- Create an age profile of your organisation to highlight any potential areas of risk. Investigate the possible causes for any age groups who are under represented across the company, in specific grades or positions and by length of service. Where there is evidence of direct or indirect discrimination take measures to rectify the problem, unless the discrimination is objectively justified.
- Ensure that equal opportunities and anti-harassment policies include discrimination on grounds of age and train employees and managers on what this means for them in practice. Make sure all staff are aware of behaviour that may lead to disciplinary action e.g. ageist jokes and remarks which cause offence.
Confirmation of outcome of appeal against findings of harassment complaint
Template letter confirming the outcome of appeal against findings of harassment complaint.
Invitation to meeting to discuss harassment complaint
Template letter inviting staff member to discuss harassment complaint
Harassment counselling checklist
Checklist providing you with the tools to carry out appropriate harassment counselling.