We have created a flowchart that takes you through the initial steps of what happens when you submit your report, either with contact details or anonymously. You can view and download it here.
Below is some more detail including potential longer term outcomes.
When a report is submitted, the People Advisor or People Business Partner for your department will follow up with you and discuss next steps within 2 working days. What happens after that will depend on the specifics of the incident or concern, but often the next thing will be for the Advisor/ Business Partner to work with an appropriate manager to gather more information to build up a full picture of the incident/issue from all sides and to work out what should happen next.
This fact finding process will include cross checking times, dates and other facts by referring to any relevant documents such as rotas and emails. We will speak to and take statements from everyone involved including any witnesses and the person/s who have been accused of unacceptable behaviour.
Anonymous reporting
Please note if a report is anonymous we will gather as much information as we can about the incident and take action based on what we know, but this will be limited in comparison to an open report from a named person.
Anonymous reports help us to spot themes and trends and to identify specific incidents and patterns. This informs our preventative work to address underlying issues and causes and prevent further incidents from taking place. You can read more about how we work with anonymous reports here.
Fair process for all
The NT is committed to an inclusive workplace where everyone is treated fairly, with dignity and respect. All those involved in an incident - the person making a report, anyone named in the report and any witnesses - will be treated fairly and offered advice and support. The NT will not make assumptions and will not consider a person ‘at fault.’
We will follow the steps and guidance laid out in our Dignity and Respect at Work policy.
Possible outcomes
A majority of workplace issues can be dealt with via conversation at the appropriate level, most often between line managers and their team members. We aim to quickly resolve the situation and allow individuals to know where they stand. In many cases simply being made aware of an issue and discussing how it might be sensibly addressed is the best way of achieving resolution.
Mediation may be suggested as a next step. This is a confidential and voluntary process, often used to resolve complex issues. This can be used at any time, during a conflict or disagreement, if both parties agree and it’s appropriate. Led by a trained mediator as an impartial third party, the process aims to create a safe, confidential space for those involved to find solutions that are acceptable to each side
In cases where the issue is more serious e.g. sexual harassment once an initial investigation is completed, the next steps will vary depending on the nature of the incident or issue. They may include:
- a formal grievance procedure – This procedure will usually be followed if the issue is very serious or informal action has not worked. The NT’s formal grievance procedure can be found on the NT Hub here.
- a formal disciplinary procedure – This procedure outlines the formal way we will deal with misconduct. Those found to have bullied, behaved in a discriminatory way, harassed or sexually harassed others will potentially face disciplinary proceedings and action, up to and including, in the most serious of cases dismissal and/or the NT no longer working with a freelance practitioner, creative or company member. The NT’s formal disciplinary procedure can be found on the NT Hub here.
Any further questions about this process should be sent to people@nationaltheatre.org.uk