Anti Harassment and Bullying Policy

1. ABOUT THIS POLICY

  • 1.1 This policy covers harassment or bullying which occurs on set.

  • 1.2 This policy does not form part of any employee’s contract of employment and it may be amended at any time. It is not a legally binding document but a guideline to encourage positive and professional behaviour across the industry.

2. WHAT IS HARASSMENT?

  • 2.1 Harassment is any unwanted physical, verbal or non-verbal conduct that has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. A single incident can amount to harassment.

  • 2.2 It also includes treating someone less favourably because they have submitted or refused to submit to such behaviour in the past.

  • 2.3 Unlawful harassment may involve conduct of a sexual nature (sexual harassment), or it may be related to age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation. Harassment is unacceptable even if it does not fall within any of these categories.

  • 2.4 Harassment may include, for example:

    • (a) unwanted physical conduct or “horseplay”, including touching, pinching, pushing and grabbing;

    • (b) unwelcome sexual advances or suggestive behaviour (which the harasser may perceive as harmless);

    • (c) offensive emails, text messages or social media content;

    • (d) mocking, mimicking or belittling a person’s disability.

  • 2.5 A person may be harassed even if they were not the intended “target”. For example, a person may be harassed by racist jokes about a different ethnic group if the jokes create an offensive environment.

3. WHAT IS BULLYING?

  • 3.1 Bullying is offensive, intimidating, malicious or insulting behaviour involving the misuse of power that can make a person feel vulnerable, upset, humiliated, undermined or threatened. Power does not always mean being in a position of authority, but can include both personal strength and the power to coerce through fear or intimidation.

  • 3.2 Bullying can take the form of physical, verbal and non-verbal conduct. Bullying may include, by way of example:

    • (a) physical or psychological threats;

    • (b) overbearing and intimidating levels of supervision;

    • (c) inappropriate derogatory remarks about someone’s performance;

  • 3.3 Legitimate, reasonable and constructive criticism of a worker’s performance or behaviour, or reasonable instructions given to workers in the course of their employment, will not amount to bullying on their own.

4. IF YOU ARE BEING HARASSED OR BULLIED

  • 4.1 If you are being harassed or bullied, consider whether you feel able to raise the problem informally with the person responsible. You should explain clearly to them that their behaviour is not welcome or makes you uncomfortable. If this is too difficult or embarrassing, you should speak to The AD or production team on the day or the Agent that booked you for the job. In the instance that they are responsible for the bullying or harassment you should contact POP at artistsupport@wegotpop.com who can provide confidential advice and assistance in resolving the issue formally or informally.

5. PROTECTION AND SUPPORT FOR THOSE INVOLVED

  • 5.1 Those who make complaints or who participate in good faith in any investigation must not suffer any form of retaliation or victimisation as a result.

6. RECORD-KEEPING

  • 6.1 Information about a complaint by or about an Artist may be placed on record, along with a record of the outcome and of any notes or other documents compiled during the process. These will be processed in accordance with our Privacy Policy here