Our Position
This statement does not form part of terms and conditions of employment unless otherwise stated.
The Climbing Hangar recognises its obligations in line with the Worker Protection (Amendment of Equality Act 2010) Act 2023 and takes reasonable steps to prevent sexual harassment of its workers. This includes the prevention of sexual harassment by third parties such as self employed contractors, customers, members of the public, and clients.
We have clear policies and procedures to identify sexual harassment and enable people to report any concerns via internal and external channels. We take prompt action to address concerns raised and regularly review the reasonable steps we have in place in our ongoing commitment to preventing sexual harassment.
Our Business
As part of our approach to identifying and mitigating risk, all employees have a responsibility to remain vigilant in relation to interactions with colleagues, customers, contractors, and other third parties within our venues. This collective responsibility helps to prevent sexual harassment from taking place.
We are committed to assessing risks regularly and reviewing our controls to ensure we minimise the risk of sexual harassment for everyone working at or visiting The Climbing Hangar.
Our Third Party Relationships
The Climbing Hangar works with a range of third parties, including self employed instructors, contractors, agency workers, customers, and other partners.
We value these relationships and aim to maintain positive and professional working environments. All third party arrangements set out clear expectations and standards of behaviour, including zero tolerance of inappropriate conduct, harassment, or abuse of any kind towards our workers.
Where inappropriate behaviour is found to have occurred towards our employees, The Climbing Hangar will take decisive action, which may include the termination of the relevant agreement or access to our venues.
Sexual Harassment Guidelines
Sexual harassment can take many forms and, in all cases, is unlawful under the Equality Act 2010.
Sexual harassment is defined as unwanted conduct of a sexual nature which has the purpose or effect of:
- violating a person’s dignity, or
- creating an intimidating, hostile, degrading, humiliating, or offensive environment.
It also includes treating someone less favourably because they have submitted to, or refused to submit to, unwanted conduct of a sexual nature, or conduct related to sex or gender reassignment.
Sexual harassment may be committed by:
- a colleague
- an agent of the organisation
- a third party
It does not need to occur in person and may take place via digital channels, including social media or messaging platforms such as WhatsApp. A person may be sexually harassed even if they were not the intended target of the behaviour.
Examples of Sexual Harassment
Examples include, but are not limited to:
- sexual comments or jokes, including behaviour described as “banter”
- displaying sexually explicit or suggestive images
- suggestive looks, staring, or leering
- sexual propositions or advances
- offering rewards in exchange for sexual favours
- sexual gestures
- intrusive questions about a person’s private or sex life
- discussing one’s own sex life inappropriately
- sexual messages or posts via email, text, or social media
- spreading sexual rumours
- unwelcome physical contact such as touching, hugging, massaging, or kissing
Victimisation
A worker may also be treated unfairly or negatively after raising a complaint or concern about sexual harassment. This is known as victimisation and is unlawful.
The Climbing Hangar does not tolerate victimisation of any kind.
What You Can Do
If you experience or witness behaviour that may constitute sexual harassment, you are encouraged to report it as soon as possible through one of the following channels:
- Speak with a member of the local management team
- Raise the issue with your main point of contact
- Contact the People team via email on [email protected]
All concerns will be taken seriously and handled sensitively.
Policy Review
This policy is subject to regular review to ensure ongoing compliance with applicable laws and best practices. Reviews are conducted by the People Department. Any updates or changes are documented and communicated to relevant stakeholders.
Last reviewed 19 March 2026