Sexual Harassment Policy

This policy applies to all trustees, volunteers, employees, contractors, and third-party
representatives of Yesoid.
We are committed to preventing and addressing sexual harassment, and this policy aims to
ensure a safe and respectful environment for everyone in Yesoid.
Definition of Sexual Harassment
Sexual harassment is any unwanted behaviour of a sexual nature that makes someone feel
offended, humiliated, or intimidated. It can include, but is not limited to:
● Unwelcome sexual advances.
● Inappropriate touching or physical contact.
● Sexual jokes or comments.
● Displaying sexually explicit materials.
● Sending sexually explicit emails or messages.
Duty to Prevent Sexual Harassment
In accordance with the Worker Protection (Amendment of Equality Act 2010) Act 2023,
effective from 26 October 2024, we have a duty to take reasonable steps to prevent sexual
harassment in the workplace. This includes:
● Implementing preventive measures such as regular training and clear communication
of this policy.
● Creating a culture of respect and inclusion.
● Taking proactive steps to identify and mitigate risks of sexual harassment.
Reporting Procedure
If you experience or witness sexual harassment, you should report it to your line manager. If
you do not feel able to do so, report it to the Chair of Trustees or another senior member of
Yesoid. Reports can be made in person or via email.
Line manager - Mr Yehuda Heller
Chair of Trustees - Rabbi Yisroel Rose
info@yesoid.co.uk
Handling Complaints
All complaints will be taken seriously and handled promptly and sensitively. If proven, we will
take prompt and effective action. Any employee found to have engaged in sexual
harassment may face disciplinary action, which may include dismissal. Volunteers and
beneficiaries may also be subject to appropriate actions.
Procedure.
The process will include:
● Acknowledging receipt of the complaint
● Conducting a thorough and impartial investigation
● Keeping all parties informed of the progress
● Ensuring confidentiality as much as possible
● Subject to the outcome of an investigation, we may consider a range of formal and
potentially, informal options where both Yesoid and the person making a complaint
think this is appropriate.
Informal Action. For example, this might include:
● Explaining to the person who has complained about why their behaviour was not
acceptable and that it needs to change.
● Arranging mediation between the people involved.
Formal Action. A formal procedure will be followed:
● When informal options have not or would not work or be appropriate, or
● A formal complaint is made at the outset.
Disclosure of Sensitive Communications
We will handle sensitive communications with the utmost care. This includes:
● Maintaining the confidentiality of all parties involved
● Ensuring that any sensitive information disclosed during the investigation is protected
● Following legal guidelines on privilege and disclosure to ensure that sensitive
communications are only shared with those who need to know.
Supporting People in Speaking Up
We recognise the importance of supporting individuals in speaking up. We do not use nondisclosure agreements (NDAs) or confidentiality clauses to stop people from reporting sexual
harassment. We recognise that creating and maintaining an open, respectful culture is key to
doing so and, to foster a safe environment for reporting, we will:
● Reduce Psychological Barriers: Acknowledge the difficulty of speaking up and
provide reassurance that reports will be taken seriously and handled with sensitivity.
● Lessen Social Threats: Make it clear that the intention of reporting is to improve the
● workplace environment, not to target individuals.
● Provide Clear Reporting Channels: Ensure that people know how and where to
report incidents and that they can do so without fear of retaliation.
● Offer Support and Resources: Provide access to counselling and support services for
those who report harassment.
● Encourage a Speak-Up Culture: Regularly communicate the importance of speaking
up and, if reasonably possible, provide training on how to do so effectively.
Additional Steps for Management
We also recognise that creating an open and respectful culture is primarily the responsibility
of Yesoid’s leadership team. To further ensure a harassment-free workplace, management
will:
● Include in Policies and Training: Ensure that our zero tolerance of sexual harassment
is properly reflected in other policies, induction and on-the-job training.
● Lead by Example: Demonstrate zero tolerance for sexual harassment through their
own behaviour and actions.
● Communicate Clearly: Communicate the importance of a harassment-free workplace
and the steps being taken to ensure it.
● Report Instances: Any complaints about sexual harassment will be reported to the
chair and, if appropriate, other reporting action taken, such as to regulators.
Resources
Equality and Human Rights – Workplace Sexual Harassment Guidance.
RSM Final Countdown to New Duty to Prevent Sexual Harassment.
Harvard Business Review – How to speak up when it matters.
Acas: Sexual harassment.
Charity Commission – serious incident reporting.
Bates Wells: Investigations and disclosure of sensitive communications (Jun 24).
RSM: What to do if you receive a whistleblowing allegation (2018).
Checklist for Yesoid management
1. Make sure everyone is made aware of this policy and understands that sexual
harassment is unacceptable.
2. Ensure all staff are made aware of our whistleblowing policy and our point of
Contact is for raising concerns.
3. Carry out a sexual harassment risk assessment to identify risk areas and take
appropriate action to reduce this risk. For example, factors might include:
● Lone working.
● The presence of alcohol.
● Power imbalances between staff and/or others.
4. Consider the need for training. Acas provides training on dealing with unacceptable
behaviours at work – including training on the new sexual harassment law.
5. Get out of the office, be approachable and listen, so that people feel confident
enough to speak up, if they feel they need to.
6. Take any complaints seriously, respond sensitively and quickly, and, if proven, ensure
that the action taken is prompt and effective.
7. When you’re talking to someone about their sexual harassment complaint, some
things will not be appropriate or acceptable. For example:
● Don’t say that it could be a long and difficult process, or ask if they’re sure they
want to go ahead – this could imply you think they should not.
● Don’t say their complaint does not seem that serious – treat all complaints seriously.
8. Keep an open mind and do not let your own views influence a situation or dismiss a
concern.
9. Do not doubt a sexual harassment complaint because it happened away from others
people, or there are no other witnesses.
10. Most importantly, work to create a culture of openness and respect in which anyone
feels able to speak up, and sexual harassment is unacceptable to everyone.
Sexual harassment is gender-neutral, but frequently, the abuser is a man in a position of
authority.
Consequently, it is for those of us in leadership roles to help create this culture by being the
change we wish to see in others.
Make your expectations regarding respecting women clear and live up to them.
Nobody is just a bystander - always speak up, because if you don’t, you’re condoning it.
‘Bloke jokes’ when there are no women present are no more acceptable than when they
are.
Be sensitive to the needs of women, particularly where there is, or they may perceive
there to be a power imbalance, such as younger women or those in more junior roles.
Disclaimer & Legal
This policy was given to Yesoid by Bury VCFA. They take no legal responsibility for the
content of this policy. Please contact Bury VCFA for more information.
https://www.buryvcfa.org.uk/
admin@buryvcfa.org.uk
This policy was created on the 19th Jan 2025 and we are committed to updating it yearly.
Line manager Mr Yehuda Heller
Chair Trustee Rabbi Yisroel Rose
info@yesoid.co.uk

This policy was last updated on 07/01/26 and will be updated yearly.