Is this for you? 

It's for all employees.

Key points

  • The policy document makes clear our commitment and approach to preventing harassment.
  • The guidance document includes further details about what might be considered harassment and how a complaint will be handled.
  • Employees can raise harassment complaints under the grievance resolution policy.
  • Everyone has the right to decide what behaviour is acceptable to them and to have their feelings respected.

Your responsibilities

  • Line managers have a responsibility to set a positive example with their own behaviour; create and maintain an inclusive team culture where the dignity of individuals is respected; and challenge inappropriate behaviour in others.
  • All employees and workers have a duty to follow the commitment (see ‘Policy’) when dealing with colleagues, volunteers, service users, visitors and those third parties we work with, both in and outside of Barnardo’s premises, e.g. work-related social functions.
  • Local people teams are responsible for supporting managers, employees and workers to understand and implement policies and procedures and for providing information on accessing advice and sources of support.
  • Corporate people team is responsible for ensuring this policy is legally compliant and fit for use by Barnardo’s staff; keeping up to date with any legal changes and updating this policy and associated documents.


Bullying is offensive, intimidating, malicious or insulting behaviour, and/or an abuse or misuse of power that is meant to undermine, humiliate or injure the person on the receiving end.

Harassment is unwanted conduct related to relevant protected characteristics, which are age, disability, gender reassignment, race, religion or belief (or political opinion under NI legislation) sex and sexual orientation that:

  • has the purpose of violating a person's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that person
  • is reasonably considered by that person to have the effect of violating his/her dignity or of creating an intimidating, hostile, degrading, humiliating or offensive environment for him/her, even if this effect was not intended by the person responsible for the conduct
31 January 2019
Latest update
31 January 2019
  1. 31 January 2019
    First published