Development of an official procedure in case ofharassment ordiscrimination for the students, parents or employees. Byharassment we understand: racial, cyber, religious, moral, sexual or any other kind.discrimination may be based on age,gender,ethnicity or any other form.

• ISL has a zerotolerance ofharassment ordiscrimination. It was important to the school that this positioning was formalised.
• This procedure honours our core values:
  • We believe in the power of listening to each other
  • We believe learning should happen in and out of the classroom
  • We believe in looking after each other like family
  • We believe we achieve more if we work as a team
  • We believe change is almost always a force for good

• For the school it is important that students become involved and informed about diversity andinclusion as part of our mission:
  • To ensure that everyone in our community becomes inspired, resilient and passionate about achieving what matters anywhere in the world.

• Make sure all people are treated equally and without discrimination
• Development of a procedure againstharassment anddiscrimination that is clear at each step.

• The first step was to draft the procedure together with the HR team.
• Afterwards it was shared and discussed with colleagues.
• Once validated, the written procedure was included in both the staff handbook and the Parent-Student Handbook.

The procedure clearly specifies:

• to whom the person feeling harassed or discriminated should talk (for example a teacher or counsellor for a student or a Leadership Team member for a staff member or parent).
• how to create a dialogue between concerned parties;
• resolve the conflict

• This procedure has been used with positive results.
• The procedure was supported by staff and parents.