Sexual harassment is unwanted conduct of a sexual nature that violates someone's dignity, or creates an intimidating, hostile, degrading, humiliating or offensive environment for them. For example, inappropriate comments, jokes or touching. It can happen in person or in other ways, such as through social media, messages or email.
This plan sets out the steps we have taken, grouped into three areas:
Our actions: Communicating our standards
Our team should be able to do their jobs without being harassed by anyone, including the people they serve. Everyone who works at or visits our centres needs to know where we stand.
- Customers are told about our zero-tolerance approach before they climb
Our zero-tolerance wording is included in the waiver every customer completes before climbing with us.
- Customer-facing signage is on display
Signage and customer communications make clear that harassment, sexual harassment and inappropriate behaviour towards staff will not be tolerated. They set out the standards we expect and explain that action may be taken where they are not met.
Our Terms & Conditions and staff handbook are clear
Both include clear zero-tolerance expectations on harassment, abuse and inappropriate behaviour.
We listen to our team
We use one-to-ones, staff feedback, surveys and exit interviews to identify concerns, check how confident people feel about reporting and test whether our measures are working in practice.
Our actions: CHANGING THE WORKING ENVIRONMENT
Our standards apply wherever our team is working, not just on the centre floor. These commitments are set out in our Sexual Harassment Policy and contractor handbook.
Contractors sign up to our standards before they start work
All contractors complete a site induction before starting work, including registration, induction information, a visitor badge and acknowledgement of our sexual harassment clause. Our contractor handbook sets out the standards we expect, how to report concerns and the consequences of a breach.
- Our standards apply at every work-related event
Our standards of conduct and anti-harassment requirements apply at all work-related events, including those held off-site, and professional standards remain in place where alcohol is available.
- Work social events are voluntary
Attendance at work-related social events is voluntary, unless attending is part of someone's normal job duties.
Privacy is respected when we provide accommodation
Where we provide overnight accommodation, arrangements respect privacy and no one is expected to share unless they have expressly agreed to.
- Alcohol-free options are always available
Where alcohol is provided at a work social event, suitable alcohol-free alternatives are always available too.
Our actions: WORKING PRACTICES
Anyone who experiences or sees sexual harassment needs to know how to report it, and to trust that it will be handled properly.
A clear protocol for handling reports
A written protocol sets out how every report of sexual harassment is dealt with, including reports involving customers, contractors and other third parties.
Named managers with responsibility
We have identified the managers responsible for receiving and acting on reports at each centre.
Training for responsible managers
Managers with responsibilities under the protocol are trained to respond to reports sensitively, consistently and promptly.
Anonymous reporting for everyone
Posters with a QR code link to an anonymous reporting form that anyone can use, including staff, customers and contractors. They are displayed in staff areas, customer areas and contractor sign-in points, so we can act even when the person reporting cannot be identified.
A central record of every report
All reports, near misses and concerns are recorded centrally, along with the action taken in response.
Concerns are reviewed for trends
Formal and informal concerns are monitored centrally so we can spot recurring issues, locations, activities or individuals where further preventative action is needed.
HOW WE KEEP THIS PLAN UNDER REVIEW
Preventing sexual harassment is ongoing work. We check how well these steps are working at three levels, and this plan is reviewed every quarter.
HOW TO RAISE A CONCERN
Speak to us in person
Talk to the Duty Manager or any member of the management team at any of our centres.
If you work for us
Speak to your line manager, your General Manager or the People team, or follow our Sexual Harassment Policy.
Report anonymously
Scan the QR code on the reporting posters displayed around our centres, or click here to use our anonymous reporting form.
In an emergency
If you or someone else is in immediate danger, call 999.
Everyone who raises a concern in good faith will be listened to and supported. We will not tolerate anyone being treated unfairly for making a report or supporting someone who does.
Accountability
Plan owner: Carys Davies, Head of People
Approved by: Malcolm Armstrong, CEO
The Climbing Hangar is the trading name of Grip-UK Ltd. Preventing sexual harassment: our action plan, version 1.0, published 30 October 2026. Reviewed every quarter.