Dignity at Work Statement

Halifax Minster believes that the working environment should at all times be supportive of the dignity and respect of individuals. If a complaint of harassment is brought to the attention of management, it will be investigated promptly, and appropriate action will be taken.

What and How of Harassment

Harassment can be defined as conduct, which is unwanted and offensive and affects the dignity of an individual or group of individuals.

Sexual harassment is defined as “unwanted conduct of a sexual nature, or other conduct based on sex, affecting the dignity of women and men at work”.  This can include unwelcome physical, verbal, or non-verbal conduct.

People can be subject to harassment on a wide variety of grounds including:

  • race, ethnic origin, nationality, or skin colour.
  • sex or sexual orientation.
  • religious or political convictions.
  • willingness to challenge harassment, leading to victimisation.
  • disabilities, sensory impairments or learning difficulties.
  • status as ex-offenders.
  • age
  • real or suspected infection with a blood borne virus (e.g., AIDS/HIV).
  • membership of a trade union or activities associated with membership.

Forms may include:

  • physical contact ranging from touching to serious assault.
  • verbal and written harassment through jokes, offensive language, gossip and slander, sectarian songs, letters and so on.
  • visual display of posters, graffiti, obscene gestures, flags, and emblems.
  • isolation or non-cooperation at work, exclusion from social activities.
  • coercion ranging from pressure for sexual favours to pressure to participate in political/religious groups.
  • intrusion by pestering, spying, following someone.

What should I do if subject to Harassment?

If you feel you are being harassed, you are strongly encouraged to seek early advice/support from your line manager. If your feel your line manager is harassing you, then you should contact his / her immediate line manager.


You should also keep a written record detailing the incidents of harassment and any requests made to the harasser to stop.  This written record should be made as soon as possible after the events giving rise to concern and should include dates, times, places, and the circumstances of what happened.

The Minster has a formal procedure for dealing with these issues which can be accessed electronically if required.