Agenda item

The Human Resources and Organisational Development Manager introduced the report. He explained that the historical version of the council’s Bullying and Harassment Policy was reviewed in October 2024 to include provisions from the Worker Protection Act.

The Human Resources and Organisational Development Manager said that an amendment to the Equality Act 2010 turned the duty to safeguard against sexual harassment in the workplace into an active provision, expanding the duty to protect against third parties. He gave examples of where this expansion may apply, such as at staff Christmas parties and the use of contractors.

The Human Resources and Organisational Development Manager drew Members attention to the Action Plan detailed within the report, which had been agreed by Leadership Team. He advised the Committee that the historical policy had also been updated with input from Unison, to reflect changes in language and to give further clarification. 

The Human Resources and Organisational Development Manager said that the updated policy contained within the agenda pack showed tracked changes as per requests from Members of the Local Joint Panel. He said that a ‘no mark-up’ version had also been subsequently circulated to Members for ease of reading.

The Section 106 Programme Manager (who was attending in her capacity as a Unison representative and Chair of the Local Joint Panel) said that going forward a more structured way of reviewing policies had been agreed, allowing officers and Unison representatives to discuss and produce cleaner versions of documents for Members. 

The Interim Head of Human Resources and Organisational Development said that the council had signed up to a Human Resources Policy Programme Forum which allowed authorities from across the region to access each other’s policies via a central platform. She said this was of particular benefit to smaller authorities such as East Herts who did not have a Policy Team or an employment lawyer.

The Chair thanked officers for their detailed work. 

Councillor Butcher said that it was very sensible for the council to join the policy forum, which was a practice that many small charities followed. He asked for clarification if the duty to protect staff from harassment against third parties included the public.

The Human Resources and Organisational Development Manager said that it did include the public, and that measures were taken to create safe environments for all. He gave the examples of the zero tolerance and ‘Ask Angela’ signage in premises and information printed on BEAM’s tickets.

Councillor Butcher said that these measures sounded good, and asked if regular training would be given to BEAM staff, including casual workers.

The Human Resources and Organisational Development Manager said that it was very important that this was implemented, and that he would engage with the operational team at BEAM. He also welcomed any ideas from Members regarding this matter.

Councillor Dunlop referred to the flow chart on the last page of the updated policy and observed that it had been struck through. He asked if a new chart would be produced, with different advice/flow.

The Interim Head of Human Resources and Organisational Development said that the flow chart did need to be different, hence the striking through. The Human Resources and Organisational Development Manager said that the flow chart would be revamped.

Councillor Dunlop asked how cultural integration of the updated policies would be achieved, and asked if there were plans for Leadership Team to assist with this.

The Interim Head of Human Resources and Organisational Development said that Leadership Team had accepted a People Ambition Strategy, which set out the culture of the organisation – with a workforce which was skilled, resilient, flexible, and engaged.  She said that East Herts Together would be used as a vehicle for integration, with easily accessible resources available to employees and information included in staff inductions.

The Human Resources and Organisational Development Manager said that an e-learning module around harassment had been sourced, which would give core information to staff, and which was reportable. He said that further training around the subject would be looked at, but this was budget dependent.

Councillor Swainston asked if the Human Resources Policy Programme Forum was open to Town and Parish Councils.

The Interim Head of Human Resources and Organisational Development said that currently the forum was only attended by district, county, and unitary councils, but she would check, as a possibility may be that information could be shared with Town and Parish Councils post meetings.

The Chair asked if the council were linked with the Community Safety Partnership, who gave bystander training and initiatives geared towards the nighttime economy such as the ‘Ask for Angela’ scheme.

The Section 106 Programme Manager said that the council were an active part of the partnership, with the Community Safety and Anti-Social Behaviour Officer attending meetings.

The Chair said it was important that the council took care of its staff and that they felt safe.

It was moved by Councillor Hollebon and seconded by Councillor Butcher, that the recommendations, as detailed, be approved. After being put to the meeting and a vote taken, this motion was declared CARRIED.

RESOLVED – that A) the updated Bullying and Harassment Policy be approved; and

B) the action plan be approved.