Anti-Bullying and Harassment Policy

Weare committed to providing a safe, respectful, and inclusive workplace. Bullying, harassment, or any form of inappropriate behaviour will not be tolerated. This policy applies to all employees, contractors, volunteers, and visitors, and covers behaviour in the workplace, at company events, or online in any work-related context.

Purpose

This policy aims to:

  • Define bullying and harassment clearly.

  • Promote a culture of respect, dignity, and inclusion.

  • Provide clear procedures for reporting and resolving complaints.

  • Protect employees from retaliation when raising concerns in good faith.

Scope

This policy applies to all employees, contractors, consultants, and third parties engaged by RGA. It covers all work-related environments, including offices, client sites, remote work, travel, and company-sponsored events.

Definitions

Bullying
Repeated or unreasonable behaviour that creates risk to health and safety, including:

  • Verbal abuse, threats, or humiliation

  • Exclusion or isolation

  • Undermining work performance

Harassment
Unwanted behaviour related to a protected characteristic (e.g., age, gender, race, disability, sexual orientation), including:

  • Offensive jokes or comments

  • Displaying inappropriate material

  • Unwanted physical or verbal attention

  • Persistent unwelcome conduct

Note: Harassment or bullying may occur in person, by email, via messaging apps, or on social media.

Responsibilities

RGA Management

  • Promote a respectful and inclusive workplace culture

  • Address complaints promptly, confidentially, and fairly

  • Ensure protection from retaliation

  • Provide staff training on recognising and preventing bullying and harassment

Employees

  • Treat colleagues with respect and dignity

  • Report incidents promptly

  • Support colleagues who raise concerns

  • Cooperate with investigations

Reporting Procedure

  • Informal Resolution

    • Speak to the person causing the behaviour if safe

    • Seek guidance from your manager or HR

  • Formal Complaint

    • Submit a written complaint to HR or your line manager

    • Include details: dates, times, locations, people involved, and witnesses

  • Investigation

    • HR or management will investigate promptly, fairly, and confidentially

    • Interviews and evidence may be gathered

  • Outcome and Action

    • Corrective measures may include training, mediation, or disciplinary action

    • Complainant and respondent will be informed of the outcome

Protection Against Retaliation

RGA prohibits retaliation against anyone who:

  • Reports bullying or harassment in good faith

  • Participates in an investigation

Retaliation will be treated as a disciplinary matter.

Confidentiality

Complaints, investigations, and outcomes will be treated confidentially and shared only on a need-to-know basis.

Review

This policy will be reviewed periodically to ensure compliance with legislation, effectiveness, and alignment with RGA values.

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Approved By:   R Gauldie, Director

5th February 2026