

More serious cases of bullying or harassment will be dealt with in line with the Membership bye-laws and Constitution of the LWMS CIO, and may ultimately result in exclusion from the organisation.

Unfounded allegations

Someone who makes a complaint of bullying and/or harassment will not be sanctioned for doing so unless it is concluded that the allegation was unfounded and made for malicious reasons. The case will then be investigated and dealt with fairly and objectively in line with the Membership bye-laws and Constitution of the LWMS CIO.

This policy was reviewed by the LWMS committee on 4 November 2024, and will be further reviewed at least every 2 years.