Policy
Sexual Harassment is identified within Limmud’s Code of Conduct as a form of harassment. This policy provides procedures and processes Limmud takes against sexual harassment in Limmud settings.
- This policy applies to all Limmud events, programmes, and activities (in person or online).
- This policy applies to all participants, volunteers, staff, trustees, contractors, and third-party providers.
Policy Statement
Our policy incorporates our core Limmud values, especially;
- Respect: we expect everyone to be respectful of one another, and to recognise that all volunteers are also participants
- Participation: We are all responsible for each other and for the communities we create
- Diversity: We value the rich diversity among Jews and we encourage people not to stereotype others
- Arguments for the Sake of Heaven: We do not participate in legitimising or de-legitimising any religious or political position found in the worldwide Jewish community. Anyone coming to Limmud seeking opportunities for this will not find them
Limmud is committed to providing a respectful, and welcoming environment for all participants, volunteers, staff, and contractors. Our values, policies and guidance are there to support people. Limmud does not tolerate sexual harassment in any form. This policy aligns with the Equality Act 2010, which defines sexual harassment as:
“Unwanted conduct of a sexual nature that has the purpose or effect of violating someone’s dignity or creating a hostile environment.”
This applies equally to interactions between peers, colleagues, volunteers, or participants, regardless of role or status. Sexual harassment can occur between peers of any age or status.
Definition of Sexual Harassment
Sexual harassment includes, but is not limited to:
- Unwelcome sexual advances
- Unwanted physical contact
- Sexually explicit gestures, jokes, or language
- Display or sharing of sexually explicit material
- Derogatory or sexual comments
- Intrusive questions about private life or appearance
- Treating someone unfavourably for rejecting or submitting to such conduct.
Safeguarding and Confidentiality
Reports of sexual harassment will be handled confidentially and sensitively.
Limmud recognises a complainant’s right to remain anonymous and will respect this. However, the more we know, the more we can do. Having limited information may impact our ability to mitigate against risk. We cannot respond to reports of sexual harassment that anonymise the subject of the complaint.
All safeguarding procedures are overseen by the Designated Safeguarding Lead (DSL) and Safeguarding Trustee. The Executive Director and Trustees will be notified of procedures, outcomes and learning.
Limmud acknowledges the close-knit nature of the Jewish community, both professionally and socially. Confidentiality, discretion and impartiality will be a priority when a disclosure is made.
Preventive Measures
Limmud takes proactive steps to create a safe environment:
- Regular risk assessments to identify potential vulnerabilities, including recruitment of volunteers as explained in “Recruitment of Volunteers”
- Procedures reviewed by the Designated Safeguarding Lead (DSL) and Trustees.
- Step-by-step guidance on preventing and identifying sexual harassment is provided to staff, trustees, and event volunteers. This is included within onboarding and Limmud’s Code of Conduct, which everyone agrees to as part of participation with Limmud.
Additional onsite precautions:
- Event volunteer team (such as Limmud Festival Steering group) who lead various teams leading the event are equipped with Limmud protocols and procedures for reporting and supporting all attendees onsite, as guided by the DSL leading up to the event.
- Yads (event volunteers), with support from their team, help attendees report concerns and make sure they know where to get support, these procedures are to be included within the team’s handbooks/instruction pack. Limmud expects all Yads to know about Limmud’s procedures, however, is aware this is a new requirement for 2025, it may take time for everyone to become fully familiar with them.
- Training on safety initiatives, including Ask for Angela (Appendix: supporting documents).24/7 security at events, with personnel at all venue entrances.
- Onsite medical support during events.
Recruitment of volunteers
Limmud is always looking for ways to improve our processes. With this new policy coming into effect at the end of 2025, from January 2026 we will introduce updated requirements for recruiting volunteers. It is noted in this section, Limmud’s current recruitment process and new implications that is being rolled out.
Current recruitment of volunteers:
- Must complete an application form and this is reviewed by Limmud’s senior staff. Any concerns are raised to the Designated Safeguarding Lead to be reviewed.
- Volunteers have an informal conversation either in person or online with a senior member of staff, or, if it is for a Limmud event this can include event chairs.
New recruitment procedure as of 2026:
- Volunteers must complete a recruitment application form.
- Within the application, prospective volunteers must disclose any past allegations, investigations, or convictions related to harassment or other serious misconduct.
- The Designated Safeguarding Lead (DSL) will review all volunteer applications to check against past allegations made to Limmud.
- Volunteers, including but not limited to Trustees, Executive Committee, event team, project leads and Yads working with children or vulnerable adults, should have valid DBS checks.
- Any application from a volunteer with past allegations will be referred to the Designated Safeguarding Lead (DSL) to review. DSL may liaise with Safeguarding Trustee, Executive Director and Board of Trustees as part of the review.
- Limmud works to ensure all reviews are done fairly and impartially, allowing the volunteer to provide their own accounts of events and any mitigating circumstances.
Limmud’s risk assessment will consider:
- the nature and seriousness of the previous allegation(s)
- when the incident(s) occurred and if there is a pattern of behaviour
- the specific duties and level of responsibility involved in the potential volunteer’s role
- any evidence of the person taking steps to change their behaviour
Following the outcome of the risk assessment, Limmud will clearly determine whether the risk is low or high.
An applicant will be notified if they are unable to volunteer within the role, or, could be offered another position, or, unable to be volunteer.
Volunteers have the right to appeal and the details of the procedure is found within Limmud’s Complaint policy.
Limmud must ensure confidentiality and comprehensive record-keeping of the review process, decision made and the reasoning is kept on file.
Recruitment of Employees
If you experience harassment, notice someone else being harassed, or have any other concerns, please contact a member of the organising team or Limmud staff. If a Designated Safeguarding Lead (DSL) is available, please approach them directly.
You can report any form of harassment easily and at anytime through various methods:
- Online reporting by scanning a QR code which will take you to our website or visiting our webpage: https://limmud.org/reporting-to-limmud/ to complete an online form. This form can also be completed anonymously.
If person at a Limmud event, can be done via helpdesk and asking to speak with Participant Care Chairs, or call the Helpdesk phone number, which is found in the event handbook or app. The Helpdesk number is available 24/7 and will be held overnight by a senior volunteer, who will be able to direct the person.
Evidence of conduct is not required for there to be harassment. Limmud is not equipped to investigate or find evidence, but to identify and mitigate risk. Reporting plays a crucial role in helping us take timely and appropriate action. We take all reports seriously including anonymous ones.
At Limmud events, if it is warranted to do so, our Limmud team will assist in contacting venue security or the police. In all other Limmud settings, our DSL, staff or volunteers will assist or the police if necessary and will support those.
Response and Outcomes
All reports will be taken seriously and reviewed;
- Initially by the Designated Safeguarding Lead (DSL) with support by the Safeguarding Trustee.
- The Executive Director and Board of Trustees will be informed during the process where needed, or informed afterwards.
Limmud is required to review the risk raised by any allegation reported and if a person engages in harassing behaviour, Limmud may take appropriate action, including:
- Issuing a warningRemoval from the event without a refund
- Termination of volunteer role
- Other measures under Limmud’s Complaints Handling Policy
Those affected by this will be signposted to third-party organisations that can offer support.
Complaints
If you are a volunteer and you have a complaint about the conduct of anyone in the organisation (including event participants or presenters), whether at an event or in any other Limmud context, you should raise this with one of the following (as appropriate):
- The Chair(s) of your team/the event team.
- Executive Director
- Any Limmud trustee, including the Chair
Your complaint will be treated confidentially. The matter will be raised with the person about whom you are complaining in the first instance to see if any issues can be resolved, in particular if the conduct is inadvertent.
Should that not achieve a resolution, a more formal complaint procedure will be adopted which may result in the individual being sanctioned, including being asked to leave the event, or in the case of a volunteer, cease their role. Please refer to our Complaints Handling Policy.
Commitment
Limmud is dedicated to ensuring that everyone involved in Limmud can learn, volunteer, and participate in a space together which is respectful and free from harassment. We encourage anyone with concerns to speak up, knowing that their voice will be heard and respected.
Policy Monitoring
Executive Director has overall responsibility for the effective operation of this policy, and for reviewing the effectiveness of actions taken in response to concerns raised under this policy. The Board of Trustees is to be notified of any changes to the policy.
The Director of Operations has day-to-day operational responsibility for this policy, and individuals should refer any questions about this policy to them in the first instance.
The policy is due to review
- every 12 months, or;
- following any legislative changes, or;
- following any learning by Limmud, or;
- as required by the Charity Commission, or;
- any change in jurisdictional guidance, whichever comes first.
The policy will be reviewed every year by the Director of Operations before final approval by the Board of Trustees.
Appendix 1: Supporting Policies and documents
- Code of Conduct
- Complaints Handling Policy
- Limmud Child Safeguarding Policy
- Limmud Adult Safeguarding Policy
- List of Offences identified through DBS Checks
Appendix 2: Ask For Angela
Limmud has introduced the “Ask for Angela” safety initiative at self-run bars, in line with a programme rolled out across the UK. This initiative allows individuals who feel unsafe, vulnerable, or threatened to discretely seek help by approaching any Limmud bar and asking for ‘Angela’.
This code-phrase signals to Limmud volunteers that the person requires assistance. Upon hearing the phrase, Limmud volunteers will immediately contact the designated person on shift and, if necessary, the Designated Safeguarding Lead (DSL) and onsite security.
All instances of “Ask for Angela” should be reported to the DSL for record-keeping and follow-up.
Appendix 3: Link Safeguarding documents
- Reporting Sexual Harassment (online form)
- Reporting to Limmud:
| POLICY MONITORING | |
| Person Responsible for Policy | Director of Operations |
| Committee Responsible for Review | Executive Director & Safeguarding Trustee |
| Date Policy is approved | December 2025 |
| Frequency of review | Annual review |
| Date of next review | October 2026 |