Conduct Policies
Code of Conduct
British Fashion Council (company number 02050620) and British Fashion Council Foundation (11917315) (‘we’ ‘us’ ‘our’), strive to provide a respectful, safe and welcoming environment to all our members, patrons, partners, suppliers, scholars and beneficiaries (‘BFC Community’ ‘you’) and others who may come into contact with us through our activities. [Staff (including contractors) are directed to the Staff Conduct Policy below].
- Purpose
- The purpose of this Code of Conduct is to set out the behavioural expectations of those involved in the BFC Community and to specify our policies and procedures for responding to complaints about conduct that does not comply with this Code. It also covers how a complaint under this Code should be brought to our attention.
- Who it applies to and when
- This Code of Conduct applies to everyone in the BFC Community.
- It applies while you are a participant of the BFC Community and covers behaviour that occurs within the context of your activities and dealings with members of the BFC Community (including us) as well as outside of it, if relevant (as determined by us).
- By participating in the BFC Community you agree to comply with this Code of Conduct.
- Minimum expected standards
- You agree to, as applicable to your role in the BFC Community:
- maintain the highest standards of professional endeavour, integrity, confidentiality and financial proprietary;
- ensure that all conduct is honest, fair, equal, non-discriminatory and law abiding;
- apply the same professional standards regardless of an individual’s gender, race, ethnicity, religion or beliefs, disability, sexual orientation, marital status or age;
- adhere to our and any other relevant organisation’s arrangements, rules, procedures and functions and not to commit or be party to any act or omission (including any fraudulent or dishonest act) that results or may result in a breach of these;
- not partake in any activity or behaviour that amounts to professional misconduct;
- ensure that the good name and reputation of the British Fashion Council and the British Fashion Council Foundation is not brought into disrepute through professional or personal actions or direct or indirect comments, howsoever communicated (including online);
- ensure safe working environments, free from bullying, harassment, and discrimination.
- unless agreed otherwise specifically in writing, maintain absolute confidentiality of our sensitive, valuable or confidential information (unless specifically agreed otherwise in writing) and not to disclose or authorise to be disclosed or use for personal gain or to benefit a third party any of our confidential information;
- ‘Prohibited Conduct’ inconsistent with the standards expected of participants of the BFC Community includes:
- Lying, fraud or bribery;
- Harassment or discrimination;
- Sexual harassment or sexual assault;
- Violence
- Bullying;
- Theft (including of intellectual property);
- Using or benefiting from slavery, servitude, forced or compulsory labour, child labour or human trafficking – whether directly or within your supply chain (if applicable);
- Other criminal conduct;
- Misuse of the British Fashion Council or British Fashion Council Foundation name, logo or affiliation.
- The list of Prohibited Conduct above is indicative and not exhaustive and represents the minimum of what we expect from the BFC Community.
- Reporting misconduct
- Any individual who wishes to report misconduct by a participant of the BFC Community should contact an Internal Board Member of the British Fashion Council in writing. To do this, please e-mail: richmond@britishfashioncouncil.com
- Individuals may request confidentiality when reporting misconduct. We will respect privacy and confidentiality if reasonably possible, but it may not always be possible including if there is significant risk of harm or where legal obligations require otherwise.
- Investigating reports of misconduct
- We will decide in our discretion whether it is appropriate for any investigation to be undertaken following receipt of a misconduct report (except if required otherwise by law, such as in the case of criminal activity).
- The Internal Board will review the need to investigate a misconduct report and will propose action to the Executive Board for approval before taking action.
- Consequences of failure to comply with this Code
- Any failure to comply with this Code of Conduct will be taken seriously, and we may consider taking steps in response, where appropriate.
- Any decision by us relating to redress and / or sanction will be proportionate to the seriousness of the misconduct and may, without limitation (and if applicable), include warnings or an official reprimand, exclusion from the BFC Community, temporary suspension or permanent cessation of grant funding, removal of membership, refused access to our events, cessation of commercial partnerships, termination of contracts underpinning our relationship and, where appropriate or required by law, formal reporting to the authorities and / or the Charities Commission.
- Criminal activity will be dealt with in accordance with applicable laws.
Last reviewed: 20 July 2021
Dignity at Work
British Fashion Council Employee Handbook
Introduction
We are committed to creating a work environment free of harassment, intimidation or other forms of bullying, where everyone is treated with dignity and respect.
Harassment and bullying can have very serious consequences for everyone and so, all allegations of bullying and harassment will be investigated and, if appropriate, disciplinary action will be taken.
Key Points
- The BFC will not tolerate bullying or harassment of any kind (see policy below for definitions). Bullying or harassment constitute as gross misconduct and can result in dismissal without notice.
- If you feel you are being bullied or harassed, you may be able to sort matters out informally (see below for details). If not, you may make a complaint using our Grievance Procedure.
- Any complaints remain confidential on a ‘need to know’ basis.
- During an investigation you and the alleged harasser will not be required to work together.
- Misuse of this policy ie. Making a complaint you know to be untrue may lead to disciplinary action being taken against you.
To whom does the policy apply?
This policy covers bullying and harassment of and by managers, employees, contractors, agency staff and anyone else engaged to work at the BFC, whether by direct contract with us or otherwise. If the complainant or alleged harasser is not employed by the BFC this policy will apply with any necessary modifications.
The policy covers bullying and harassment in the workplace and in any work-related setting outside the workplace, e.g. business trips and work-related social events.
What is bullying and harassment?
Bullying is offensive, intimidating, malicious or insulting behaviour, and/or abuse or misuse of power that is meant to undermine, humiliate or injure the person on the receiving end. Bullying does not include legitimate and constructive criticism of performance or behaviour, an occasionally raised voice or argument. Bullying can range from extreme forms such as violence and intimidation to less obvious actions such as deliberately ignoring someone.
Harassment is unwanted physical, verbal or non-verbal conduct related to relevant protected characteristics, which are:
- Sex
- Gender Reassignment
- Race (which includes colour, nationality and ethnic or national origins)
- Disability
- Sexual Orientation
- Religion or belief
- Age
- Pregnancy and Maternity
- Marriage and Civil Partnership
That:
- Has the purpose of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that person; or
- Is reasonably considered by that person to have the effect of violating their dignity or of creating an intimidating, hostile, degrading, humiliating or offensive environment for them, even if this effect was not intended by the person responsible for the conduct.
Conduct may be harassment whether or not the person behaving in that way intends to offend. Something intended as a “joke” may offend another person. Different people find different things acceptable. Everyone has the right to decide what behaviour is acceptable to them and to have their feelings respected by others.
Behaviour which any reasonable person would realise would be likely to offend will be harassment without the recipient having to make it clear in advance that behaviour of that type is not acceptable to them. It may not be so clear in advance that some other forms of behaviour would be unwelcome to, or could offend, a particular person, e.g. certain ‘banter’, or flirting. In these cases, first-time conduct which unintentionally causes offence may not be harassment, but it may become harassment if the conduct continues after the recipient had made it clear, by words or conduct, that such behaviour is unacceptable to them.
Harassment may also occur where a person engages in unwanted conduct towards another because they perceive that the recipient has a protected characteristic (for example, a perception that they are gay or disabled) when the recipient does not, in fact have that protected characteristic. Similarly, harassment could take place where an individual is bullied or harassed because of another person with whom the individual is connected or associated.
Harassment also includes circumstances where an individual is subjected to unwanted conduct from a third party, such as a client or customer. If an employee feels that they have been bullied or harassed by customers, suppliers, vendors or visitors, they should report any such behaviour to their manager who will take appropriate action. Bullying or harassment of customers, suppliers, vendors or visitors of others will be dealt with through the disciplinary procedure.
A single incident can be harassment if it is sufficiently serious.
All bullying and harassment is misconduct and is a disciplinary offence which will be dealt with under our disciplinary policy. Bullying or harassment will often be gross misconduct, which can lead to dismissal without notice.
Bullying or harassment can amount to unlawful discrimination where it relates to one of the protected characteristics.
What is victimisation?
Victimisation is subjecting a person to a detriment because they have, in good faith, complained (whether formally or otherwise) that someone has been bullying or harassing them or someone else, or supported someone to make a complaint or given evidence in relation to a complaint. This would include isolating someone because they have made a complaint or giving them a heavier or more difficult workload.
Provided that you act in good faith, i.e. you genuinely believe that what you are saying is true, you have a right not to be victimised for making a complaint or doing anything in relation to a complaint of bullying or harassment and we will take appropriate action to deal with any alleged victimisation, which may include disciplinary action being taken against you.
What should I do if I think I am being bullied or harassed?
You may be able to sort out matters informally. The person may not know that their behaviour is unwelcome or upsetting. An informal discussion may help them to understand the effects of their behaviour and agree to change it. You may feel able to approach the person yourself, or with the help of a manager or another employee. Alternatively, an initial approach could be made on your behalf by one of those people. You should tell the person what behaviour you find offensive and unwelcome and say that you would like it to stop immediately. You may want to add that, if the behaviour continues, you intend to make a formal complaint. Make sure you keep a note of the date and what was said and done as this will be useful if the unacceptable behaviour continues and you wish to make a formal complaint.
If an informal approach does not resolve matters, or you think the situation is too serious to be dealt with informally, you can make a formal complaint by using the Company’s grievance procedure. In the case of grievances about bullying or harassment, the normal grievance procedure is modified so that you can choose whether to raise your grievance with your manager or directly with an independent party. We will ensure that you can bring your complaint in the first instance to someone of your own sex, if you so choose.
All complaints will be investigated promptly and, if appropriate, disciplinary proceedings will be brought against the alleged harasser. You will have the right to be accompanied by a work colleague of your choice at any meeting dealing with your grievance. You will be kept informed of the general progress of the process of investigation and the outcome of any disciplinary proceedings.
We will treat complaints of bullying and harassment sensitively and maintain confidentiality to the maximum extent possible. Investigation of allegations will normally require limited disclosure on a “need to know” basis. For example, your identity and the nature of the allegations must be revealed to the person you are complaining about, so they are able to respond to the allegations. Some details may also have to be given to potential witnesses but the importance of confidentiality will be emphasised to them. If the complaint is upheld, and a person who has been found to have harassed you is kept in our employment, managers may need to be given some information where this is necessary for them to manage the risk of further harassment by that person against you or others.
Wherever possible, we will try to ensure that you and the alleged harasser are not required to work together while the complaint is under investigation. This could involve giving you the option of remaining at home on special leave, if you wish. In a serious case, the alleged harasser may be suspended while investigation and any disciplinary proceedings are underway.
If your complaint is not upheld, we will support you, the alleged harasser and your manager in making arrangements for you both to continue or resume working and to help repair working relationships. We will consider making arrangements to avoid you and the alleged harasser having to continue to work alongside each other, if either of you do not wish to do this.
You have a right not to be victimised for making a complaint in good faith, even if the complaint is not upheld. However, making a complaint that you know to be untrue may lead to disciplinary action taken against you.