Anti-Bullying and Harassment Policy

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This policy in 60 seconds

• Who it is for: learners, staff, associates and anyone taking part in TTT activity, online or in person.
• Bullying, harassment, victimisation and intimidation are not tolerated, whoever they come from.
• Raise it informally if you feel able. Otherwise, email a formal complaint to phenil@theteachertrainer.co.uk.
• The Centre Manager acknowledges it within 3 calendar days and sends a written outcome within 21 calendar days.
• Nobody is treated less favourably for raising a concern in good faith.

The full policy below is the official version.

1. Purpose

This policy sets out TTT's commitment to creating and maintaining a learning and working environment free from bullying, harassment, victimisation and intimidation. It defines unacceptable behaviour, the responsibilities of everyone at TTT and the routes available for reporting and resolving concerns.

2. Scope

This policy applies to:

• All learners enrolled on TTT qualifications or short courses
• All TTT staff, including Course Tutors, Course Assessors, IQAs and administrative staff
• Associates, freelance assessors and third parties involved in TTT provision
• All contexts of engagement, including virtual classrooms, discussion forums, email, written assessment communications, social media where connected to TTT and any face-to-face interactions
• Behaviour by a third party, such as a learner's employer or family member, that affects a TTT learner, staff member or associate

3. Definitions

The following terms carry the meanings given throughout this policy.

4. Policy Statement

TTT is committed to the following principles and commitments.

1. 1TTT has zero tolerance of bullying, harassment and victimisation in any form, whether online or offline, whether by or towards learners, staff, associates or third parties.
2. 2TTT promotes a culture of dignity, respect and open dialogue in every learning and working interaction.
3. 3TTT complies with the Equality Act 2010, the Worker Protection (Amendment of Equality Act 2010) Act 2023 preventative duty on sexual harassment, the Protection from Harassment Act 1997 and other relevant legislation.
4. 4All staff and associates are responsible for modelling respectful behaviour and challenging unacceptable conduct constructively.
5. 5Every concern raised under this policy is taken seriously, investigated promptly and handled with sensitivity and confidentiality.
6. 6Complainants and witnesses are protected from victimisation for raising concerns in good faith.
7. 7Malicious or knowingly false allegations are themselves a breach of this policy and will be investigated.
8. 8Confirmed breaches lead to proportionate action, which may include verbal or written warnings, mandatory training, suspension, termination of contract, removal from the programme or referral to the Police or Awarding Organisation where appropriate.
9. 9TTT takes reasonable steps to prevent sexual harassment of its workers, as required by the Worker Protection Act 2023.
10. 10This policy is reinforced through induction, annual training and regular communication.

5. Examples of Unacceptable Behaviour

The following examples are illustrative, not exhaustive. Whether behaviour amounts to bullying or harassment depends on its impact on the recipient as well as the intent of the person acting.

6. What This Policy Does Not Cover

The following are not considered bullying or harassment under this policy, provided they are carried out reasonably, respectfully and without discrimination:

• Constructive feedback on assessment work or professional performance
• Reasonable management instruction, supervision, direction and performance conversations
• Robust academic debate where disagreement is expressed through respectful language
• Single episodes of rudeness or misunderstanding, which are addressed informally in the first instance

Where a learner or staff member is uncertain whether particular conduct falls within this policy, they are encouraged to discuss it with the Centre Manager on a confidential basis.

7. Roles and Responsibilities

8. Prevention

TTT takes active steps to prevent bullying and harassment before it occurs.

• Codes of conduct for staff and learners are issued at induction and reinforced through ongoing communication
• Live sessions open with clear ground rules about respectful participation
• Moderation tools in virtual classrooms and discussion forums are configured and actively used
• All staff and associates complete annual training on bullying, harassment, sexual harassment and bystander intervention
• The Centre Manager assesses risks of harassment, including sexual harassment by third parties and records preventative measures in line with the Worker Protection Act 2023
• Feedback mechanisms allow learners and staff to raise concerns about culture before they escalate to formal complaints

9. Raising a Concern

Anyone experiencing or witnessing bullying or harassment is encouraged to raise it as soon as possible. Three routes are available.

9.1 Informal route

Where the recipient feels safe and able to do so, a direct, calm conversation with the other person can resolve many situations. Support in preparing for such a conversation is available from the Course Coordinator or Centre Manager. Where the concern is resolved informally, a brief written note of the outcome is kept by the Course Coordinator.

9.2 Formal complaint

Formal complaints are submitted in writing to the Centre Manager at phenil@theteachertrainer.co.uk, setting out what happened, when, who was involved and any witnesses or supporting evidence. The Centre Manager:

1. 1Acknowledges receipt within 3 calendar days.
2. 2Opens an investigation, including interviews with the complainant, the respondent and any witnesses and a review of relevant evidence such as session recordings, chat logs or emails.
3. 3Issues a written outcome within 21 calendar days, with extensions communicated in writing where the complexity of the case requires it.
4. 4Records the investigation, decision and actions in the Bullying_Harrasment Log held by the Centre Manager.

9.3 Where the respondent is the Centre Manager

Where the complaint concerns the Centre Manager, it is referred instead to an independent reviewer such as an external HR consultant or the relevant Awarding Organisation, so the investigation is impartial.

9.4 External escalation

Where a complainant is not satisfied with the outcome of an internal investigation, they may escalate to the relevant Awarding Organisation, the Equality and Human Rights Commission, ACAS or, in the case of criminal behaviour, the Police. TTT cooperates fully with any external investigation.

9.5 Protection from victimisation

No learner, staff member or associate will be treated less favourably for raising a concern under this policy in good faith or for supporting another person who has raised a concern. Victimisation is itself a disciplinary matter.

10. Outcomes and Sanctions

Where a complaint is upheld, TTT takes proportionate action to address the behaviour, support the complainant and prevent recurrence. Possible outcomes include, but are not limited to:

Where behaviour may constitute a criminal offence, TTT will support the complainant in reporting to the Police and may make a report itself where appropriate.

11. Support for Those Affected

Being subject to bullying or harassment can significantly affect wellbeing, study and work. TTT provides the following support:

• Confidential one-to-one conversations with the Centre Manager
• Adjustments to learning or work arrangements to reduce contact with the respondent during an investigation
• Signposting to external support, including the Samaritans (116 123), the NHS 111 service and, in relevant cases, the Equality Advisory and Support Service (0808 800 0082)
• A post-outcome review meeting offered to the complainant to agree any ongoing support needed

12. Training

13. Monitoring and Review

This policy is reviewed annually by the Centre Manager as part of TTT's self-evaluation process. Interim reviews are triggered by legislative change, Awarding Organisation requirements, significant incidents or stakeholder feedback. Complaint data is reviewed quarterly for themes, patterns and opportunities to strengthen prevention. All outcomes are recorded in the Version History at Section 15.

14. Related Policies

This policy should be read alongside:

15. Version History

16. Approval

This policy has been reviewed and approved by the Centre Manager of TTT.