Non-Discrimination, Anti-Harassment and Bullying Policy (v2.0)
|Policy||Developers Institute is committed to ensuring that all employees, students and visitors are treated fairly, with dignity and respect by providing a work and learning environment that is free from discrimination, harassment and bullying. Developers Institute considers any form of discrimination, harassment and/or bullying to be totally unacceptable as this behaviour disregards the institutional values of Developers Institute.|
|Purpose||The purpose of this policy is to provide an environment within Developers Institute and all its facilities which is free from discrimination, harassment and bullying.|
It is the responsibility of the Chief Executive to employ effective mechanisms that oversee the Non-Discrimination, Anti-Harassment and Bullying procedures. All staff are responsible to ensure the Developers Institute provides a safe environment for work and study.
Developers Institute has a culture of zero tolerance for bullying, racism or sexual harassment and it provides a work and study environment that respects peoples race, colour, ethnicity, nationality, religion, social status, sexual orientation, gender identity, marital status and age.
This policy applies to all Developers Institute Staff, Students and visitors.
|Policy Principle||Changes in the Non-Discrimination, Anti-Harassment and Bullying policy will be made to be compliant with the NZ rules and regulations. Changes will be effected in all the relevant documents accordingly.|
Discrimination - the unjust or prejudicial treatment of different categories of people, on the grounds of race, skin colour, ethnicity, nationality, religion, social status, sexual orientation, gender identity, marital status or age.
Bullying - persistent, offensive, abusive, intimidating, malicious or insulting behaviour (express or implied) which makes the recipient(s) feel threatened, vulnerable or humiliated, undermines their self-confidence and/or causes them to suffer stress.
Harassment - verbal or physical behaviour, including the misuse of visual or written materials, by one person towards another, which is perceived as offensive and/or discriminatory, and is of a serious or persistent nature, to the extent that it interferes with the individual’s work or Study.
Sexual Harassment - is
a) asking for or suggesting:
b) The use of unwelcome or offensive language, physical behaviour or visual material of a sexual nature, particularly if it is used in a repeated or severe manner (of such a significant nature that it has a detrimental effect on the person).
Racial Harassment - is the use of language (either written or spoken), visual material, or physical behaviour that either directly or indirectly expresses hostility against, or brings into contempt or ridicule, the person on the grounds of race, colour, ethnic or national origins of the person; and is hurtful or offensive to the person (whether or not that is conveyed to the person or representative); and has either by its nature or through repetition, a detrimental effect on the person’s employment, job performance, job satisfaction or study.
Full legal descriptions of sexual and racial harassment are contained in sections 62 and 63 of the Human Rights Act 1993 and sections 108, 109, 116-118 of the Employment Relations Act 2000.
Anti-Harassment/Bullying Contact Person - The Developers Institute employee or Student who gives information and advice on the options and process involved and supports the complainant throughout the processes required by this policy.
Anti-Harassment/Bullying Coordinator - The Developers Institute employee who oversees the appointment, training and support of the Anti-Harassment and Bullying Contact People.
Mediator - A trained Developers Institute employee or Student who conducts mediation between parties if required or where it is deemed necessary an external mediator engaged on a case by case basis.
Mediation - A process in which an impartial third party, called a mediator, intervenes in a conflict to assist the parties involved in the conflict, and help them to talk about the conflict and resolve it.
Responsibility: Chief Executive
Development/Approval dates: February 2018
Review dates: March 2019
Procedures and Guidelines
1.1 Any person, staff member or student found to have harassed and/or bullied another staff member, student or visitor at Developers Institute will be liable for disciplinary action in line with either the Developers Institute Disciplinary Processes Policy* (staff members) or Student Concerns, Complaints and Appeals Policy (students).
1.2 Where a contractor is accused of harassment, Developers Institute shall advise the alleged harasser’s employer of the situation requesting that the matter be dealt with under that employer’s policies and the results of their investigation be made known to Developers Institute.
1.3 Where the alleged behaviour is in breach of New Zealand law (e.g. alleged sexual assault or criminal harassment) then the matter will be reported to the police for investigation and action.
1.4 Allegations of harassment/bullying are treated extremely seriously by Developers Institute. For this reason, allegations of harassment/bullying made by a complainant that are shown to be false or vexatious shall be deemed as Serious Misconduct.
1.5 The roles of the Contact Person and Mediator must be undertaken by separate individuals in any one incident.
2.1 Encountering harassment/bullying
The role of the Anti-Harassment/Bullying Coordinator is to:
Contact people shall:
Mediators are trained Developers Institute employees used to mediate between the complainant and the respondent if mediation is required. The role of the mediator is to:
|*Policy under development|