Promote a healthy working and learning environment

There are a number of steps we can all take to prevent harassment and bullying. 

Think about your behaviour. Most people would not deliberately seek to cause upset or distress. However, it is important to recognise behaviour that is acceptable to you may not be acceptable to others. For example, 'teasing' or 'banter' about an individual’s sexuality or religion can create a humiliating or offensive environment for that person which is likely to be considered harassment. 

Harassment and bullying can take many forms including deliberately excluding an individual or ignoring someone as well as traditional examples of bullying such as shouting, aggression, or violence.   

Activity online

A growing concern in relation to harassment or bullying is activity online. Consider remarks or comments you make in an email or on social media. You may consider them to be throw-away comments; however, they may not be interpreted that way. 

The University would also advise if you have a large number of ‘friends’ or ‘followers’ on a social media platform, then your comments will not be considered private.  A good question to ask yourself is “Would I say this to the person face to face?”.  If you wouldn’t, then it’s probably advisable not to say it online or at all. 

Unacceptable behaviours

There’s a wide range of behaviours which could be considered unacceptable and may constitute harassment or bullying. These include: 

• demeaning, abusive, indecent or offensive language or comments (including those in writing/email/social media)
• threatening behaviour or language, or actual threats 
• written, verbal or physical harassment 
• comments that discriminate on the basis of sex, sexual orientation, race and ethnicity, age, disability, religion and belief or other irrelevant distinction
• unsubstantiated allegations
• use of aggressive or inappropriate gestures
• demanding responses within inappropriate timescales
• persistent emails or mass circulation of emails
• making lengthy or repeated phone calls and expecting attention from staff outside normal office hours
• approaches to other people or agencies when due process has already commenced or has been completed
• persistently interrupting others
• behaviour which distracts others from the main activity, or disrupts the good order of the event
• engaging in antisocial behaviour

It is imperative you remember you may not be intentionally harassing someone, however if their interpretation is of harassment, you should address it. 

Self education 

All staff should complete the Diversity in the Workplace course. 

Supporting those who are experiencing harassment or bullying 

Staff or students who allege harassment and bullying often feel isolated. If you believe a colleague/student is being harassed or bullied, take a quiet moment to speak with them and encourage them to take action, for example, by pointing them to this website or encouraging them to contact a volunteer Harassment Adviser. 

Line manager or Adviser of Studies support and interventions 

Inaction can be seen as condoning unacceptable behaviour and can create a workplace culture where this is tolerated. If you are a manager/Adviser of Studies and are concerned your students/staff are engaging in behaviour that could constitute harassment or bullying, you have a responsibility to challenge this. If a student or member of staff approaches you with a concern about harassment or bullying, please ensure you read the Dignity at Work and Study Policy and the guidance for supporting a student or the guidance for supporting staff which should support you in these conversations.