Our code of conduct so that that we can all enjoy every event.
The Worshipful Company of Scientific Instrument Makers (the Livery) recognises the rights of all staff and visitors to Glaziers Hall (the Premises) to be treated with respect and dignity and is committed to the development of positive policies to promote an environment of mutual respect and tolerance. We ask that you read and comply with this Code of Conduct.
This Code of Conduct applies to all visitors to the Premises, which includes Livery Company members and/or their guests.
Visitors are expected to behave in a manner which demonstrates respect for others and must not engage in any conduct or activity which is abusive, threatening or offensive to staff and/or other visitors to the Premises. Such behaviour may amount to harassment or bullying as defined by law.
Harassment is any unwanted physical, verbal or non-verbal conduct that has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. A single incident can amount to harassment.
It also includes treating someone less favourably because they have submitted or refused to submit to such behaviour in the past.
Unlawful harassment may involve conduct of a sexual nature (sexual harassment), or it may be related to age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation. Harassment is unacceptable even if it does not fall within any of these categories.
Harassment may include, for example:
A person may be harassed even if they were not the intended “target”. For example, a person may be harassed by racist jokes about a different ethnic group if the jokes create an offensive environment.
Bullying is offensive, intimidating, malicious or insulting behaviour involving the misuse of power that can make a person feel vulnerable, upset, humiliated, undermined or threatened. Power does not always mean being in a position of authority but can include both personal strength and the power to coerce through fear or intimidation.
Bullying can take the form of physical, verbal and non-verbal conduct. Bullying may include, by way of example:
Legitimate, reasonable and constructive criticism of a member of staff’s performance or behaviour, or reasonable instructions given to members of staff in the course of their employment, will not amount to bullying on their own.
Set out below are further examples of behaviour which the Livery considers to be unacceptable and which will not be tolerated whether or not it amounts to harassment or bullying as outlined above:
All visitors are expected to treat the Premises and its facilities with care and respect and to be vigilant for their own safety and security whilst vising the Premises. Visitors must not engage in any conduct or activity which may cause a danger to themselves, staff and/or other visitors.
Visitors must not interfere with or try to access those parts of the Premises for which public access is indicated by the Company or a member of staff as being unauthorised.
If a visitor engages in any behaviour or activity which amounts to a breach of this Code of Conduct, we may (as appropriate):
Any decision regarding appropriate action will be entirely at the discretion of the Company. In such circumstances, the Company shall not be liable:
All visitors have the right to complain under this policy if they feel they have been unfairly treated, discriminated against, have been subjected to unacceptable behaviour or bad language, or have a specific issue that they wish to draw to the attention of the Company. Any such complaints should be made in writing to the Clerk or where otherwise judged appropriate to the Master of the Livery.
Interested in joining?
Why not come along to our next Open Evening?
Dinner in honour of Liveryman Ron Howard for Master, Wardens and Past Masters only - to be held at the Oriental Club