Falkirk Council is committed to preventing and addressing gender based violence (GBV) in the workplace. This policy provides a framework for ensuring a safe, respectful, and inclusive environment free from all forms of violence, harassment, and discrimination based on gender and considers intersections with ethnicity, pregnancy, maternity, disability, sexual orientation and other protected characteristics. 
 
Falkirk Council:

• Condemns all forms of GBV and will not tolerate such behaviour in the workplace.
• Is committed to fostering an environment of mutual respect, where individuals feel safe to work without fear of violence or harassment.
• Will take prompt and effective action to address and resolve allegations of GBV.

This policy applies to all employees, contractors, volunteers, and interns of Falkirk Council. It covers all work-related activities, including those taking place off-site or outside of normal working hours, such as events, conferences, and social gatherings. 

GBV refers to harmful acts directed at an individual based on sex, gender, gender identity or expression and may intersect with other forms of inequality or characteristics, including age, ethnicity, disability, pregnancy and maternity.

GBV includes (but is not limited to):

• Rape and sexual assault
• Domestic abuse, including coercive control
• Childhood sexual abuse
• Human trafficking for sexual exploitation
• Sexual harassment, intimidation, and stalking
• Commercial sexual exploitation, including prostitution and pornography
• Harmful practices, such as Female Genital Mutilation (FGM), forced marriage, and “honour”-based violence
• Dowry-related violence

GBV can cause trauma and significantly impact physical and mental wellbeing, dignity, and safety. 

Relevant online training is available on OLLE in the Equally Safe in Practice training modules and  trauma informed training is available on the Health, Safety and Wellbeing section. 

Experiencing any form of Gender Based Violence is never acceptable.  Employees can access support through their line manager, HR, or specialist support services (either directly or through HR or line manager). 
 
The employee’s line manager or HR will be their first point of contact within Falkirk Council for accessing support. They can support employees within work, considering safety and wellbeing.  Some considerations might include work load, type of work, and flexibility around working times. Additional consideration may be needed for employees who are pregnant or have a disability.  It is important to consider the employee’s individual circumstances and their needs in time of trauma and/or crisis. 
 
Managers/HR can also help to direct employees to services who offer specialist support, if this is something that they want. Employees can also make contact with support services directly. Details of services can be found on our Gender-based Violence and our "Homelessness: What if I am affected by domestic abuse?" webpages.

Employees can report GBV incidents they are experiencing or that they have witnessed (which could relate to a colleague) to Falkirk Council through:

• Their line manager, a senior manager or hrhelpdesk@falkirk.gov.uk.
• Report incidents of discrimination or harm through the EVOTIX system (information is available through the employee intranet) or Employee Portal, where you will be asked to fill in a form which will then be received by the Health, Safety and Wellbeing Team. 
• The Whistleblowing Policy 

 If you have been subject to harm and want to report this to police, contact them by phoning 101. If you feel in immediate danger, contact the police by phoning 999.  

Further information to responding where the person suspected of causing harm is an employee is detailed below. 

Identifying Gender-Based Violence

Managers should be aware of behavioural changes that may indicate an employee is experiencing GBV, some examples may include:

• Unexplained absences or a drop in attendance
• Decreased productivity or missed deadlines
• Uncharacteristic lateness or extended working hours
• Changes in behaviour, including towards colleagues

Employees may also witness sexual harassment, discrimination or other forms of harm in the workplace.  Colleagues are encouraged to be vigilant and supportive, reporting concerns confidentially using the appropriate channels.  Incidents should be reported to a line manager, on the EVOTIX system or Employee Portal, to HR or through the Whistleblowing Policy. 

If you are concerned about an employee, create an opportunity to speak with them when there is adequate time, free from interruption. Share what changes you have noticed and why you are concerned. This approach should be based on care for the employee and create space for the employee to share what is going on for them if they decide to. Employees should not be pressured into disclosing personal details. 

If an employee discloses any form of GBV or you continue to be concerned, ensure you respond with sensitivity and confidentiality. 
 
GBV can often cause trauma and this needs to be taken into account when responding to incidents or reports of  harm.  Trauma informed training is available on the Health, Safety and Wellbeing section on OLLE.

Further support for people experiencing GBV will depend on the circumstance and what the individual wants to happen.  Managers can seek advice from HR about what support can be utilised for individuals, and this can include measures such as:

• Workplace adjustments such as special leave and flexible working 
• Personal safety considerations or workplace safety plans
• Ensuring emergency contacts and process is in place if someone is unexpectedly absent
• Tailored support that looks at safety, wellbeing and considers individuals needs
• Risk assessments (these must be documented and shared with HR)

Details of services can be found on our Gender-based Violence and our "Homelessness: What if I am affected by domestic abuse?" webpages.

The role of managers is ultimately to ensure the workplace remains a safe and trusting environment for all employees.   We aim to remove barriers and empower employees with the skills to lead independent, fulfilling lives. 

Managers should be proactive in using prevention measures to prevent incidents of harassment, bullying and harm, as set out in the Dignity at Work Policy. This includes any harm experienced during the course of employment, including by other employees or perpetrated by third parties, service users, clients and contractors.

Legislation requires that the risk of sexual harassment occurring during Falkirk Council work activities is appropriately risk-assessed.  Managers and relevant employees should do this on the EVOTIX system or Employee Portal.  Risk assessments should be shared and discussed with employees.  Further guidance is available on sexual harassment guidance for managers and RA below:

• Before discussing concerns with an employee, managers should consult with their HR Business Partner. You will be asked to report on what you have seen, what has been shared with you, and who is involved.
• HR will advise next steps. If an individual is at risk of harm from a Falkirk Council employee, a risk assessment will be conducted. An impartial investigation will be carried out, and appropriate action will be taken. Any disciplinary action identified will be defined as set out in the Disciplinary Policy. 

All reports and investigations will be handled with strict confidentiality. Information will only be shared on a need-to-know basis to protect the rights of all parties involved.

Employees experiencing GBV may want to identify colleagues that may be a support and any information that could be shared with colleagues as a support mechanism by themselves or their manager.  This information must only be shared with the agreement of the affected employee.

Intersectional considerations, such as ethnicity or pregnancy, may affect disclosure decisions and require additional sensitivity.

HR will:

• Review the policy regularly to ensure alignment with Scottish legal requirements, including the Domestic Abuse (Scotland) Act 2018, the Equality Act 2010 and The Worker Protection (Amendment to Equality Act) Act.
• Gather feedback from employees to identify gaps and improve procedures.