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- RCK Partners,
Arthur Cox,
Ten Earlsfort Terrace,
Dublin 2,
D02 T380,
Ireland.
© 2024 RCK Partners - Company House No: 12396021
Last updated: 28/08/25
Introduction
All members of staff are entitled to be treated with dignity and respect in our workplace. This includes freedom from sexual harassment, feeling safe and supported, and having access to redress if such behaviour arises.
This policy is drafted in line with the Employment Equality Acts 1998–2015 and the Code of Practice on Sexual Harassment and Harassment at Work (SI No. 208/2012).
Sexual harassment takes many forms, but whatever form it takes, it is unlawful under Irish equality legislation. We will not tolerate it.
Under Irish law, employers are required to take reasonably practicable steps to prevent sexual harassment in the workplace. We take proactive measures to prevent sexual harassment and provide clear reporting procedures for employees to raise concerns. If you have been subjected to sexual harassment, or you have witnessed sexual harassment, we encourage you to tell us so that we can deal with the matter swiftly.
Our managers maintain an open-door policy. All employees have a responsibility to behave in accordance with this policy. Instances of sexual harassment or victimisation may lead to disciplinary action, up to and including termination of employment.
Scope
We deplore all forms of harassment and are committed to ensuring that the working environment is safe and supportive for everyone working with us. This policy applies to employees, workers, agency staff, volunteers, and contractors across all areas of our organisation, including overseas operations.
Definitions
Harassment
Harassment is any unwanted conduct related to a protected ground under the Employment Equality Acts that has the purpose or effect of violating a person’s dignity and creating an intimidating, hostile, degrading, humiliating, or offensive environment.
Sexual Harassment
Sexual harassment is any form of unwanted verbal, non-verbal or physical conduct of asexual nature that has the same purpose or effect as harassment described above.
Unwanted conduct can include (but is not limited to)
Circumstances covered
This policy applies to behaviour in the following situations:
What to do if you are subject to harassment or victimisation
We are committed to ensuring there is no sexual harassment or victimisation in our workplace. Allegations will be treated seriously and may lead to disciplinary action, in line with our disciplinary procedures.
Informal Complaint
We recognise that complaints may be sensitive. You are encouraged to raise concerns with a senior colleague of your choice or a designated confidential contact. This person cannot be the same individual responsible for investigating a formal complaint.
If you feel able, you should make it clear to the harasser that their behaviour is unwelcome and ask them to stop. If this is difficult, you may put your concerns in writing, and your confidential contact can support you in doing so.
Concerns may also be raised during routine one-to-one meetings with your manager, who will listen and take them seriously, while encouraging you to use the reporting procedures.
Formal Complaint
Where informal steps are unsuccessful or where the harassment is more serious, you should make a written complaint to the Head of HR.
Your complaint should include:
On receipt of a formal complaint, we will take steps to separate you from the alleged harasser during the investigation. This may involve a temporary transfer or suspension on full pay.
A meeting will normally be arranged within five working days of your complaint. You maybe accompanied by a colleague or your confidential contact. The investigation will be carried out sensitively and in confidence.
Following the investigation, you will receive written findings, normally within ten working days. You have the right to appeal the outcome to a more senior manager.
Regardless of the outcome, we are committed to supporting all parties, which may include mediation or other measures to manage the working relationship.
You will not be victimised for raising a complaint.
Witnessing harassment
If you witness sexual harassment, you are encouraged to take appropriate action, without putting yourself at risk. This may include supporting the victim, encouraging them to report the matter, or reporting it yourself to HR.
Reports will be handled sensitively and confidentially.
Third-party sexual harassment
Third-party harassment occurs when an employee is harassed by someone outside our workforce(e.g. a client, supplier, contractor, or member of the public) in connection with work.
We will not tolerate such behaviour and will take reasonable steps to prevent and address it. This may include warning or excluding the third party, and in the case of criminal acts, reporting to An Garda Síochána.
We will also take action where a member of our workforce harasses a third party.
Disciplinary action
Where allegations are upheld, disciplinary action will be taken in line with our procedures, up to and including summary dismissal.
Aggravating factors, such as abuse of authority, will be taken into account. If a complaint is found to be deliberately false and malicious, disciplinary action may be taken against the complainant.
Training
We provide training to all staff to ensure:
Managers receive additional training on preventing and addressing harassment. Training is reviewed and refreshed regularly.
Support available
Support services are available, including our Employee Assistance Programme (EAP).
External support can be accessed through:
Review
This policy is reviewed regularly to ensure it remains up to date and in order to monitor its effectiveness. Any changes required will be implemented and communicated to our workforce.
Updated: 28/08/2025
Responsible Team: HR