Limmud

Dedicated to Jewish learning in all its variety

Limmud Code of Conduct

All volunteers and staff and event participants and presenters are required to agree with the following Code of Conduct. Organisers will enforce this code throughout the event. We expect cooperation from all volunteers and participants to help ensure a safe environment for everybody.

Limmud’s Values

Our code of conduct is a manifestation of Limmud’s core 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

Introduction to Limmud’s Code of Conduct

  • Limmud is dedicated to providing a harassment-free experience for everyone, regardless of gender identity and expression, age, sexual orientation, disability, physical appearance, body size, race, ethnicity, religion (or lack thereof), or technology choices.
  • We do not tolerate harassment in any form, including offensive, disruptive, or illegal behaviour, as well as abusive or aggressive language towards Limmud’s staff, suppliers, volunteers, presenters, or participants.
  • This includes any harassment that may be defined as a hate crime, defined as ‘any criminal offence which is perceived by the victim or any other person, to be motivated by hostility or prejudice based on a person’s lived sexual orientation, disability or perceived disability and any crime motivated by hostility or prejudice against a person who is transgender or perceived to be transgender.’
  • A person reporting is not required to submit supporting evidence for an allegation to be considered or for its severity to be assessed.  A report can be made based on a person’s experience. Limmud is not equipped to investigate or find evidence, but to identify and mitigate risk. This is taken into consideration as part of reviewing all allegations.
  • Anyone asked to stop any harassing behaviour is expected to comply immediately.
  • Volunteers should comply with this code of conduct in all their interactions, including team meetings, conversations on Limmud business or at Limmud events.
  • If a person engages in harassing behaviour, Limmud may take appropriate action including (but not limited to) issuing a warning, removal from the event without a refund, termination of volunteer role.

What is Harassment

Harassment includes offensive verbal comments, deliberate intimidation, stalking, following, unwanted photography or recording, sustained disruption of talks or events, inappropriate physical contact, physical violence, sexual images in public spaces, and unwelcome sexual attention. Harassment may be related to gender, gender identity, gender expression, age, sexual orientation, disability, physical appearance, body size, race, ethnicity, religion, political views, technology choices, or membership in specific groups or organisations.

Sexual language and imagery are not appropriate in any Limmud activity, including talks, workshops, residential events, social gatherings, parties, or online media, unless clearly labelled as the subject of a session or training exercise.

Evidence of alleged conduct is not required for harassment to have taken place. It is important to note that harassment may occur even if the person responsible does not realise the impact of their actions or recognise their behaviour as inappropriate. It is not for the perpetrator to decide whether their conduct is acceptable. If another person—whether a witness, participant, volunteer, staff or contractor —believes an incident to be motivated by harassment or hate, it will be treated as such.

Hate Crime

Limmud will not tolerate any behaviour that may be considered a hate crime, as defined by the Metropolitan Police:

“A hate crime is any criminal offense perceived by the victim or others to be motivated by hostility or prejudice based on race, religion, sexual orientation, disability, or being transgender.” (Reference Metropolitan Police What is hate crime?)

A hate incident refers to any event perceived by the victim or others to be motivated by prejudice against someone’s race, religion, sexual orientation, disability, or gender identity.

A hate crime can fall into one of three main types:

  • physical assault of any kind
  • verbal abuse which includes threats, name calling and intimidation
  • incitement to hatred which is when someone acts in a way that is threatening and intended to stir up hatred.  That could be in words, pictures, videos, music, and includes information posted on websites, e.g. messages calling for violence against a specific person or group, web pages that show pictures, videos or descriptions of violence against anyone due to their perceived differences, or chat forums where people ask other people to commit hate crimes against a specific person or group

 For hate-related conduct, evidence should be provided where possible.

This policy applies to all settings within the the organisation, not just event related. Any speech that could be perceived as a hate crime, directed at any group, person, or position, will not be tolerated. This applies to both presenters and participants.

Sexual Harassment

Limmud will not tolerate any behaviour that may be considered sexual harassment as defined by the Equality Act 2010:

“Unwanted conduct of a sexual nature that has the purpose or effect or violating someone’s dignity or creating a hostile environment”.

This applies equally to behaviour between peers, colleagues, volunteers, or participants. Sexual harassment includes, but is not limited to, unwelcome sexual advances, unwanted physical contact, sexually explicit gestures or language, and the display of explicit material. It also covers derogatory or sexual comments, intrusive questions, and treating someone unfavourably for rejecting or submitting to such conduct.

Here is Limmud’s Sexual Harassment Policy

Reporting all forms of harassment

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 any time 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.
  • In person at a Limmud event, can be done via Helpdesk and asking to speak with Participant Care Chairs, or Limmud staff. When the Helpdesk or Limmud Office is closed 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.

We take all reports seriously including anonymous ones. 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.

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 affected.

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 use our Complaints Handling Policy.

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 are 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. 

This policy is due for 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: Supporting Documents

POLICY MONITORING
Person Responsible for PolicyDirector of Operations
Committee Responsible for ReviewExecutive Director
Date Policy is approvedDecember 2025
Frequency of reviewAnnual review
Date of next reviewOctober 2026