Applicable to:

1.0 Scope

CERT Property's  Zero Tolerance Policy is part of our commitment to providing a safe and dignified work environment for all , regardless of gender, race, ethnicity, sexual orientation, disability, religion, or any other aspect of their identity. All occupants and their employees are responsible for conducting themselves in a professional and inclusive manner, and  action will be taken in situations where a person's behaviour violates this expectation. The Policy covers harassment, bullying, and discrimination both in and out of Elevator Recording Studios and provides a standard for addressing allegations of inappropriate behaviour.

Any persons who are found to have been involved in harassment, bullying, or discriminatory behaviour will be subject to immediate action, up to and including termination of an occupants tenancy or licence agreement. If CERT Property Ltd.'s property management team becomes aware of a contractor or vendor engaged in inappropriate behaviour, the relationship will enter a probationary period or be terminated, depending on the severity of the incident.

To ensure a safe and inclusive workplace, all persons are asked to report instances in which they experienced or witnessed harassment, bullying, or discrimination (as defined below). To notify their direct line manager or should the incident involve a member of CERT Property Ltd's property management team please reach out to danielhulse@certproperty.co.uk When you reach out, we ask you to include the following information:

1.       Name(s) of the individual(s) engaged in inappropriate behaviour

2.       Your name (you are encouraged to submit this information but it is not mandatory. You can make an anonymous report if you wish).

3.       Name(s) of the individual(s) targeted by the inappropriate behaviour (if you are a witness). If you have discussed the situation with the victim(s) and they requested to remain anonymous, please respect their wishes.

4.       A description of the inappropriate behaviour and scenario under which it occurred

5.       Date(s) and time(s) of the event(s)

6.       Any additional supporting evidence  

All Elevator Recording Studios occupants and their employees, volunteers, contractors, and vendors are expected to comply with the Zero Tolerance Policy. This includes senior leadership. An inclusive culture is only made possible by buy-in and cooperation from every person regardless of their role or position.

2.0 Prohibited Conduct

 The Policy applies to any individual who engages in the following behaviour(s):

1.       Harassment –The Occupational Health and Safety Act defines workplace harassment as “engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome.” More simply put, harassment is any one-time or repeated unwanted physical, verbal, or non-verbal conduct that violates a person’s dignity or creates an intimidating, hostile, degrading, uncomfortable, or toxic environment.  

Examples of harassment include, but are not limited to:

i.         Making threatening remarks

ii.       Sexual assault

iii.     Gender-based insults or jokes causing embarrassment or humiliation

iv.     Repeated unwanted social or sexual invitations

v.       Inappropriate or unwelcome comments on a person’s physical attributes or appearance

2.       Bullying – Bullying is any physical, verbal, and non-verbal conduct that is malicious or insulting. Bullying can make a person feel vulnerable, excluded, humiliated, undermined, fearful, or threatened. Bullying can take the form of physical, verbal, and non-verbal conduct. Examples of bullying include, but are not limited to:

i.         Physical threats

ii.       Psychological threats

iii.     Overbearing or intimidating levels of supervision

iv.     Shouting at colleagues in public or private

v.       Spreading malicious rumours

3.   Discriminatory Behavior – Discrimination refers to behaviour that treats people differently or adversely because of one or more of the facets of their identity, including race, color, ethnic origin, gender expression, religion, age, sex, sexual orientation, marital status, family status, physical or mental disability, or genetic characteristics. Examples of discrimination include, but are not limited to:

i.         Making insensitive jokes

ii.   Factoring an individual’s identity into a hiring decision

iii. Purposefully excluding a colleague on the basis of their gender

iv. Using a racial slur

4. Microaggressions – Micro-aggressions refers to obvious or subtle, direct or indirect behaviours and comments which reference an individual’s personal identity, such as their race, gender, ethnic origin, religion, or age. Over time, microaggressions can have lasting emotional and mental effects on the individual or individuals targeted and can contribute to a toxic and non-inclusive workplace. Examples of microaggressions in the workplace can include, but are not limited to:

i.         Calling a woman “bossy”

ii.   Repeatedly calling a racialised employee by the name of a different person of the same race

iii. Asking a racialized employee where they are “really” from

iv. Commenting on a person’s physical appearance in reference to racial characteristics such as skin tone

v.   Scheduling meetings or important deadlines on religious or cultural holidays

3.0 Resolution

Any individual who is accused of a breach of this policy will be subject to an investigation under the terms of our Occupier Conduct Policy and Complaint Policy.