Protecting Our People

Our commitment to dignity, respect and safety

At The Institute of Leadership, we believe that everyone has the right to be treated with dignity and respect. We are committed to providing a safe, inclusive and professional working environment in which our employees and volunteers can carry out their work free from harassment, sexual harassment, bullying, discrimination, intimidation or any other form of unacceptable behaviour.

This commitment applies wherever our employees and volunteers work and whoever they interact with. It includes meetings, conferences, events, networking activities, business travel, online platforms and any other setting in which they represent or undertake work for The Institute.

We recognise that harassment can come from a range of sources, and this could include members, customers, delegates, speakers, sponsors, suppliers, partners, contractors and other third parties. We will not accept inappropriate behaviour towards our employees or volunteers simply because it occurs outside our direct employment/volunteer relationship or involves someone with whom we have a professional or commercial connection.

The safety, dignity and wellbeing of our employees and volunteers will always take priority over the continuation of an event, activity or professional relationship.

What we consider unacceptable

Harassment can take many forms. It may be a single serious incident or a pattern of behaviour over time. It may be directed at an individual or create an environment in which people feel threatened, humiliated, intimidated or unsafe.

Examples include, but are not limited to:

Unwanted sexual attention, advances, comments, propositions or requests.

Sexualised jokes, remarks, gestures, images or messages.

Unwanted physical contact, invasion of personal space or threatening behaviour.

Bullying, intimidation, discriminatory comments or abusive language.

Inappropriate conduct during meetings, events, networking, hospitality or business travel.

Unwanted or inappropriate communications through email, social media, messaging platforms or other digital channels.

Any behaviour that undermines a person’s dignity, creates an intimidating, hostile, degrading, humiliating or offensive environment, or causes them to feel unsafe.

We recognise that the impact of behaviour can vary and that individuals may experience the same conduct differently. We will take concerns seriously and assess them in context. No one should feel that they have to tolerate inappropriate behaviour as part of their role or volunteering activity

Our expectations

We expect everyone who engages with The Institute to treat our employees and volunteers with dignity, courtesy and respect.

Our Member Code of Conduct sets out the standards of behaviour expected of Institute members. Members are expected to uphold these standards in their dealings with our employees and volunteers, as well as in their wider professional practice. Where a concern relates to a member, we may consider the matter under the relevant provisions of the Code and our associated procedures.

We also expect customers, event attendees, speakers, sponsors, suppliers, partners and other third parties to comply with these standards. Professional status, seniority, membership, commercial value or the importance of a relationship does not excuse inappropriate behaviour.

We will not overlook harassment to protect a commercial arrangement, preserve a partnership, avoid reputational discomfort or maintain an individual’s standing within the leadership and management community.

How we will respond

We take a zero-tolerance approach to harassment. This means that we will not dismiss, minimise or ignore concerns, and we will take appropriate action to protect our employees and volunteers and address unacceptable behaviour.

When a concern is raised, we will:

Listen to the person concerned and take their report seriously.

Consider any immediate risks and take steps to protect them and others who may be affected.

Respond promptly and sensitively, taking account of the circumstances and the wishes of the person concerned wherever possible.

Make appropriate enquiries and investigate concerns where necessary.

Take proportionate action to address the behaviour, prevent recurrence and protect our people.

Maintain appropriate records and handle information as confidentially as possible, recognising that information may need to be shared to investigate a concern or take action.

We will not require an employee or volunteer to continue engaging with someone whose behaviour has caused them to feel unsafe or subjected to harassment while a concern is being considered.

Our right to withdraw, restrict or end engagement

The Institute reserves the right to take action where the behaviour of an individual or organisation presents a risk to the safety, dignity or wellbeing of our employees or volunteers.

Depending on the circumstances, this may include:

Withdrawing our employees or volunteers from a meeting, event, activity, venue or other engagement.

Cancelling or declining participation in an activity or event.

Refusing or restricting an individual’s access to Institute activities, events, premises or services.

Requiring an individual to leave an event or activity.

Suspending or reviewing a professional, membership, supplier, sponsorship or other relationship.

Ending a relationship or agreement, subject to any applicable contractual or legal obligations.

Referring a matter for consideration under our Member Code of Conduct or other relevant procedures.

We may take immediate protective action where we consider it necessary, including before an investigation has concluded. The action taken will depend on the nature and seriousness of the concern, the risks involved and any relevant legal or contractual requirements.

We reserve the right to remove our team from any situation in which they are being subjected to, or are at risk of, harassment or other unacceptable behaviour. Our employees and volunteers will not be expected to remain in an unsafe or inappropriate situation in order to fulfil a commitment or maintain a relationship.

Serious incidents and referral to the authorities

Some incidents of harassment may be unlawful or may involve behaviour that is potentially criminal.

Where the nature or seriousness of a matter warrants it, the Institute may refer the incident to the relevant authorities, including the police or other appropriate regulatory or statutory bodies. We may also support an employee or volunteer who wishes to make a report themselves.

We will not rely solely on our internal procedures where external referral is appropriate. Any decision to contact the authorities will be considered in light of the circumstances, the seriousness of the behaviour, the risks to those affected and our legal responsibilities.

Where there is an immediate threat to someone’s safety, we will take appropriate steps to secure assistance, including contacting emergency services where necessary.

Supporting our employees and volunteers

We want our employees and volunteers to feel confident that they can raise concerns without fear of blame, disadvantage or retaliation.

Anyone who experiences or witnesses harassment is encouraged to report it to their manager or another appropriate person within The Institute. Where someone does not feel comfortable raising a concern through their usual reporting route, alternative routes will be made available.

We will handle concerns sensitively and as confidentially as possible. We will not tolerate victimisation or retaliation against anyone who raises a concern in good faith, makes a report or supports someone else to do so.

We recognise that raising a concern can be difficult. Employees and volunteers will be supported, and we will take their wellbeing into account throughout the process.

Our responsibility

Preventing harassment is an ongoing responsibility. We will take reasonable steps to identify and assess risks, provide guidance and training, and ensure that appropriate arrangements are in place to prevent and respond to unacceptable behaviour.

We expect those who work with us, engage with us or represent The Institute to share our commitment to dignity and respect.

Our standards are not optional. We will take action when they are breached, and we will not compromise the safety or wellbeing of our employees or volunteers.