At Mwezi, we aim to attain the highest standards in all we do. Our values of respect, transparency, cooperation, fairness, compassion and ingenuity direct all of our work, whether that’s the treatment of our donors, our staff, the schools that we visit or the schoolchildren who benefit from our solar lights.

ANTI-BULLYING & HARASSMENT POLICY.

Purpose

The Mwezi Foundation is committed to providing a working environment free from bullying and harassment. We aim to ensure that all staff are treated, and treat others, with dignity and respect. This policy covers bullying or harassment which occurs at work and out of the workplace, including on work trips or at work-related events or social functions. This policy applies to all staff at all levels including employees, management, agency and casual workers, and independent contractors.


What is harassment?

In the UK, harassment is any unwanted conduct that has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. A single incident can amount to harassment. A person may be harassed even if they were not the intended “target”. Harassment also includes treating someone less favourably because they have submitted or refused to submit to such behaviour in the past. It is unlawful under the UK Equality Act 2010 to harass a person because of their age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation. It also includes conduct of a sexual nature (sexual harassment). Harassment is unacceptable even if it does not fall within any of these categories. Examples of harassment include, but are not limited to:

  • unwanted physical conduct including touching, pinching, pushing and grabbing;
  • unwelcome sexual advances or suggestive behaviour;
  • offensive e-mails, text messages or social media content or the display of offensive materials;
  • unwanted jokes, banter, mocking, mimicking or belittling a person.


What is bullying?

Bullying is offensive, intimidating, malicious or insulting behaviour, an abuse or misuse of power through means that undermine, humiliate, denigrate or injure the recipient. Bullying can include the use of personal strength or the power to coerce through fear or intimidation, not necessarily from someone in a position of authority. Bullying may be physical, verbal or non-verbal. It can include conduct that is not face-to-face, including via text message, email and social media. Examples of bullying include:

  • physical or psychological threats;
  • overbearing and intimidating levels of supervision;
  • inappropriate derogatory remarks about a person or their performance;
  • shouting at staff;
  • persistently picking on people in front of others or in private;
  • blocking promotion and training opportunities;
  • regularly and deliberately ignoring or excluding staff from work activities or work related social events; • setting a person up to fail by overloading them with work or setting impossible deadlines;
  • regularly making the same person the butt of jokes.

Legitimate and reasonable criticism of a staff member’s performance or behaviour, or reasonable management instructions, do not amount to bullying.


Policy Statement

The Mwezi Foundation believes that everyone we come into contact with, regardless of age, gender identity, disability, sexual orientation or ethnic origin, has the right to be protected from all forms of harm, including bullying or harassment. Bullying and harassment are not tolerated in the Mwezi Foundation and all staff are required to treat each other along with our school partners and other people who come into contact with the Mwezi Foundation with dignity and respect. .


Prevention

The Mwezi Foundation’s responsibilities.

The Mwezi Foundation will:

  • Ensure all staff have access to, are familiar with, and know, their responsibilities within this policy
  • Breaches of this policy will be dealt with in accordance with our disciplinary procedure. Serious cases of bullying or harassment may amount to gross misconduct resulting in dismissal.
  • Staff who make complaints or who participate in good faith in any investigation must not suffer any form of retaliation or victimisation as a result (see the Disclosure of Malpractice policy). However, making a false allegation deliberately and in bad faith will be treated as misconduct and dealt with under our disciplinary procedure. Anyone found to have retaliated against or victimised someone in this way will be subject to disciplinary action


Enabling reports

The Mwezi Foundation will ensure that safe, appropriate, accessible means of reporting bullying or harassment concerns are made available to staff and the communities we work with.

Any staff reporting concerns or complaints through formal whistleblowing channels (or if they request it) will be protected by the Mwezi Foundation’s Disclosure of Malpractice in the Workplace (Whistleblowing) Policy.

The Mwezi Foundation will also accept complaints from external sources such as members of the public, partners and official bodies.

Reporting harassment or bullying

  • If you believe you are being harassed or bullied, you may wish to raise the problem informally with the person responsible. Explain the situation and how it has made you feel. It can be helpful to describe the event so the other person is clear about your concerns. Use the opportunity to ask the person to change or stop their behaviour.
  • Alternatively you may speak to one of the directors, who can provide confidential advice and assistance in resolving the issue formally or informally. If you do not feel that informal steps are appropriate, or they have been unsuccessful, you should raise the matter formally with the directors.
  • If you are not comfortable raising the issue with the directors, you can contact our Mwezi Foundation Ambassador, Martin Brown, on mbbrown1@gmail.com.


Response

All complaints will be investigated appropriately. If we consider that there is sufficient evidence to suggest you have been harassed or bullied we will consider the appropriate action to take. If the person accused is an employee, this may include invoking our disciplinary procedure. Whether or not your complaint is upheld, we will consider how best to manage any ongoing working relationship between you and the person concerned.
The Mwezi Foundation will apply appropriate disciplinary measures to staff found in breach of policy.

Last Updated: 16 November 2022