3.4
Harassment may include, for example:
(a) unwanted physical conduct or "horseplay", including touching, pinching, pushing and grabbing;
(b) continued suggestions for social activity after it has been made clear that such suggestions are unwelcome;
(c) sending or displaying material that is pornographic or that some people may find offensive (including emails, text messages, video clips and images sent by mobile phone or posted on the internet);
(d) unwelcome sexual advances or suggestive behaviour (which the harasser may perceive as harmless);
(e) racist, sexist, homophobic or ageist jokes, or derogatory or stereotypical remarks about a particular ethnic or religious group or gender;
(f)
outing or threatening to out someone as gay or lesbian;
(g) offensive emails, text messages or social media content; or
(h) mocking, mimicking or belittling a person's disability.
3.5
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.
4.
WHAT IS BULLYING?
4.1
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.
4.2
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;
4.3
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.
5.
IF YOU ARE BEING HARASSED OR BULLIED: INFORMAL STEPS
5.1
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 your line manager who can provide confidential advice and assistance in resolving the issue formally or informally. If you are not certain whether an incident or series of incidents amounts to bullying or harassment, you should initially contact your line manager informally for confidential advice.
5.2
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