Anti-Harrassment and Bullying Policy​


At Digital Bricks Learning, we embrace diversity and ensure that every staff member has the right to a harmonious working environment. Our commitment extends to preventing harassment and bullying, and it’s crucial to familiarise staff with our procedures in these matters.

Our staff and associates are responsible for cultivating a workplace where harassment and bullying are unacceptable. They must act promptly if such behaviours are suspected or identified, regardless of whether a formal complaint is lodged. All allegations, whether formal or informal, must be treated with seriousness, promptness, and sensitivity.

We recognise our legal obligations under the Health and Safety Act 1974, The Equality Act 2010, and other relevant legislation to prevent harassment based on race, age, gender, disability, sexual orientation, religion, gender reassignment, pregnancy, maternity, marital status, or any other grounds. Every staff member and associate is liable under these laws, and harassment or bullying can lead to disciplinary action. We ensure protection against victimisation for those raising concerns and take any malicious allegations seriously.

Handling harassment: Procedures and steps

If a staff member or associate experiences harassment, they should document incidents and approach a manager or director they feel comfortable with. In group situations, the leader must address harassment immediately and clarify that such behaviour is unacceptable.

Staff and associates experiencing harassment have several options: addressing the harasser directly, seeking a different perspective, or filing a formal complaint. For advice or to discuss concerns, employees can consult a manager or director. Our business provides specialist training on equality, diversity, and inclusion, and harassment prevention. Staff and associated are informed about these topics and have access to our learning materials.

When approached about harassment, staff and associates should find a private space for discussion, listen attentively, and offer options for resolution. All meetings should be documented, and records kept confidentially.

Confidentiality is crucial in handling harassment allegations. Managers may consult ACAS for advice, ensuring the individual’s agreement. The manager or director may facilitate a meeting between the parties involved to address the behaviour.

In cases where informal resolution is ineffective, mediation is an option. A formal complaint can be submitted if necessary, directed to the director at

Formal complaint process

A formal complaint, to be filed with the manager or director, should detail the nature of the harassment, including dates, times, places, and any witnesses. Alternatives for the complainant’s work location or schedule will be considered during the investigation. The director will consult with the legal team, and if necessary, a formal investigation panel will be convened.

Should you need to report any issues relating to anti-harrassment and bullying, please reach out to the Director. Reports can also be made confidentially to the Director at Our Anti-Harrassment and Bullying Policy is readily available for our staff, associates, clients, and partners. These documents can be accessed through our website ( or can be provided upon request.

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