Our Position:

David Lloyd Clubs does not tolerate any form of sexual harassment. We believe that our workforce, members and any third-parties in association with our business are entitled to be treated with dignity and respect. This includes freedom from sexual harassment.

David Lloyd Clubs 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, members of the public, customers, 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 resolve any concerns raised and regularly review the reasonable steps we have in place in our pursuit to prevent sexual harassment from occurring.

Our Business:

As part of our initiative to identify and mitigate risk, all employees have a role to ensure that we are vigilant with respect to our third-party relationships, other employees and other Club users in our business to prevent sexual harassment from taking place. We are committed to assessing the risks and regularly reviewing this to ensure we minimise the risk for all.

Our Third-Party Relationships:

David Lloyd Clubs has a variety of third-party relationships including with self-employed contractors, agency workers, Club members and other clients.

We value the importance of these relationships and strive to maintain productive and positive business relations. Each third-party has a specific agreement in place with us which sets out the respective obligations and expectations between David Lloyd Clubs and the individual party. This includes zero tolerance of inappropriate behaviour, including harassment of any kind, towards our workers. Whilst we very much hope this will not be the case, David Lloyd Clubs are clear that if such inappropriate behaviour is found to have taken place towards its workers, it will result in the termination of the relevant agreement. Sexual Harassment Guidelines: It is understood that sexual harassment takes many forms but, in whatever forms it takes, it is unlawful under the Equality Act 2010.

The definitions of sexual harassment include:

1. Sexual harassment is 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 for that person. It also covers treating someone less favourably because they have submitted to or refused to submit to unwanted conduct of a sexual nature, or that is related to gender reassignment or sex.
2. Sexual harassment may be committed by a fellow worker, an agent of an organisation, or a third party. It does not need to occur in person. It can occur via digital means including social media sites or channels e.g. WhatsApp. Someone may be sexually harassed even if they were not the target of the behaviour.

Examples of sexual harassment can include, but are not limited to:

a) sexual comments or jokes, which may be referred to as ‘banter’ b) displaying sexually graphic pictures, posters or photos c) suggestive looks, staring or leering d) propositions and sexual advances e) making promises in return for sexual favours f) sexual gestures g) intrusive questions about a person’s private or sex life or a person discussing their own sex life h) sexual posts or contact in online communications including on social media i) spreading sexual rumours about a person j) sending sexually explicit emails, text messages or messages via other social media k) unwelcome touching, hugging, massaging or kissing

Further, it is possible for a worker to be treated detrimentally or negatively after raising a complaint about sexual harassment. This is known as victimisation and is unlawful. David Lloyd Clubs does not tolerate the victimisation of workers.

What can you do:

If you witness any concerning behaviour, including sexual harassment, you should report it through the following channels:

1. Speak with a member of the management team at the specific workplace location;
2. Speak to your main contact in your relationship with David Lloyd Clubs;
3. Contact the central People team at [email protected]