- Policy statement
- What is harassment
- What to do if you experience harassment
- What is discrimination
- What to do if you experience discrimination
- How Dignity and Respect Advisors can help
- Meet our Dignity and Respect Advisors
- Good practice guide: email
- Good practice guide: social media
- Social media conduct guide for students
The same behaviour may be inoffensive to one person and deeply offensive and intimidating to another.
Harassment is unwanted conduct that occurs with the purpose or effect of violating the dignity of an individual or creates an intimidating, hostile, degrading, humiliating or offensive environment.
It can be carried out by an individual or group of individuals.
It frequently involves someone in a position of authority bullying someone in a lesser position, but bullying of people in a more senior position by people in a lesser position and between people in an equal position does occur. All are equally unacceptable.
Forms of harassment
Forms of harassment are wide-ranging and complex. The same behaviour may be inoffensive to one person and deeply offensive and intimidating to another. Unintentional or misinterpreted behaviour may cause feelings of harassment. Differences in attitude, background or culture can mean that what is perceived as harassment by one person may not seem so to another.
Most people would not deliberately seek to cause upset or distress. However, it is important to recognise that behaviour that is acceptable to you may not be acceptable to others. For example ‘teasing’ a colleague about their sexuality or religion can create a humiliating or offensive environment for that person that is likely to be considered harassment.
Each of us has a responsibility to acknowledge that views, opinions held by others and decisions made by managers and supervisors may not always coincide with our own; such differences in themselves do not constitute harassment. Similarly, each of us has a responsibility to acknowledge that while academic debate, including vigorous speech and comment, and legitimate management of the performance of staff or students can be distinguished from bullying behaviour, we all have a duty to take care to ensure that individuals are not made to feel intimidated.
Harassment can be persistent or a single occurrence.
Examples of unacceptable behaviour
Some examples of unacceptable physical and verbal conduct which could constitute harassment are given below, although this is not intended to be an exhaustive list.
|Unnecessary physical contact; jokes of a sexual nature; displaying sexually explicit material; indecent demands or requests for sexual contact||Could constitute sexual harassment|
|Intrusive or inappropriate questioning, derogatory name-calling, offensive remarks or jokes||Could constitute harassment on the grounds of race; sexual orientation; age; religion or belief; or disability|
|Making fun of personal circumstances or appearance||Could constitute personal harassment|
|Unmerited criticism, isolation, gossip or behaviour that is intimidating or demeaning||Could constitute bullying|
|Leaving repeated or alarming messages on voicemail or email, following people home, or approaching co-workers to ask for personal information||Could constitute stalking|
|Any inappropriate communication sent via social media||Could constitute harassment|
University consideration of harassment claims
In considering whether conduct constitutes unlawful harassment, the University will take account of whether it is "unwelcome" or "offensive" to the person experiencing the conduct; whether it has the effect of violating their dignity; whether it creates an environment which is "intimidating, hostile, degrading, humiliating or offensive... for that person". The "perception" of the person experiencing the conduct is one of the factors which must be taken into account in making this judgement. The University will apply a Test of Reasonableness in responding to reports of harassment.
In summary, this means that harassment will have occurred if any independent, reasonable individual deems it to have occurred.
(The University will apply the definition of harassment in Section 26 of the Equality Act 2010 which states that a person harasses another if that person engages in unwanted conduct which has the purpose or effect of violating the other person's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment. In deciding whether conduct has the effect of violating a person’s dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment, a court/tribunal will take into account the perception of the other person, the other circumstances of the case; and whether it is reasonable for the conduct to have that effect.)