Harassment, Bullying and Discrimination


We are committed to providing a work environment that is comfortable for all workers and free from any form of harassment, bullying or discrimination.

WHAT IS:

Harassment?

‘Harassment’ covers any form of unwanted conduct related to one of the protected characteristics under the Equality Act 2010 (including age, disability, sex, race, etc.), which has the purpose or effect of violating a person’s dignity; or creating an intimidating, hostile, degrading, humiliating or offensive environment.

Bullying?

‘Bullying’ relates to any form of offensive, intimidating, malicious or insulting behaviour, or an abuse or misuse of power which is meant to undermine, humiliate or injure the person on the receiving end.

Discrimination?

Discrimination in employment happens as a result of prejudice, misconception and stereotyping, which in turn hinders the proper consideration of an individual’s talents, skills, abilities, potential and experience. Discrimination can be direct or indirect, intentional or unintentional.

All those working for or with BRE are responsible for their behaviour and for challenging or reporting harassment, bullying or discrimination against colleagues, employees, customers or anyone else that we work with. Any kind of harassment, bullying or discrimination violates the BRE Way (not to mention the law) and will not be tolerated.

Failure to comply with our commitment to equal opportunities, whether intentionally or unintentionally, will be dealt with in accordance with BRE’s Disciplinary Policy. Harassment, bullying and discrimination may constitute gross misconduct and could lead to dismissal without notice.

Reporting harassment, bullying or discriminating

If you feel you or someone else is being harassed, bullied or discriminated against, we encourage you to report your concerns right away. In the first instance, we recommend that you take reasonable steps to find a solution to the problem informally with your Line Manager, or HR if your Line Manager is the subject of the grievance, before following the formal grievance procedure.

If the grievance cannot be resolved informally, you should raise a formal grievance following the BRE Group’s Grievance Policy and Procedure. BRE will take complaints seriously and seek to resolve grievances that are upheld.

Employees will not be penalised for raising a grievance, even if the grievance is not upheld, unless the complaint is both untrue and made maliciously.

Protection from retaliation

BRE has a zero-tolerance approach towards retaliation. Retaliating against an employee for complaining about or assisting in an investigation of harassment, discrimination or bullying is a disciplinary offence.