Bullying and Harassment

We believe that everyone is made in the image of God and of equal value. Therefore, we do not tolerate bullying, harassment and/or victimisation, and we expect all clergy and lay leaders and those we serve to behave respectfully towards others and never to act in a way that could be considered as bullying, harassment and/or victimisation.

If you make an informal or formal bullying, harassment and/or victimisation complaint, you will be treated fairly, without victimisation or detriment.

In the event of a situation that involves bullying, harassment and/or victimisation, every effort should be made to consider using informal means

Wherever possible, any complaint of bullying or harassment should be notified in confidence to the Rural Dean or Archdeacon, even if proceeding informally. If neither is available, you could speak to the HR Manager or Sarah Pestell (Confidential Help and Counselling).

Informal resolution is where it has been decided (normally between the targeted person and the Archdeacon) that it may be sufficient to explain clearly to the person concerned that their behaviour is not welcome, is offensive or intimidating, or that it interferes with the person's ability to work effectively.

The informal route may ensure that the alleged harasser or bully understands how their behaviour is unacceptable and ensure that it stops. The informal route prevents the matter from becoming public or escalating, and making your situation more difficult.

How can this be done?

• It may be done in writing.

• It may be done face-to-face.

• If the targeted individual does not feel they can face the alleged harasser or bully, then they should discuss it with the Archdeacon to see whether another person could speak to the alleged harasser or bully on their behalf.

• If the targeted person does not feel they can confront the alleged harasser or bully alone, then it may be possible to ask the Archdeacon to identify someone to facilitate the meeting.

Hopefully, action taken will stop any offensive behaviour. Once an outcome is agreed between parties, your rural dean or Archdeacon will monitor the situation as appropriate.

Bullying and Harassment Contacts

If you think you are being bullied or harassed in your role, you should first consider contacting your Archdeacon to confidentially discuss the matter.

• Archdeacon of Wilts

• Archdeacon of Sherborne

If the Archdeacon is not available, or if you feel that the Archdeacon is not the appropriate contact at this point, or if you are unsure who to speak to, you could contact any of the following for a confidential discussion:

• Diocesan HR Manager

• Sarah Pestell (for confidential help and counselling)

The above contacts will listen to your concerns in confidence and provide information and advice as required on action you may wish to take and the support you may require. They will not make judgments on the situation.

Mediation

Mediation is a completely voluntary and confidential form of alternative dispute resolution. It involves an independent, impartial person helping two or more individuals or groups reach a solution that's acceptable to everyone.
Mediation is distinct from a facilitated meeting as outlined above:

•It is a voluntary process and there has to be will on both sides to reach a solution.

•The disputants (not the mediator) decide on the terms of resolution.

•The mediator does not offer advice or solutions.

It can be effective because it does not apportion blame and seeks to build a good working relationship going forward. It is not appropriate where pressure is being applied from other sources or where parties are distressed and not conciliatory on either side.