Antisemitism and Scottish Borders Council

15529

19/08/2021

FOI

Our request is as follows:Q1. Definition of antisemitismQ1a. You informed us on 17th October 2019, we understood that the International Holocaust Remembrance Alliance Definition of Antisemitism (‘IHRA Definition’) had not been adopted by Scottish Borders. See antisemitism.org/definition for more information about the IHRA Definition and the IHRA statement on the integrality of the examples.Q1b. Please confirm If the IHRA Definition has been adopted since 17th October 2019. If so, please provide the date that the motion/decision to do so was approved and provide a copy of the relevant motion/minutes/policy document or a working link if it is available on your website.
Q1c. If the IHRA Definition has been adopted, was the IHRA Definition adopted in its entirety including all of the examples?
Q1d. If all of the examples were not adopted, which ones were adopted?
Q1e If the IHRA Definition has not been adopted at all, was there a motion/decision to adopt the IHRA Definition which was defeated, and if so on what date was it defeated?
Q1f. If the IHRA Definition has not yet been adopted, has adoption been timetabled?

Q2. Codes of Conduct
Q2a. Has the IHRA Definition been incorporated into the members’ code of conduct?
Q2b. Has the IHRA Definition been incorporated into the officers’ and employees’ code of conduct and conditions of employment?
Q2c. Who is the person responsible for investigating or monitoring alleged breaches of the council’s codes of conduct? Please provide their name, job title, e-mail address and direct telephone number.
Q3. Complaints
Q3a Is the IHRA Definition used to define antisemitism for disciplinary purposes?
Q3b If not, how is antisemitism defined for disciplinary purposes?
Q3c. How many formal complaints of antisemitic conduct has Scottish Borders considered between 1st January 2020 and 31st December 2020 against members, officers or council employees?
Q3c. How many complaints resulted in disciplinary action?
Q3d. How many complaints resulted in no disciplinary action?
Q4. Equality, diversity and training
Q4a. Who is responsible for complying with Scottish Borders’s legal obligations in relation to equality and diversity? Please provide their name, job title, e-mail address and direct telephone number.
Q4b. What training does Scottish Borders provide to its members, officers and employees specifically on antisemitism as opposed to generally against all forms of discrimination prohibited under the Equality Act 2010?
Q4c. If such specific training on antisemitism is provided, is it conducted by Scottish Borders in-house or is it outsourced to a training provider?
Q4d. If such specific training on antisemitism is outsourced, which organisation(s) provide the training?
Q5. Prevent coordinator
Q5a. Who is the Scottish Borders’s Prevent Coordinator? Please provide their name, job title, e-mail address and direct telephone number.

Q1b. We have not adopted the IHRA definition.
Q1c. n/a
Q1d. n/a
Q1e No motion or decision has been made to adopt the IHRA definition.
Q1f. No

Q2a. No.
Q2b. We have not adopted the definition. As previously reported the following behaviour is covered by our Dignity and Respect at Work policy:
Bullying; which is persistent, unwelcome, offensive and intimidating behaviour or misuse of power which makes someone feel upset, threatened, humiliated or vulnerable and undermines their self-confidence.
Bullying is unlikely to be a single or isolated instance. It is usually, but not exclusively repeated and persistent behaviour which is offensive, abusive, intimidating, malicious or insulting. Bullying includes but is not limited to:
* Conduct which is intimidating, physically abusive or threatening.
* Conduct that degrades, ridicules or humiliates an individual, especially in front of colleagues.
* Picking on one person when there is a common problem.
* Shouting at an individual to get things done.
* Consistently undermining someone and their ability to do the job.
* Setting unrealistic targets or excessive workloads.
* “Cyber bullying” i.e. bullying via e-mail. (This should be borne in mind where employees are working remotely and are managed by e-mail. Care and sensitivity should be practised with regard to the choice of context and language).
* Setting an individual up to fail e.g. by giving inadequate instructions or unreasonable deadlines.
Harassment; which is unwanted conduct that, violates someone’s dignity and creates an intimidating, hostile, degrading, humiliating or offensive environment. Harassment may be defined as any conduct which is:-
* Unwanted by the recipient
* Is considered objectionable
* Causes humiliation, offence, distress or other detrimental effect.
Specific to the Equality Act 2010.
Racial harassment
Any hostile or offensive expression by a person towards another - or encouraging others to commit such an act - on the grounds of their colour race, nationality, religion or ethnic or national origins.
Ranges from violent physical assault to jokes, remarks, threats or abuse.
Harassment due to religion or belief
Any hostile or offensive expression by a person towards another - or encouraging others to commit such an act - on the grounds of their religion or belief.
Includes jokes, remarks or abuse.
We believe this adequately covers the IHRA definition of anti Semitism.

Q2c. The Line Manager Line Manager, following consultations as appropriate with the relevant Director or other Senior Officers in the Council.

Q3a. No
Q3b. Our policy on Dignity and Respect covers such matters.
The purpose of this policy is to:
* Give a clear statement of the Council’s policy on dignity and respect in the workplace which applies to all employees.
* Give examples of the type of behaviour which can constitute as bullying and harassment.
* Give guidance on the responsibilities of employees and managers
* Advise employees on the procedure they should follow if they wish to complain about bullying or harassment.
Q3c.
Q3c.
Q3d. We have received no complaints in the specified timeframe that mention Antisemitism.

Q4a. All Directors and senior managers are responsible for these matters within their areas of responsibility.
The Council’s Training team are responsible for training.

Q4b. No specific training is provided.

Q4c. Not applicable.

Q4d. Not applicable.

Q5. Prevent coordinator.

Q5a. Who is the Scottish Borders’s Prevent Coordinator?
There is a dedicated professional in the council called the SPOC (Single Point Of Contact).

Antisemitism and Scottish Borders Council - Freedom of information requests