Global Dignity and Respect at Work Policy 

  1. Policy statement

Digital Science is committed to creating and maintaining a positive working environment that is free from harassment (including sexual harassment), bullying and other harmful behaviours. It is the responsibility of all our people to ensure our work environment is built on mutual dignity and respect. This policy outlines our commitment to ensuring that all individuals are treated as such, and are expected to treat others in the same manner.

We know  our DS colleagues will continue to apply consideration, common sense and respect when working and interacting with others. By adhering to this Dignity at Work Policy, Digital Science aims to create a truly inclusive and equitable workplace where everyone can contribute their best and feel valued for their unique talents and perspectives.

This policy covers harassment, bullying, and harmful behaviours, such as microaggressions and minimisation in the workplace and in any work-related setting outside of the workplace (for example, business trips and work-related social events or functions, or on social media).

This policy applies to Digital Science employees, officers, agency workers, casual workers, consultants and self-employed contractors and any other third parties engaged with Digital Science. 

This policy does not form part of your contract of employment, and we may amend it at any time.

If you have difficulty navigating this policy then please discuss this with your line manager or the People Team.

  1. Guiding Principles

While this is a global policy, we understand its interpretation and application will be shaped by varying country contexts. To ensure its relevance and effectiveness worldwide, this policy adheres to three guiding principles: balancing global commitments with local legal requirements, being mindful of and navigating different cultural norms, and recognising the significance of identity and power dynamics.

Balancing global commitments with local legislation 

This principle underscores our commitment to upholding fundamental standards of dignity and respect for all individuals, regardless of location. We recognise that employment laws and regulations concerning discrimination, harassment, and workplace conduct can vary significantly between countries and regions. Therefore, this policy aims to establish a baseline of expected behaviour that aligns with our global values while also ensuring compliance with all applicable local legislation. In instances where local laws provide greater protection or have specific requirements, those will take precedence. This approach ensures both a consistent global standard and adherence to the legal obligations within each operating country.

Navigating cultural norms

We acknowledge that what is considered respectful behaviour can be influenced by diverse cultural norms, values, and communication styles. This principle emphasises the importance of cultural intelligence – the ability to understand, interpret, and adapt to different cultural contexts. All individuals are expected to be mindful of these differences and to exercise sensitivity in their interactions. This includes being aware of potential nuances in verbal and non-verbal communication, personal space, and social etiquette. While respecting cultural diversity, this principle also reinforces that certain behaviours that fundamentally undermine dignity and respect, such as discrimination and harassment, are unacceptable regardless of local cultural norms. We encourage continuous learning and development to enhance cultural awareness and promote inclusive interactions.

Power and personal identity

This principle recognises that individuals have multiple, intersecting aspects of their identity (including but not limited to race, ethnicity, gender, sexual orientation, age, disability, religion, and socioeconomic background) that can influence their experiences and perceptions in the workplace. We are committed to understanding how these different aspects of identity can interact and potentially lead to unique experiences of discrimination or disadvantage. We also acknowledge the existence of power dynamics within the workplace, which can be based on factors such as job title, seniority, access to resources, or social capital. We are dedicated to fostering an environment where power is used responsibly, and where all individuals feel empowered to voice concerns without fear of reprisal. We will actively guard against behaviours that take advantage of power imbalances or unfairly impact individuals due to their identity.

  1. Responsibilities

3.1 Everyone has a role to play in conducting themselves in accordance with this policy and ensuring that harassment and bullying are not tolerated.

3.2 All managers must set an appropriate standard and ensure that those they manage understand the standards of behaviour expected of them. We are committed to ensuring that managers are able to operate in accordance with this policy and are equipped to take appropriate action to ensure that all individuals comply. We will provide appropriate training relevant to the role of each manager.

3.3 If any individual believes that this policy is not being adhered to then they are encouraged to bring this to the attention of their manager.

4. Harassment

4.1 Harassment is any unwanted physical, verbal or non-verbal conduct that has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. A single incident can amount to harassment. 

4.2 Harassment can be: sexual harassment (which is conduct of a sexual nature- see Appendix A), related to age, disability, gender reassignment, marital or civil partnership status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation. Any harassment is unacceptable even if it does not fall within any of the above categories. If an individual has submitted or refused to submit to harassment in the past it is further harassment to treat them less favourably because of this.

4.3 Harassment of a person can occur even if they were not the subject or intended target. For example, a person may be harassed by racist or sexist jokes regardless of their own race or sex if the jokes create an offensive environment, or sexually harassed by pornographic images displayed on a colleague’s computer in the workplace.

  1. Microaggressions and Minimisation

5.1 Microaggressions are subtle or indirect comments, questions, phrases, jokes, or body language that, while often unintentional, can make individuals feel alienated or excluded both within and outside of the workplace. Microaggressions are a common way in which individuals can experience feelings of exclusion in the workplace. 

5.2 Common examples of microaggressions include (but are not limited to):

  1. Commenting on a person’s abilities or proficiency in a language;

  2. Making generalisations and assumptions about peoples based upon their backgrounds, upbringing or other attribute

  3. Commenting on whether a person's appearance aligns with assumptions about their gender identity or disability status; and/or

  4. Touching another person’s hair or a pregnant person’s stomach without consent; or commenting on the texture or style of another person’s hair.

5.3 Minimisation is when a person downplays another person’s experiences of inequality or discrimination, or attempts to question or minimise the impact of inequality or discrimination on an individual.

5.4 Minimisation can contribute to a culture of exclusion within the organisation, potentially creating a hostile or unwelcoming environment that discourages individuals from raising concerns about their experiences

5.5 Addressing Microaggressions and Minimisation: Fostering Open Dialogue 

  1. We understand that addressing microaggressions and minimisation may be a new concept for some, and that mistakes can happen. Our goal is to expand the circle of inclusion for everyone at Digital Science, not to alienate any group or vilify individuals for unintentional missteps.

  2. When microaggressions or minimisation occur, we encourage an approach rooted in open dialogue and grace. This means:

  • Empowering individuals to speak up: If you experience or witness a microaggression or an act of minimisation, we encourage you to voice your discomfort. This can be done directly and respectfully to the individual, or through seeking support from a manager or a trusted colleague.

  • Encouraging empathetic listening and learning: If you are told that something you said or did had a negative impact, we ask that you listen with an open mind, seek to understand the other person's perspective, and commit to learning from the experience. This is an opportunity for growth and to deepen our collective understanding of respectful interactions.

  • Focusing on resolution and understanding: The aim is to address the impact, facilitate understanding, and prevent recurrence, rather than assigning blame. In line with our policy principle of recognising cultural norms across our global operations and our values to be collaborative and inclusive and always open-minded, we believe in creating a global company culture where people feel safe to raise concerns and where everyone can learn and grow together.

  1. Bullying

6.1 Bullying is regarded as offensive, intimidating, malicious or insulting behaviour that can make a person feel vulnerable, upset, humiliated, undermined or threatened.

6.2 It can involve a person misusing their power of authority, seniority, strength, information or other power over another individual to coerce through fear or intimidation.

6.3 Bullying can involve physical, verbal or non-verbal conduct. Examples of can be found in appendix B and can include:

  1. physical or psychological threats;

  2. overbearing and intimidating levels of supervision;

  3. inappropriate and/or derogatory remarks about a person’s performance;

  4. ignoring or shunning someone, deliberately excluding them from conversations, communications, activities or events and/or;

  5. shouting or swearing 

6.4 Legitimate, reasonable and constructive criticism of performance or behaviour, or reasonable instructions given to individuals in the course of their employment will not amount to bullying on their own.

  1. Victimisation/ Retaliation 

Victimisation/ Retaliation is regarded as someone being treated less favourably, or suffering a detriment, for being involved in a complaint.

For example (this is a non-exhaustive list):

  1. Denying someone an opportunity because it is suspected that they intend to make a complaint

  2. Excluding someone because they have raised a grievance 

  3. Failing to promote someone because they accompanied a colleague to a grievance meeting.

  4. Dismissing someone because they gave evidence on behalf of a colleague at an employment tribunal hearing.

  5. Third-party harassment

Third-party harassment occurs where a person is harassed by someone who does not work for, and who is not an agent of, the same employer, but with whom they have come into contact during the course of their employment- and vice versa. 

Third-party harassment could include, for example, derogatory comments about a person's age, disability, pregnancy, colour, religion or belief, sex or sexual orientation, or unwelcome sexual advances, from a client, customer or supplier visiting the employer's premises, or where a person is visiting a client, customer or supplier's premises or other location in the course of their employment.

Third-party harassment can result in legal liability and will not be tolerated. Everyone is encouraged to report any third-party harassment they are a victim of, or witness, in accordance with this policy. 

If any third-party harassment occurs, we will take steps to remedy any complaints and to prevent it happening again. Action may include warning the harasser about their behaviour, banning them from our premises, reporting any criminal acts to the police, and sharing information with other parts of the organisation.

Any harassment by an employee or worker against a third-party may lead to disciplinary action up to and including dismissal. 

  1. Raising concerns or complaining about harassment, victimisation  and bullying

9.1 Harassment, bullying and victimisation/ retaliation will not be tolerated. If you feel that you are being harassed, bullied or victimised, and you feel able to raise the issue informally with the person responsible, explain clearly that the behaviour is not welcome or makes you feel uncomfortable and ask them to stop. If you do not feel able to raise your problem with the individual responsible you should speak to your line manager or your manager's manager. If this is not possible or appropriate, please speak to the People Services team for advice, assistance or support.

9.2 If informal resolution is not possible or appropriate, or for serious incidents of harassment or bullying, you should raise the matter formally under the Global Grievance Policy.

9.3 Any complaints raised formally under the Global Grievance Policy will be investigated fully and fairly and in a timely manner. We will consider whether any interim steps or measures are necessary to manage the ongoing relationships between you and the person responsible while the investigation is ongoing.

9.4 If harassment, bullying or victimisation is found to have taken place then the matter will be dealt with appropriately, in line with local laws and legislation. We will take steps to remedy any complaints and to prevent it happening again. Action may include updating relevant policies, providing further training and taking formal disciplinary action. 

9.5 To uphold our duty of care, People Services will use its judgment to proactively investigate serious allegations that come to its attention, regardless of whether a formal complaint has been submitted.

9.6 You can also use our confidential Whistleblowing service, Safecall on 08009151571 or at [email protected], to report any form of harassment, bullying or victimisation either directly experienced or witnessed. 

10. Protection and support

10.1 DS will not victimize/retaliate against any individual that makes a complaint or flags an issue under this policy.

11. Monitoring 

We will review this policy regularly and monitor its effectiveness. This will include  monitoring the treatment and outcomes of any complaints of harassment, sexual harassment or victimisation we receive to ensure that they are properly investigated and resolved, those who report or act as witnesses are not victimised, repeat offenders are dealt with appropriately, cultural clashes are identified and resolved and workforce training is targeted where needed.

We offer access to confidential employee support/counselling through our various Employee Assistance Programme providers. Please visit  the benefits page for more information.

This policy is to be used in accordance with

  • Global Equality & Non Discrimination Policy

  • Global Grievance policy

  • Whistleblowing Policy

  • Inclusive Practice Toolkit

Appendices 

Appendix A

Examples of harassment and sexual harassment may include (this is a non-exhaustive list):

  • Insults, slurs, or offensive language directed towards a person

  • violated the person's dignity

  • created an intimidating, hostile, degrading, humiliating or offensive environment for the person

  • making sexual remarks about someone's body, clothing or appearance

  • asking questions about someone's sex life

  • telling sexually offensive jokes

  • making sexual comments or jokes about someone's sexual orientation or gender reassignment

  • displaying or sharing pornographic or sexual images, or other sexual content

  • touching someone against their will, for example putting yours hands around someone's waist

  • sexual assault

  • unwelcome sexual advances or suggestive behaviour (which the harasser may perceive as harmless

  • intrusive questions about a person's private or sex life or a person discussing their own sex life

Appendix B

Bullying can involve physical, verbal or non-verbal conduct. Examples of bullying may include (this is a non-exhaustive list):

  • physical or psychological threats;

  • overbearing and intimidating levels of supervision;

  • inappropriate and/or derogatory remarks about a person’s performance;

  • ignoring or shunning someone, deliberately excluding them from conversations, communications, activities or events.

  • Shouting or swearing 

  • Unjustified persistent negative comments or criticism

  • Humiliating someone in front of others

  • Misuse of power or position

  • Offensive or abusive personal remarks

  • Setting deliberately unreasonable and unattainable targets

  • Exclusion or victimisation

  • Picking on one person for criticism when there is a common problem

  • Making false allegation

  • Spreading malicious rumours 

  • Sending or displaying materials that someone may find offensive

  • Unwelcome sexual or social advances

  • Unwanted physical conduct including touching, grabbing, or pushing

  • Insulting or aggressive behaviour

  • Insensitive, inappropriate, offensive jokes, pranks, or “banter”

  • Trolling via social media platforms

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