Policy
Anti-Bullying and Harassment Policy
"We are committed to providing a safe, respectful, and inclusive workplace. Bullying, harassment, or any form of inappropriate behaviour will not be tolerated. This policy applies to all employees, contractors, volunteers, and visitors, and covers behaviour in the workplace, at company events, or online in any work-related context."
Purpose
This policy aims to:
- Define bullying and harassment clearly
- Promote a culture of respect, dignity, and inclusion
- "Provide clear procedures for reporting and resolving complaints"
- "Protect employees from retaliation when raising concerns in good faith"
Scope
"This policy applies to all employees, contractors, consultants, and third parties engaged by RGA. It covers all work-related environments, including offices, client sites, remote work, travel, and company-sponsored events."
Definitions
Bullying
"Repeated or unreasonable behaviour that creates risk to health and safety," including:
- Verbal abuse, threats, or humiliation
- Exclusion or isolation
- Undermining work performance
Harassment
"Unwanted behaviour related to a protected characteristic (e.g., age, gender, race, disability, sexual orientation)," including:
- Offensive jokes or comments
- Displaying inappropriate material
- Unwanted physical or verbal attention
- Persistent unwelcome conduct
"Harassment or bullying may occur in person, by email, via messaging apps, or on social media."
Responsibilities
RGA Management
- Promote a respectful and inclusive workplace culture
- Address complaints promptly, confidentially, and fairly
- Ensure protection from retaliation
- "Provide staff training on recognising and preventing bullying and harassment"
Employees
- Treat colleagues with respect and dignity
- Report incidents promptly
- Support colleagues who raise concerns
- Cooperate with investigations
Reporting Procedure
Informal Resolution
- Speak to the person causing the behaviour if safe
- Seek guidance from your manager or HR
Formal Complaint
- Submit a written complaint to HR or your line manager
- "Include details: dates, times, locations, people involved, and witnesses"
Investigation
- HR or management will investigate promptly, fairly, and confidentially
- Interviews and evidence may be gathered
Outcome and Action
- "Corrective measures may include training, mediation, or disciplinary action"
- Complainant and respondent will be informed of the outcome
Protection Against Retaliation
"RGA prohibits retaliation against anyone who: Reports bullying or harassment in good faith; Participates in an investigation."
"Retaliation will be treated as a disciplinary matter."
Confidentiality
"Complaints, investigations, and outcomes will be treated confidentially and shared only on a need-to-know basis."
Review
"This policy will be reviewed periodically to ensure compliance with legislation, effectiveness, and alignment with RGA values."