Final Checks Academy CIC

Anti-Bullying and Victimisation Policy

1. Policy Statement

Final Checks Academy CIC is committed to providing a caring, friendly, and safe environment for all learners so they can learn in a relaxed and secure atmosphere. Bullying of any kind is unacceptable. If bullying occurs, all learners should feel able to report it and be confident that incidents will be dealt with promptly and effectively. Anyone aware of bullying is expected to inform a member of staff immediately.

2. Training

Final Checks Academy ensures that the Safeguarding Officer, Vice Principal, and academy staff receive training appropriate to their roles. Assessors receive relevant training to impart knowledge and report issues, with refresher training provided intermittently.

3. Objectives

All staff, learners, and employees are responsible for:

• Conducting themselves in accordance with this policy.
• Understanding what constitutes bullying and harassment.
• Recognising the consequences of bullying and harassment and FCA’s zero-tolerance stance.
• Knowing where and how to report bullying and harassment.

4. Forms of Bullying and Harassment

Bullying and harassment can occur via:

• Face-to-face interactions
• Email
• Letters
• Social media
• Phone calls
• Confidential 24-hour reporting email

Key message: Report – Don’t Retaliate.

5. Learner Awareness

Anti-bullying and harassment education is embedded throughout learners’ programmes. Learning is evaluated through workshops, questioning, practical assessments, review questions, learner questionnaires, and well-being sessions.

6. Legal Definition of Harassment

Final Checks Academy works with organisations such as ‘Together We Stand’ and ‘Women’s Aid’ to support victims. Harassment is defined as unwanted conduct that violates a person’s dignity or creates an intimidating, hostile, degrading, or offensive environment. It may be written, verbal, non-verbal, or electronic.

Examples include ignoring a colleague, unwelcome attention, ridicule, humiliation, intimidation, physical threats, or violence. Harassment may be a single incident or repeated and may not always be intentional.

7. Examples of Unacceptable Behaviour

• Sexual Harassment: Includes unwelcome advances, inappropriate touching, sexual remarks, pressure for sexual favours, and distribution of pornographic material.
• Racial Harassment: Includes racist jokes, gestures, exclusion, offensive remarks about culture or customs, and inappropriate displays of offensive material.
• Disability Harassment: Includes ignoring, ridiculing, or denying opportunities based on disability, inappropriate remarks or jokes.
• Sexual Orientation Harassment: Includes homophobic remarks, threats to disclose sexuality, and offensive behaviour related to HIV/AIDS.
• Religious Harassment: Includes jokes or insults about religious beliefs, artefacts, or rituals.
• Gender Reassignment Harassment: Includes jokes, name-calling, humiliation, exclusion, or differential treatment.
• Age Harassment: Includes jokes or insults about age or differential treatment based on age.

8. Legal Definition of Bullying

Bullying is the exercise of power through persistent negative acts that undermine an individual personally or professionally. It includes threatening, insulting, abusive, or intimidating behaviour that damages self-confidence or isolates the individual. Cyberbullying is included.

Good management supports development and performance; bullying intends to hurt and intimidate.

9. Victimisation

FCA will not tolerate victimisation of anyone who makes or intends to make a complaint or provides evidence in an investigation. This includes refusal to provide references or retaliation. Such behaviour is gross misconduct and subject to disciplinary action.

10. Academy Responsibilities

• Sexual Harassment: Prohibited in all forms; includes unwelcome advances, sexual jokes, and offensive material.
• Racial Harassment: Prohibited; includes racist comments, jokes, and offensive conduct.
• Other Harassment: Prohibited on grounds of disability, age, gender, or sexual orientation.
• Harassment interfering with work performance or creating a hostile environment is unacceptable.

11. Workplace Bullying and Harassment Resources

For further advice, visit:

• Pearson BTEC Safeguarding
• UK Government Workplace Bullying and Harassment

12. Reporting and Investigation

• Victims are encouraged to inform the offender that behaviour is unwelcome, but power imbalances may make this impractical.
• Complaints should be reported promptly to the line manager or, if preferred, to Carla Hales.
• All complaints are treated seriously, confidentially, and investigated promptly.
• Confidentiality is maintained as far as practical, with necessary disclosures made to conduct investigations.
• Complainants will be informed of investigation outcomes.
• FCA commits to appropriate action following complaints.

13. Providing Evidence

• Save electronic evidence (e.g., screenshots) of bullying or harassment.
• For verbal incidents, record details promptly, including date, time, location, witnesses, and facts.
• Submit evidence to the Safeguarding Officer as soon as possible for potential investigation.

14. Confidential Contact Channels

• Email: danielle@final-checks.com
• Email: nilofar@finalchecksacademy.com

15. Review Notes

• This policy is reviewed annually or as required by legislative or operational changes.
• Feedback from learners, staff, and external partners informs updates.
• Training on anti-bullying and victimisation is regularly refreshed.
• Incident logs and monitoring data guide continuous improvement.