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<p>The Ministry of Defence is committed to preventing sexual harassment and is very
clear that unacceptable behaviour of any kind will not be tolerated and action will
be taken against anyone found to be engaging in such behaviour. Sexual harassment
affects both men and women, and all personnel have the right to work in an environment
which is free from discrimination and unacceptable behaviour of any form. Personnel
should be confident that any allegations will be taken very seriously and action will
be taken to deal with it.</p><p><strong> </strong></p><p><strong>Naval Service</strong></p><p>The
Naval Service has a range of policies which espouse the law as contained in the Equality
Act 2010, which is that personnel must not engage in discrimination, victimisation
or harassment. Harassment involving unwanted conduct of a sexual nature is addressed
within those policies. In particular, the Tri-Service Armed Forces Code of Social
Conduct (as contained in Joint Service Publication 887: ‘Diversity, Inclusion and
Social Conduct’) is widely briefed during Naval initial training and well as on Divisional
and leadership courses. It forms a fundamental element of Naval Ethos, Values and
Standards and as such is briefed regularly as part of routine Divisional Briefings.</p><p>
</p><p>The Naval Service also ensures that all those in Service understand that poor
behaviour, including sexual harassment, will not be tolerated. This is primarily achieved
through leadership and education including a widely published Diversity and Inclusion
Direction from the First Sea Lord; published Diversity and Inclusion statements from
Commanding Officers which take a very firm line on poor behaviours, and recently updated
Diversity and Inclusion mandatory training which specifically addresses the issue
of the effect poor behaviour can have on team building, operational capability and
mission success and the individuals involved.</p><p> </p><p><strong>Army</strong></p><p>The
2018 Army Sexual Harassment Survey follows the previous 2015 survey and the Army has
already committed to repeating it again in 2021, underlining its commitment to improving
behaviours and openly holding itself to account against the highest standards.</p><p>
</p><p>The Army’s Action Plan for addressing the issues raised by the survey can be
found at the link below. This sets out some of the steps being taken including increased
education and training, reviewing and simplifying reporting processes and further
enhancing the support available to those who have experienced sexual harassment.</p><p>
</p><p><a href="https://www.gov.uk/government/publications/army-sexual-harassment-report-and-action-plan-2018"
target="_blank">https://www.gov.uk/government/publications/army-sexual-harassment-report-and-action-plan-2018</a></p><p>
</p><p> </p><p><strong>Royal Air Force (RAF)</strong></p><p>The RAF, in line with
the other Services, has a range of policies and processes which help meet the legal
obligations contained within the Equality Act 2010 and the RAF’s specific legal duty
as part of the Public Sector to show due regard to the need to eliminate unlawful
discrimination, harassment, victimisation and any other prohibited conduct. Harassment
involving unwanted conduct of a sexual nature is addressed within those policies,
including the Tri-Service Armed Forces Code of Social Conduct which is widely briefed
during initial training and as part of command, management and leadership courses
at all levels. Air Publication 1, ‘Ethos, Core Values and Standards’, reiterates the
standards expected of all personnel and identifies unwelcome sexual attention in the
form of physical or verbal conduct as an example of unacceptable personal behaviour.
Further, Air Publication 1 makes clear that all personnel, regardless of rank, have
a responsibility to set the right environment and to challenge inappropriate behaviour.</p><p>
</p><p> </p><p> </p>
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