Who We Are

"We", "us", and "our" mean HRE4U CIC and, where the context requires, people authorised to act on its behalf.

HRE4U CIC

Company Number: 16856183

Sexual Harassment Policy

We are committed to providing safe, respectful, and welcoming spaces where everyone is treated with dignity and respect.

Sexual harassment is not tolerated in any form. We take concerns seriously and will respond fairly, proportionately, and in a way that prioritises people's safety and wellbeing.

This policy explains what We mean by sexual harassment, who it applies to, how concerns can be raised, and how We respond when concerns are reported.

Who This Policy Applies To

This policy applies to everyone involved with HRE4U, including anyone who accesses our services, works with us, volunteers with us, visits our venues, or interacts with us remotely.

This includes, but is not limited to:

• directors, employees, and future employees
• volunteers
• people accessing our services or attending our events
• visitors
• contractors, suppliers, and professional advisers
• partner organisations and independent providers delivering services alongside HRE4U
• anyone communicating with Us through our website, email, telephone, WhatsApp, social media, or other digital services

We expect everyone covered by this policy to treat others with dignity, respect, and professionalism, whether interactions take place in person or online.

Confidentiality and Record Keeping

Reports of sexual harassment are handled as sensitively and confidentially as the circumstances allow.

We may need to share limited information with people responsible for considering the concern, protecting someone from harm, obtaining appropriate advice, or meeting a legal obligation. Information will not be shared more widely than necessary.

Any record created will be factual, proportionate, stored securely, and accessed only by authorised people who need it for a clear and legitimate purpose.

Information is handled in accordance with our Privacy Policy and, where the concern is also a safeguarding matter, our Safeguarding Policy.

Support and Immediate Safety

We will consider what support or temporary safety measures may be appropriate after a concern is raised.

Depending on the circumstances, this may include providing a private space, helping someone contact a trusted person or specialist service, changing how people use a venue, limiting contact between those involved, or temporarily restricting someone's attendance or involvement while the concern is considered.

We will take account of the wishes of the person who raised the concern wherever possible, while recognising that action may still be required where someone is at risk of serious harm or where We have a legal or safeguarding responsibility to act.

What We Mean by Sexual Harassment

Sexual harassment is unwanted behaviour of a sexual nature that violates someone's dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment.

Sexual harassment can happen to anyone, regardless of sex, gender identity, sexual orientation, age, or any other personal characteristic. It may be carried out by someone known to the person or by a stranger.

Examples include, but are not limited to:

• unwanted sexual comments, jokes, or remarks
• sexualised comments about someone's body, appearance, or clothing
• unwanted staring, gestures, or suggestive behaviour
• unwanted physical contact, touching, hugging, or kissing
• sexual advances, pressure, or repeated unwanted invitations
• sharing, showing, or sending sexual images, videos, or messages without consent
• making someone feel pressured to engage in sexual conversation or behaviour

Sexual harassment may be a single incident or a pattern of behaviour and can occur in person, online, by telephone, through messaging services, or by any other form of communication.

No Retaliation

We want people to feel able to raise genuine concerns without fear of being treated unfairly.

Retaliation, intimidation, victimisation, or attempts to discourage or silence someone from reporting sexual harassment are not tolerated.

Anyone who retaliates against a person for raising a genuine concern may be subject to appropriate action under this policy and, where relevant, our Safeguarding Policy.

Policy Review

We review this policy at least once every 12 months to ensure it remains accurate, effective, and appropriate for the way HRE4U operates.

We may also review it sooner following a serious incident, a significant concern, changes in law or guidance, or changes to our services or ways of working.

This policy should be read alongside our Safeguarding Policy, Privacy Policy, and our Volunteer Code of Conduct.

Zero Tolerance

We operate a zero-tolerance approach to sexual harassment. All concerns are taken seriously and responded to fairly, proportionately, and with the safety and wellbeing of those involved as our priority.

Anyone who behaves in a way that breaches this policy may be asked to stop the behaviour immediately, leave an HRE4U session or event, have their involvement with HRE4U restricted or ended, or be referred to an appropriate external organisation where necessary.

Where appropriate, concerns may also be managed under our Safeguarding Policy or reported to the police or another statutory authority.

Reporting Sexual Harassment

We encourage anyone who experiences, witnesses, or becomes aware of sexual harassment connected with HRE4U to report it as soon as they feel able.

Reports can be made in any of the following ways:

• speaking to the Designated Safeguarding Lead or Deputy Designated Safeguarding Lead
• speaking to another HRE4U volunteer or team member, who will pass the concern to the Safeguarding Lead
• contacting Us by email or telephone
• using our contact page
• reporting directly to the police or another appropriate external organisation if reporting to HRE4U does not feel safe

We understand that reporting sexual harassment can be difficult. All concerns will be listened to respectfully, taken seriously, and handled as sensitively and confidentially as the circumstances allow.

What Happens Next

We respond to all reports of sexual harassment promptly, fairly, and proportionately, taking account of the circumstances and the safety and wellbeing of everyone involved.

When a concern is raised, We will listen without judgement, consider any immediate risks to safety, and decide what action is appropriate. This may include recording the concern, speaking with those involved where appropriate, restricting someone's involvement with HRE4U, seeking safeguarding advice, or referring the matter to an appropriate external organisation.

Where a concern involves abuse, coercion, exploitation, a power imbalance, or a risk of harm, it may also be managed under our Safeguarding Policy.

If someone is at immediate risk of serious harm or a criminal offence may have taken place, We may contact the police, emergency services, or another appropriate statutory authority.

We will only share information with those who need it in order to protect someone from harm, respond to the concern, or meet a legal obligation.

No Retaliation

We want people to feel able to raise genuine concerns without fear of being treated unfairly.

Retaliation, intimidation, victimisation, or attempts to discourage or silence someone from reporting sexual harassment are not tolerated.

Anyone who retaliates against a person for raising a genuine concern may be subject to appropriate action under this policy and, where relevant, our Safeguarding Policy.

Policy Review

We review this policy at least once every 12 months to ensure it remains accurate, effective, and appropriate for the way HRE4U operates.

We may also review it sooner following a serious incident, a significant concern, changes in law or guidance, or changes to our services or ways of working.

This policy should be read alongside our Safeguarding Policy, Privacy Policy, and our Volunteer Code of Conduct.