Glucode Glucode Handbook

Harassment

What is Harassment?

In accordance with the Employment Equity Act (as amended) and Protection from Harassment Act, harassment is defined as:

“Unwanted conduct which impairs dignity, creates a hostile, intimidating, or offensive work environment, or adversely affects a person’s employment, where such conduct is related to one or more grounds such as race, gender, sex, pregnancy, marital status, ethnic or social origin, colour, sexual orientation, age, disability, religion, HIV status, conscience, belief, culture, language, birth or any other arbitrary ground.”

Harassment includes:

  • Racial Harassment: Any behaviour, speech, or action that demeans, intimidates, or marginalises an employee based on their race, colour, ethnicity, or culture.
  • Gender-Based Harassment: Unwanted conduct based on gender identity or expression, including conduct that degrades or undermines someone’s gender or non-conformity to gender norms.
  • Disability-Based Harassment: Derogatory or patronising behaviour toward persons with physical, mental, intellectual, or sensory impairments.
  • Other Forms: Including but not limited to harassment based on sexual orientation, HIV status, religion, age, or any other arbitrary ground as defined in law.
    • Use of racial slurs, derogatory names, or ethnic stereotypes.
    • Jokes or “banter” that demean a person’s culture, nationality, or language.
    • Display of offensive symbols or images related to race, gender, or religion.
    • Belittling or undermining someone based on gender identity or sexual orientation.
    • Differential treatment or microaggressions that cumulatively create a hostile work environment.

Zero-Tolerance Stance

Glucode will not tolerate:

  • Unlawful discrimination of any kind.
  • Harassment, whether it is verbal, physical, visual, or digital.
  • Intimidation, humiliation, sabotage, or behaviour that undermines the dignity of employees.
  • Racial or gender-based harassment, in any form.
  • Wilful discrimination based on protected characteristics including age, sexual orientation, race, religion, disability, or any other arbitrary ground.

Danger

Such conduct constitutes serious misconduct and will be subject to corrective and disciplinary action, which may include dismissal.

Preventing and Addressing Harassment

Glucode has implemented clear informal and formal grievance procedures to handle harassment sensitively, fairly, and efficiently. These include:

  • Prompt investigations into all allegations of harassment.
  • Confidentiality for all parties during and after the investigation process.
  • Protection against victimisation or retaliation.
  • Disciplinary action for false or malicious complaints.
  • Consistent application of fair procedures to both complainants and respondents.

Glucode’s Commitment

  • Proactively preventing and addressing all forms of harassment and discrimination.
  • Supporting affected employees.
  • Ensuring compliance with the latest developments in employment and anti-discrimination law.
  • Fostering a culture of inclusion, mutual respect, and accountability.
  • Training managers and Heads of Departments to identify and appropriately manage harassment complaints.
  • Providing support services, including trauma counselling through our Employee Assistance Program (EAP).
  • Ensuring accessibility of the grievance process for all employees.

Employees may:

  • Lodge complaints internally via Glucode’s grievance procedure.
  • Apply for a Protection Order under the Protection from Harassment Act.
  • Refer unresolved disputes to the CCMA or Labour Court.
  • Pursue criminal or civil charges, where applicable (e.g. racial hate speech, sexual assault, etc.).

Info

This policy reflects our commitment to full compliance with South African law and to ensuring a workplace free from all forms of harassment and unfair discrimination.