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Our sexual harassment policy aims to protect clients and employees from unwanted sexual advances and give them guidelines to report incidents. We will also explain how we handle claims, and help victims recover. won’t tolerate sexual harassment in the workplace. Our culture is based on mutual respect and collaboration. Sexual harassment is a serious violation of those principles.




This policy applies to all personnel regardless of gender, sexual orientation, level, function, seniority, status or other protected characteristics.

We are all obliged to comply with this policy. won’t tolerate sexual harassment from inside or outside of the company.

Employees, investors, contractors, clients, delegates and everyone interacting with are covered by the present policy.






Sexual harassment has many forms of variable seriousness. A person sexually harasses someone when they:

  • Use misogynistic language or behaviour 

  • Insinuate, propose or demand sexual favours of any kind

  • Invade another person’s personal space (e.g. inappropriate touching)

  • Stalk, intimidate, coerce or threaten another person to get them to engage in sexual acts

  • Send or display sexually explicit objects or messages in person or via telephone, social media or email

  • Comment on someone’s looks, dress, sexuality or gender in a derogatory or objectifying manner or a manner that makes them feel uncomfortable

  • Make obscene comments, jokes or gestures that humiliate or offend someone

  • Pursue or flirt with another person persistently without the other person’s willing participation

  • Flirting with someone at an inappropriate time (e.g. in a team meeting) is considered sexual harassment, even when these advances would have been welcome in a different setting. This is because such actions can harm a person’s professional reputation and expose them to further harassment


The most extreme form of sexual harassment is sexual assault. This is a serious crime and will support employees and clients who want to press charges against offenders.




  • No one has the right to sexually harass our personnel. Any person at who is found guilty of serious harassment will be dismissed​

  • If representatives of another company sexually harass our employees or clients, we will demand that the company they work for takes disciplinary action and/or refuse to work with this person in the future​

  • Sexual harassment is never too minor to be dealt with. Any kind of harassment can wear down employees and clients and create a hostile workplace. We will hear every claim and punish offenders appropriately​

  • Sexual harassment is about how we make others feel. Many do not consider behaviours like flirting or sexual comments to be sexual harassment, thinking they are too innocent to be labelled that way. But, if something you do makes your colleagues uncomfortable, or makes them feel unsafe, you must stop

  • We assume every sexual harassment claim is legitimate unless proven otherwise

  • We listen to victims of sexual harassment and always conduct our investigations properly

  • We will not allow further victimisation of harassed employees or clients. We will fully support employees who were sexually harassed and will not take any adverse action against them. For example, we will not move them to positions with worse pay or benefits or allow others to retaliate against them

  • Those who support or overlook sexual harassment are as much at fault as offenders

  • All personnel, clients and training delegates are obliged to prevent sexual harassment and act when they have suspicions or receive reports. Letting this behaviour go on or encouraging it will bring about disciplinary action

  • Anyone who witnesses an incident of sexual harassment or has other kinds of proof should report to Samantha J Hudson





If you are being sexually harassed (or suspect another person is being harassed), please report it to Samantha J Hudson. In serious cases like stalking or sexual assault, please call the police. We acknowledge it’s often hard to come forward about these issues, but we need your help to build a fair and safe workplace for you and your colleagues.


If you want to report sexual harassment within our company, there are two options:


Ask for an urgent meeting with Samantha J Hudson. Once in the meeting, explain the situation in as much detail as possible. If you have any evidence (e.g. emails, texts, photo's), forward them or bring them with you to the meeting.

Send your complaint via email. Attach any evidence or information that can be used in the investigation. Samantha J Hudson will investigate the issue and contact you as soon as practicable.


If you report an assault to the police, our company will provide any possible support until the matter is resolved. In any case, we will ensure you are not victimised and that you have access to relevant evidence admissible in court, like CCTV  footage or emails (without revealing confidential information about other employees.)




Sometimes, people who harass others do not realise that their behaviour is wrong. We understand this is possible, but that doesn’t make the perpetrator any less responsible for their actions.

Sexual harassment goes beyond the boundaries of off-hand comments, flirting or jokes.


If you suspect that someone doesn’t realise their behaviour is sexual harassment under the definition of this policy, let them know and ask them to stop. Do so preferably via email so you can have records. Please do not use this approach when your manager or client is the perpetrator.


In the above cases, report to Samantha J Hudson as soon as possible.




Employees who are found guilty of sexual assault will be dismissed 


Employees who are found guilty of sexual harassment will be dismissed.

We apply these disciplinary actions uniformly. Personnel of any sexual orientation or other protected characteristics will be penalised the same way for the same offences.



First and foremost all personnel, clients and delegates should try to prevent sexual harassment by building a culture of respect and trust. But when sexual harassment occurs and an employee or client makes a complaint managers must act immediately.


Personnel and clients should talk to Samantha J Hudson who will then explain company procedures to the person who made the complaint.


When Samantha J Hudson receives a complaint that a member of personnel harasses another person, she will:


  • Ask for as many details and information as possible from the person or persons making the complaint

  • Keep copies of the report with dates, times and details of incidents and any possible evidence in a confidential file (separate from the personnel file.)          

  • Samantha J Hudson will update this file with all future actions and conversations regarding this complaint and launch an investigation

  • Check if there have been similar reports on the same person. If there are,  Samantha J Hudson will contact the perpetrator’s employer or organisation they are affiliated with if in a voluntary, board of directors, trustee or association member role to let them know that their member of personnel has had a complaint of harassment or inappropriate sexual conduct made against them

  • Inform the harassed employees of our company’s procedures and their options to take legal action if appropriate

  • Take into account the wishes of the harassed person. Some might want the matter to be resolved informally and discreetly, while others might expect more robust actions (e.g. transferring the perpetrator)

  • Samantha J Hudson will consider the circumstances and decide on appropriate action

  • Contact the harasser and set up a meeting to explain the complaint and explicitly ask for this behaviour to stop, or,

  • Arrange for mediation sessions with the two employees (harassed and perpetrator) to resolve the issue, if the harassed employee agrees or,

  • Launch a disciplinary process depending on the severity of the harassment   


In cases of sexual assault or coercing someone for sexual favours under threats or a position of power or authority, we will dismiss the harasser immediately​.

Personnel must not, under any circumstances, blame the victim, conceal a report or discourage anyone from reporting sexual harassment. If any member of personnel behaves that way, please send an email to Samantha J Hudson explaining the situation.



Apart from investigating claims and punishing perpetrators, we want to support the victims of sexual harassment. If you experience trauma, stress or other symptoms because of harassment, consider:


Taking a few days of sick leave to restore your mental health

Asking your insurance provider whether they cover mental health services.

Your job and benefits will not be jeopardised or altered if you choose any of those options or other means to recovery.




Sexual harassment can exhaust those who endure it. Speaking up about this issue is often difficult for fear of not being heard, upsetting managers and challenging corporate culture.


Please don’t let these fears deter you. will do everything possible to stop sexual harassment and any other kind of harassment from happening while supporting harassed employees.


We need to know what’s going on so we can act on it. And by raising your voice on this issue, you help our company create a happy workplace and thrive.

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