Sexual Harassment Policy

1.        Purpose and Commitment

The Knowledge Exchange Group is committed to providing a safe, respectful, and inclusive working environment, free from all forms of sexual harassment. Sexual harassment is unacceptable and will not be tolerated under any circumstances. This policy outlines our expectations for conduct, our procedures for reporting and investigating concerns, and the protections available to anyone who experiences or reports sexual harassment.

2.        Scope

This policy applies to all employees of The Knowledge Exchange Group regardless of grade or length of service. It covers conduct that occurs:

• In the workplace (including offices and remote working environments);
• At work-related events, conferences, and training sessions;
• During social occasions organised or attended in connection with work;
• While representing The Knowledge Exchange Group in any professional capacity.

3.        Definition of Sexual Harassment

Sexual harassment is any unwanted conduct of a sexual nature that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment.
Examples include, but are not limited to:

• Unwelcome sexual advances or propositions;
• Inappropriate touching or physical contact;
• Suggestive comments, jokes, or gestures;
• Displaying or sharing sexually explicit material;
• Comments about a person’s body, appearance, or sex life;
• Any behaviour of a sexual nature that undermines professionalism or respect.

4.        Risks in Our Work Environment

Given the nature of our work, specific areas of risk include:

• Social events where alcohol is provided and professional boundaries may blur;
• Lone working in the office;
• Conferences and training events involving senior stakeholders or clients, where power imbalances may arise, or the team have contact with third parties from venues and suppliers.
• Overnight stays.

All staff are expected to act professionally and maintain appropriate boundaries in these contexts.

5.        Reporting Procedure

If you experience or witness sexual harassment, you are encouraged to report it as soon as possible.

Reports may be made to:

Your Line Manager, or
The Managing Director (MD) Alice Catterall, or
The Operations Director Neil Kharbanda.

All complaints will be treated seriously, confidentially, and with sensitivity. You will not be victimised or retaliated against for making a genuine complaint or assisting in an investigation.

6.         Investigation and Outcome

All reports of sexual harassment will be promptly investigated by the Managing Director or a designated senior manager.

• Both the complainant and the alleged harasser will be given the opportunity to present their account.
• Where appropriate, interim measures (such as adjustments to working arrangements) may be taken to protect individuals during the investigation.
• If the investigation concludes that misconduct has occurred, disciplinary action will follow in line with The Knowledge Exchange Group’s disciplinary procedure. This may include a formal warning, suspension, or dismissal.

7.         Training and Prevention

All staff are required to complete the BrightHR Sexual Harassment Training Module as part of their mandatory learning.

In addition, bespoke in-person or virtual training will be provided for employees who attend or manage events, focusing on preventing and addressing third-party harassment.

8.         Support and Protection

The Knowledge Exchange Group recognises that reporting harassment can be difficult. Anyone affected is encouraged to seek support from their manager, Operations Director, or the MD.

We will take all reasonable steps to protect anyone raising a complaint or participating in an investigation from retaliation or disadvantage.

9.         Bystander Techniques

If you are a witness or do not feel comfortable confronting the harasser directly, use the “5 Ds” of bystander intervention:

• Distract:Interrupt the situation with a diversion (e.g., “accidentally” spill something, ask the person being harassed for directions).
• Delegate:Find someone in authority (conference staff, security, your manager) and ask them to intervene.
• Delay:If you can’t act in the moment, check in with the person being harassed afterwards to offer support and ask what they need.
• Document:If someone else is helping and it is safe, take notes or a recording of the incident (including date, time, location, and what happened), but only share it with the victim’s permission.
• Direct:Only use this if you’ve assessed the situation and feel physically and psychologically safe, as it can escalate the situation.

10.    Monitoring and Review

This policy will be reviewed annually or following any incident or legislative change to ensure it remains effective and compliant with the Equality Act 2010 and related UK legislation.

11.   Sexual Harassment Risk Assessment

The following table identifies key risks within The Knowledge Exchange Group’s operations, the potential impact, and control measures in place to mitigate those risks.

Alice Catterall
Managing Director
Knowledge Exchange Group Ltd
Effective Date: October 2024

Next Review Date: October 2026