11.5 BULLYING AND HARASSMENT Our aim is to provide an environment which respects the dignity of individuals. Bullying or harassment of any employee is neither permitted or condoned by Byron.We are determined to ensure that you are treated fairly with dignity, respect and courtesy, free from harassment and bullying whilst working for us. 11.6 BULLYING Bullying is offensive, intimidating, malicious or insulting behaviour, which through the abuse or misuse of power makes the recipient feel vulnerable, upset, humiliated, undermined or threatened. Examples of bullying include but are not exhaustive of the following: • Ridiculing or demeaning others • Overbearing supervision •  Unjustifiably excluding colleagues from meetings/ communications. Any behaviour like this will be viewed extremely seriously and a single, serious incident could result in summary dismissal for gross misconduct. Bullying however does not include legitimate and constructive criticism of your performance or behaviour, an occasional raised voice, reasonable instructions in the course of employment, or an argument. 11.7 HARASSMENT Harassment may involve any unwanted and unnecessary physical, verbal or non-verbal conduct which has the purpose or effect of affecting a worker’s dignity or creating an intimidating, hostile, degrading or offensive environment. Examples of Harassment include but are not exhaustive of the following: •  Intimidating, persecuting, or deliberately hurting someone – and may be either verbal or physical •  Unwanted and unnecessary physical contact, words, banter, writing or pictures; or isolation or non-cooperation, coercion, or intrusion by pestering or spying •  You may not intent to offend someone with a joke or through banter but remember it’s how the person interprets what you say that really matters Any behaviour like this will always be viewed extremely seriously and a single serious incident can result in summary dismissal for gross misconduct. If you feel that you are a victim of bullying and harassment and you are reluctant to speak to your manager, please contact your People Manager. Please refer to the Dignity at Work Policy for further details. 11.1 DIGNITY ATWORK At Byron we encourage diversity and inclusion within our restaurants and want all our employees to succeed. We believe that all decisions about and treatment of people at work should be based on that individual’s abilities, skills, performance and behaviour, and our business requirements. Questions relating to an individual’s age, disability, gender reassignment status, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation, or fixed term or part term status, or indeed any other characteristic, should not be relevant or taken into account for the purpose of recruitment, development, remuneration and promotion. If you are found guilty of breaching the Equal Opportunity Policy, disciplinary action may be taken against you and in serious cases you may be summarily dismissed, that is how serious we think this is. 11.2 DIVERSITY Our employees and guests come from many different backgrounds and have many different beliefs, which is what makes us all so special and fascinating.We want you to celebrate this diversity and behave towards others with good manner, tolerance and respect. 11.3 DIVERSITY RULES: •  It is totally unacceptable for anyone to address others or refer to them in racist or sexist terms, with reference to their physical or personal characteristics, or in any abusive way at all •  Don’t seek to persuade others to your religious, philosophical or political beliefs while at work – you should respect people’s differences 11.4 EQUAL OPPORTUNITY GRIEVANCE If you feel that you are not being treated equally, please raise the matter with your manager and see if that resolves the issue. If you wish to take a more formal approach you can start a Grievance Procedure, as highlighted below. If raising the matter with your manager is inappropriate or a conflict of interest, you should discuss the situation directly with the People Team. Try to alert us to any problems, either formally or informally, as early as possible – it saves you dwelling on it and means it can get sorted out quickly for you. 27 26 11.THEBYRONFAMILY