Ernest Read Symphony Orchestra

Acceptable Behaviours at ERSO

  1. Purpose

The Ernest Read Symphony Orchestra (ERSO) is committed to creating an environment of mutual respect and tolerance, where differences are valued and respected, and where the purpose of the orchestra can flourish.

Positive relationships between all players, members, guests and visitors are central to this and are facilitated by the promotion of values of dignity, courtesy and respect, alongside a culture of zero tolerance against bullying and harassment.

The purpose of this policy is to ensure that all cases of alleged bullying and harassment are dealt with promptly, effectively, fairly and confidentially. ERSO will not tolerate or accept any bullying or harassing behaviour.  Any incident or complaint of bullying and harassment will be regarded seriously and investigated. Should the complaint be upheld, this may result in action being taken against the perpetrator, which could result in them being asked to leave the orchestra.

As we do many concerts with children ERSO has a specific policy for how players should behave on  these occasions which can be found at  https://erso.london/ersos-work-with-children/

  • Definitions

Bullying

Offensive, intimidating, malicious or insulting behaviour, which may involve the misuse of power (whether or not a person is in a position of authority in relation to another such as section leader), that can make a person feel vulnerable, upset, humiliated, undermined or threatened. Bullying may be physical, verbal or non-verbal conduct.

Harassment

Unwanted conduct which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual.

The Equality Act 2010 prohibits harassment relating to protected characteristics including, gender, sexual orientation, marital or civil partner status, pregnancy, gender reassignment, race, colour, nationality, ethnic or national origin, religion or belief, disability or age. Examples of unacceptable conduct include, but are not limited to:

Sexual harassment                  Any form of unwanted verbal, non-verbal or physical conduct or behaviour of a sexual nature. This may include, unwelcome sexual advances, requests for sexual favours to another person, lewd, suggestive or over- familiar behaviour, unwelcome sexual attention, insults or ridicule based on someone’s sex or sexual orientation or gender reassignment, display or circulation of sexually offensive material.

Racial harassment                   Obscene gestures or jokes about, or gratuitous references to, a person’s colour, race or nationality. It can include deliberate exclusion for reasons related to race. Offensive remarks about dress, culture or customs which have the effect of ridiculing or undermining an individual, or fostering hatred and/or prejudice towards individuals or particular ethnic groups.

Disability harassment            Using insulting terminology when referring to another individual with a disability. Excessive staring at an individual.  Ignoring, disparaging, ridiculing or denying opportunities because of mistaken assumptions about their capabilities. Mimicking a disabled person’s mannerisms or speech.

Sexual orientation                    Deliberate isolation of someone on grounds of their sexuality or perceived sexuality. Homophobic remarks or jokes (whether spoken, written or other), offensive comments relating to a person’s sexuality, threats to disclose a person’s sexuality to others or offensive behaviours/abuse relating to HIV or AIDS status.

Gender reassignment              Unwanted verbal, non-verbal or physical conduct or behaviour related to gender reassignment. Calling nicknames linked to the fact that the person has undergone gender reassignment. Inappropriate touching, checking on reconstructive surgery, jokes.

Victimisation

Victimisation means subjecting someone to a detriment or otherwise treating them less favourably because they have made (or may make) an allegation or complaint or have otherwise raised (or may raise) a concern about the conduct of an individual – for example, making a complaint of harassment or a report of sexual misconduct against another member.

Casual/ ‘off the cuff’ remarks

  • Inappropriate jokes
  • Questions or comments that reveal assumptions based on stereotypes
  • Questioning lived experience
  • Awareness

In order for this policy to be fair and effective, the ERSO community should be aware of it and embed its principles in their interactions with one another. Existing members will be notified about the policy through the regular announcements taking place at rehearsals. New members will be made aware of the policy when they are welcomed to the orchestra as part of a welcome email or through discussion with their section leader.  The policy will also be made available on the ERSO website.

  • Responsibilities

The responsibilities with respect to this Policy are laid out below.

Members

It is the duty of all members of the orchestra to comply with both the letter and spirit of this policy. Members of the ERSO community should ensure that their behaviour towards others does not cause offence and is not and could not in any way be considered as bullying, harassment, sexual misconduct, discrimination or victimisation.

Differences of attitude or culture and misinterpretation of social signals can mean that what is perceived as harassment or other unacceptable conduct by one person may not be apparent to another. It is important to be sensitive to the feelings and reactions of others.

Individuals will ensure that they:

  • treat everyone with courtesy, respect and dignity and foster a supportive and inclusive environment for the enjoyment of music.
  • consider the appropriateness of their behaviour and the effect it has on others

and be prepared to adjust it if necessary, demonstrating sensitivity and respect to the views and needs of others.

  • challenge bullying, harassment, sexual misconduct, discrimination and victimisation as and when appropriate, or escalate their concerns to a section leader, member of the committee or a trustee, if they do not feel comfortable directly challenging others.

Trustees and Committee Members

Trustees and committee members will additionally ensure that they:

  • will seek actively to promote equality and diversity and strive to create an environment which is inclusive and supportive and free from bullying, harassment, sexual misconduct, unlawful discrimination and victimisation
  • respond sensitively and supportively to any member who alleges bullying, harassment, sexual misconduct, discrimination or victimisation and will follow the correct procedures to address the complaint as appropriate
  • take early action when aware of unacceptable behaviour to address it before a complaint is made (which may be sufficient to address the behaviour)
  • will not victimise any person who has complained of bullying, harassment, sexual misconduct or discrimination, or who has given information in connection with such a complaint or grievance
  • Making a complaint

Resolving the situation informally

All complaints should be dealt with promptly. Some may be dealt with informally. In minor cases it may be sufficient for the ERSO member being harassed to raise the problem with the perpetrator, pointing out the unacceptable behaviour. If the member finds this difficult or embarrassing, they can seek support from a section leader, committee member or trustee. If the informal approach does not resolve the concerns, then a more formal route should be followed.

Formal complaint

If the matter is not resolved at the informal stage or if the member considers the matter to be sufficiently serious, they can raise this with one of the committee if they wish to discuss their concerns.  To enable the matter to be taken forward they should make a formal complaint in writing to ersoinfo@gmail.com This statement should include the full name of the alleged harasser or bully, the nature of the allegation, and as much information as possible including the date(s) and time(s) at which it occurred, the names of any witnesses and any action that has been taken so far to attempt to stop it from occurring.

The committee will provide written acknowledgement of the formal complaint within 10 days, setting out the next steps for the complainant.  The complainant will be invited to attend a meeting with two members of the ERSO committee to discuss the complaint in more detail, including the desired outcome or remedy sought.

The same two members from the ERSO committee will then meet with the alleged perpetrator to hear their account of events. They have a right to be informed of the allegations against them so that they may respond.

If the complaint is upheld, the ERSO committee will take prompt action to stop and prevent the reoccurrence of any inappropriate conduct. If it is required, disciplinary action will be taken against the perpetrator, which may include them being asked to leave the orchestra, either for a set or permanent period of time.

Malicious or vexatious complaints or grievances

Complaints or grievances of bullying, harassment, sexual misconduct, discrimination and victimisation are treated seriously by ERSO. If there is evidence that a complaint or grievance has been made vexatiously or maliciously or the complaint or grievance is deemed not of genuine substance by the committee member or trustee, a recommendation may be made that no further action be taken.

In the event that the complaint or grievance is deemed vexatious or malicious, appropriate action against the complainant may be taken. Victimisation and retaliation as a result of action being taken under this policy is unacceptable and may also lead to actions being taken.