Bullying, Discrimination, and Harassment

Policy

We recognise our obligation under the Health and Safety at Work Act 2015 to provide a healthy and safe working environment for all staff, which includes managing workplace bullying. We expect all staff to support a working culture that is inclusive, safe, and respectful. We have a zero tolerance policy towards:

• bullying

  Examples of workplace bullying include:

  • any deliberate and repeated intimidation, humiliation, or manipulation of another person
  • direct or indirect behaviour that undermines another person's position or confidence
  • aggressive, threatening, physical or verbal behaviour
  • implied or actual criticisms, false claims, or allegations
  • unreasonable behaviour that causes physical or psychological harm
  • cyberbullying (any of the above carried out online, or involving technology in some way).
• discrimination

  Discrimination may be any behaviour that is prejudiced or biased. It may result in a person being treated differently or excluded because of personal characteristics. For example:

  • age
  • gender identity
  • sexual orientation
  • disability
  • ethnicity or colour
  • physical status (such as health or pregnancy).
• harassment.

  Workplace harassment may be physical or verbal forms of:

  • persistent attention that makes a person feel uncomfortable, annoyed, upset, or unsafe
  • repeated behaviour or commentary targeting characteristics such as gender, race, ethnicity, or disability.

  Sexual harassment shares these characteristics but may also be:

  • unwelcome behaviour of a sexual nature
  • messages, images, or references to a person, of an inappropriate sexual nature.

All allegations will be taken seriously and investigated promptly, confidentially, and objectively.

Bullying, discrimination, or harassment may result in disciplinary action. Even if the person who was harmed doesn't wish to pursue a complaint at the time, practice management may feel it is serious enough to begin disciplinary action.

See also Disciplinary Process.

Raising concerns

We encourage staff to speak up if they think they have been the victim of bullying, discrimination or harassment, and encourage them to support others to do so. There are a number of ways we encourage staff to respond:

• Directly, in person – speak or write to the person involved, but only if you are happy to do so.
• Informally – ask your manager/another manager to speak to the person involved.
• Formally – ask the practice manager to initiate a formal complaint process.

Keeping a record

Whichever approach is chosen to deal with an incident, we recognise it is important to record specific details soon after the event.

Documenting the facts facilitates keeping an accurate account and logging repeated incidents for future use. It is also important that a manager or a mediator has sufficient information to approach a complaint in a way that's fair and impartial to everyone.

Responding to claims

We treat all matters seriously, act promptly, and communicate processes and outcomes. We aim to find appropriate solutions for confirmed bullying as well as false reports, and take whatever steps are practicable to stop it happening again. We respond to serious bullying or harassment concerns and complaints involving staff in the same way we deal with other complaints.

Staff should feel confident that any complaint they make will be treated as confidential as far as possible. All inquiries, complaints, and investigations are treated in line with our privacy and confidentially policies.

We ensure that both parties involved in an allegation have access to appropriate support if they need it.

If the complaint can't be resolved within the practice, we may involve a trained mediator or contact the Human Rights Commission.

Ideally incidents can be resolved within the practice, but you can use external resources and agencies independently to raise a personal grievance or report harassment or bullying. Sexual harassment complaints can be made directly to the Human Rights Commission.

Related policies

Confidentiality

Privacy

Complaints Procedure

Disciplinary Process

Stress and Wellbeing

Resources

Worksafe: Bullying

Employment New Zealand: Bullying, harassment and discrimination

Netsafe: Bullying and Online abuse and harassment