Equality, bullying, harassment, sexual harassment and professional dress

Introduction

This policy applies to all staff, workers, contractors, agency workers, applicants and others interacting with PGS.

Equality and inclusion

PGS prohibits unlawful discrimination because of age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation. Recruitment, allocation, pay, training, promotion, discipline, capability and termination decisions must use legitimate evidence and role requirements.

Direct and indirect discrimination, harassment, victimisation, discrimination arising from disability and failure to make reasonable adjustments are prohibited. Part-time and fixed-term staff must not be treated less favourably without lawful justification.

Bullying and harassment

Bullying includes offensive, intimidating, malicious or insulting behaviour or misuse of power that undermines another person. Harassment is unwanted conduct related to a protected characteristic with the prohibited purpose or effect. A single incident can be enough and a person can be affected without being the intended target.

Sexual and third-party harassment

Sexual harassment includes unwanted sexual conduct, touching, advances, messages, images, suggestive behaviour and less favourable treatment because a person rejected or submitted. It can occur in person, online, on a trip, at a social event or through a client, patient, pupil, supplier or other third party.

Preventing sexual harassment and harassment by third parties. PGS will identify and assess foreseeable harassment risks and implement all reasonable steps to prevent sexual harassment in connection with work. From 30 October 2026, PGS will also take all reasonable steps to prevent harassment by third parties, including clients, hirers, service users, visitors and contractors. Risk controls may include suitable training, reporting routes, documented risk assessments, checks on workplace and assignment conditions, escalation to hirers, investigation and proportionate corrective action. Workers may raise concerns through the designated reporting channels without victimisation. PGS will document the measures considered, actions taken and reasons for any proposed measure not adopted, and keep controls under review. The strengthened statutory all reasonable steps and third-party duties apply from 30 October 2026; before then PGS will apply these preparation standards alongside its existing legal duties.

Reporting and investigation

Where safe and appropriate, a person may say conduct is unwelcome, but informal action is never a condition of a formal report.
A concern may be raised with a manager, HR, director, either joint employer, agency, hirer, grievance or whistleblowing route.
PGS appoints an impartial investigator where possible, shares information on a need-to-know basis, considers interim protection and gives both sides a fair chance to respond.
Retaliation is prohibited. A complaint not upheld is not misconduct unless deliberately false and made in bad faith.

Dress and inclusion

Professional appearance requirements in section 46 apply. Safety, hygiene, safeguarding and identification requirements take priority where proportionate. Religious, cultural, disability, pregnancy, menopause and gender-transition needs are considered; managers should seek HR advice rather than impose subjective rules.

Declaration

This Policy is approved by the Board of Directors of: People Group Services Limited Company Number: 11570329

Last updated: 25th October 2026