NCIP Anti-Bullying and Harassment Policy
NCIP is dedicated to preventing bullying among its members and their clients. Bullying and harassment are deemed unacceptable conduct and will not be tolerated under any circumstances. Instances of bullying, harassment, or discrimination will be handled with utmost seriousness and empathy. If bullying, harassment, or discrimination is identified, NCIP will respond by taking suitable measures according to the situation.
The goal of this document is to take a definitive stance against bullying and harassment and to provide guidance on how to deal with bullying within NCIP.
Definitions:
- Bullying refers to the persistent and unjust treatment of an individual or a group, posing a threat to their mental and physical well-being or safety. These activities are typically regarded as causing injury, humiliation, and can be undermining or threatening to the recipient.
- Harassment encompasses a range of persistent and continuous offensive behaviours, including using derogatory language, making lewd jokes, engaging in name-calling, displaying gross objects or pictures, disrupting work performance, engaging in ongoing surveillance, engaging in harassing telephone conversations and intimidating others through written correspondence or face-to-face interactions.
- Unlawful discrimination is defined by the Human Rights Act 1993 as treating specific individuals or groups differently from how others are treated (1). In the health sector, specific legal grounds exist on which persons are prohibited from engaging in discriminatory practices such as withholding services based on gender, race or orientation.
In the UK, bullying per se is not illegal, but harassment is considered unlawful (2). This occurs when discriminatory practices or harassment is associated with one of the following:
- Age, sex, disability
- Sexual reassignment
- Matrimony and legal union
- Pregnancy and maternity, race, and religion or belief
- Sexual orientation
Furthermore, NCIP is obligated under the Health and Safety at Work Act to take all necessary measures to minimise or eliminate hazards that may threaten the health and safety of its members and the public. The Health and Safety at Work Act 1974 is the primary law that governs occupational health and safety in the UK. It is commonly known by several abbreviations, such as HSWA, the HSW Act, the 1974 Act, or HASAWA (3). Every member of NCIP is entitled to an environment devoid of any form of harassment. Therapists must assume accountability for their behaviour towards their colleagues and clients and refrain from engaging in any form of bullying, discrimination or harassment.
Examples of persistent and ongoing harmful behaviour:
- Psychological bullying includes gaslighting or relationship hostility. Gaslighting is a type of psychological manipulation when the abuser tries to instil self-doubt and confusion in the mind of their victim. Gaslighters typically aim to exert dominance and manipulate others by distorting reality, causing them to doubt their own judgment and instincts. Relationship hostility employs deceitful tactics such as spreading false rumours to incite others to turn against the victim. This behaviour is frequently observed on online platforms. NCIP members must refrain from engaging in any cyberbullying.
- Physical bullying: Punching, kicking, shoving, breaking objects, stealing objects, and engaging in other forms of physical aggression.
- Sexual harassment encompasses unsolicited sexual propositions, demands for sexual acts, and any other form of verbal or physical mistreatment of a sexual nature that occurs in the professional setting (4).
- Verbal threats include the use of derogatory words, explicit assertions of violence, and behaviours that are designed to instil fear.
- Any form of discrimination based on race, gender, age, and religion.
- Exclusionary practices involve deliberately and consistently isolating individuals or groups from events.
- Intentional destruction of personal belongings.
How to approach bullying and harassment:
When an NCIP member or a member of the public feels comfortable, they can clearly and confidently express to the other person, either verbally or in writing, that their behaviour is unacceptable. This could be sufficient to stop the undesired behaviour.
NCIP members can also request guidance and assistance by consulting a reliable individual (such as a friend) regarding the events that transpired. Affected parties can also seek help and support from several sources, including colleagues, public sector agencies, other organisations, helplines, counsellors, lawyers, and similar resources.
If the previous suggestions were ineffective or in instances of severe or recurrent misbehaviour, or if an NCIP member is hesitant to face the alleged individual personally, they can file a complaint via the NCIP by adhering to the Complaints Process.
To ensure confidentiality, anybody from the general public may submit a Whistleblowing Report if they wish to report bullying or harassment.
NCIP has established confidential methods to handle reports of noteworthy incidents in compliance with this policy. These processes are based on the principle of guaranteeing the safeguarding of the rights of all people engaged in the incident.
As per the NCIP Code Of Ethics, there can be limitations to confidentiality. Limitations arise when there is a clear and immediate danger to oneself or others, which creates a duty for NCIP to inform the authorities. This is particularly important when it involves harmful behaviour against vulnerable individuals, such as children, older adults, or people with disabilities.
Bullying allegations will be addressed with fairness, promptness, and maximum efficiency. It is desirable that protocols, including specific timelines, are followed strictly (as outlined by the complaints process and whistleblowing report) and that only pertinent and trustworthy information be considered.
It is advisable for parties to keep a comprehensive record of all occurrences, including the names of individuals involved, dates, witnesses, and any measures taken in reaction to the incidents.
It is imperative for complainants to be aware that reporting incidents of bullying against an NCIP therapist is a matter of great significance, and the misuse of the NCIP procedures will not be condoned.
Suppose a complaint is false and made maliciously or for another undesirable reason. In that case, the complainant and any witnesses who intentionally deceived NCIP during its investigations will be subject to NCIP's disciplinary processes.
Where to go from here?
NCIP members:
To Make a Formal Complaint:
Downloaded the Complaint Form Here
Please complete and return the NCIP Complaint Form to the Complaints Committee at complaints@the-ncip.com, and they will acknowledge your communication by email. Alternatively, you may wish to speak to someone directly at 0300 365 3635, our team is here to help.
For the full Complaints Process and terms and conditions, Please click Here
Members of the public:
How To Whistleblow
Please download and complete this Whistleblowing Report Form.
Please email the completed form to the Complaints Committee at complaints@the-ncip.com or phone 0300 365 3635 if you need assistance.
Upon receipt of the report, the reporter will receive an email acknowledgement within five working days.
The timeframe for feedback will be contingent upon the evidence submitted to NCIP and the availability of Independent Evaluators. If NCIP conducts inquiries without substantiating evidence, it may take up to six months for whistleblowers to receive a response. Presenting substantial evidence is essential to ensure the investigation is concluded promptly. NCIP aims to offer a response within 30 to 60 days, given that enough evidence is presented.
References
- Participation, E. (n.d.). Human Rights Act 1998. https://www.legislation.gov.uk/ukpga/1998/42/contents.
- Workplace bullying and harassment. (2016, June 22). GOV.UK. https://www.gov.uk/workplace-bullying-and-harassment#:~:text=Bullying%20and%20harassment%20is%20behaviour,spreading%20malicious%20rumours
- Health and Safety at Work etc Act 1974 – legislation explained. (n.d.). https://www.hse.gov.uk/legislation/hswa.htm#:~:text=The%20Health%20and%20Safety%20at,and%20members%20of%20the%20public
- Home | U.S. Equal Employment Opportunity Commission. (n.d.). https://www.eeoc.gov/
