What equality law means - Birmingham Disability Resource Centre

G ood practice tips : What might ‘all reas onable s teps ’ to prevent
harassment mean?
Equality law does not specify exactly what ‘reasonable steps’ are, but these steps are
likely to help:
• Put in place a harassment policy (sometimes this will be included in a wider
equality policy).
• Involve staff in the policy-making process, including agreeing the policy with a
trade union and/or other worker representatives if appropriate.
• Make sure your workers are aware of the policy’s existence and of their
responsibilities to make it work, for example, by providing them with training.
• Make sure that any visitors, clients, suppliers or customers who come into
contact with your workers or job applicants are also aware of the policy and
behave in line with it, for example, using signs in your reception area.
• Use your policy to explain the steps you are taking to prevent harassment.
• What a harassment policy should do:
■ Describe the protected characteristics and clearly state that any harassment
of workers or job applicants related to any of these characteristics will not
be tolerated.
■ Make it clear that harassment will be treated as a disciplinary offence.
■ Clearly explain how a worker can make a complaint, informally and formally.
■ Make it clear that complaints of harassment will be dealt with within a
reasonable time, treated seriously and confidentially, and that someone
complaining will be protected from victimisation.
■ Describe what support is available to a worker if they think they are being
harassed, for example, counselling or a worker assistance programme.
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