This protocol sets out the behaviour expected of members and their guests when taking part in Company affairs. It supports the Company’s Diversity and Inclusion Statement and helps create an environment in which people feel safe, welcome and able to contribute.
Who the protocol applies to
The protocol applies to Freemen, Liverymen, office holders and anyone acting on behalf of the Company.
Members are also responsible for making their guests aware of the standards expected at Company events. Staff, venue teams, speakers, partners, suppliers and other participants should be treated with the same respect and courtesy.
It applies during:
- formal and informal Company events;
- meetings, committees, visits and educational activity;
- email, messaging, social media and other communication connected with Company business; and
- any occasion on which someone represents, or could reasonably be understood to represent, the Company.
The standard we expect
People taking part in Company life should:
- treat others with dignity, respect and courtesy;
- act professionally and consider the effect of their words and actions;
- welcome different perspectives and avoid behaviour that excludes or intimidates;
- respect personal boundaries, privacy and reasonable requests for accessibility;
- follow the lawful requirements and policies of venues and partner organisations;
- take responsibility for the conduct of their guests; and
- raise or challenge inappropriate behaviour safely rather than ignoring it.
Behaviour that is not acceptable
Racism, discrimination, harassment, bullying, threats, unwanted sexual conduct and other behaviour that humiliates, intimidates or makes someone feel unsafe are not compatible with Company values.
The same is true of retaliation against someone for raising a genuine concern, supporting another person’s report or taking part in a review.
Alcohol is present at many Company occasions. It does not excuse inappropriate behaviour or reduce an individual’s responsibility for their conduct.
If something happens
Notice — If it feels safe and appropriate, a concern may sometimes be resolved by making clear that a comment or action was unwelcome.
Support — No one is required to address the person involved directly, and informal resolution will not be suitable in every case.
Report — Anyone who experiences, witnesses or is told about inappropriate behaviour may report it to the Clerk or to the current Master or any Warden.
Respond — A dedicated page explains the options and what happens next.
How concerns are considered
The Company will consider the nature and seriousness of a concern, the wishes and safety of the people affected, the need for a fair process and any legal, regulatory or safeguarding responsibilities.
Lower-level concerns may be addressed through a clear conversation, guidance or an agreed informal resolution. Serious or repeated concerns may require a formal review and referral to the senior office holders and Court under the Company’s governing processes.
Anyone with a conflict of interest should take no part in deciding how a concern is handled.
Keeping the protocol active
The protocol will be shared with new and existing members and kept under review alongside the Diversity and Inclusion Statement and reporting process.
The Company may update it as its activities, responsibilities and understanding of good practice develop.
Read our Diversity and Inclusion Statement