Introduction

Harassment and bullying can affect the well being and performance of individuals and organisational performance.

The purpose of the procedure is to:

• Make it clear that the School does not tolerate harassment
• Outline the responsibilities that each of us has
• Give typical examples of harassment, including bullying
• Provide information on sources of help for complainants and alleged harassers

There is commitment from the top to encourage a culture that does not tolerate harassment. This is shown by the involvement of the Deputy Directors and the Director in the final part of the formal procedure, and appeal respectively.

The design of the procedure is to reach resolution as fairly and quickly as possible.

To help impartiality, the Anti-harassment panel is available for informal and formal resolution. It is not expected that Conveners or managers would resolve complaints.

Informal resolution is usually the first stage of the procedure to use because this is likely to be more successful and less stressful for all concerned than making a formal complaint. If informal resolution is unsuccessful, or is inappropriate because of the nature of the complaint, the formal procedure applies.

A member of the Anti-harassment panel member carries out the investigation into a formal complaint and decides whether or not to uphold the complaint. A report, which includes the result, is submitted to the Director.

The Deputy Director takes action on the report. If a complaint is upheld, the disciplinary procedure for misconduct or gross misconduct is invoked. If a complaint is not upheld, training, counselling or a voluntary transfer is considered.

Either the complainant or the alleged harasser may make an appeal in writing to the Director, if it is felt that the complaint was not treated seriously or the procedure was not correctly carried out.

The recognised trade unions and the School management respectively nominate members of the panel to reflect the range of staff that work at the School. Each member of the panel is given specialist training before giving advice or investigating formal complaints.

The submission of an annual report by the panel to the Director provides the means to evaluate the effectiveness of the procedure. The report may also highlight any work organisation or staff issues that need to be addressed to discourage harassment.

The causes and 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.

The examples given below, which include unacceptable physical and verbal conduct, are not exhaustive.

Sexual harassment

Examples include unnecessary touching, jokes of a sexual nature, inappropriate use of suggestive visual display unit material, intimidating behaviour such as asking for sexual favours in return for positive academic assessment or promotion.

Racial harassment

Examples of racially motivated actions and behaviour include inappropriate questioning about racial or ethnic origin, offensive graffiti and intimidating behaviour such as threatening gestures.

Personal harassment

Examples based on lack of tolerance of personal difference include making fun of personal circumstances or appearance.

Bullying

Examples of this form of psychological and/or physical harassment include unmerited criticism, isolation, gossip, changes to job duties that are detrimental, responsibilities delegated but without authority, essential information withheld, or behaviour that is intimidating or demeaning.

Harassment on grounds of sexual orientation

Examples include homophobic remarks or jokes, threats to disclose sexuality and intimate questions about sexual activity.

Harassment of disabled people

Examples that undermine the dignity of people with disabilities include discussion of the effects of a disability on an individual's personal life, uninvited touching or staring, and inappropriate questioning about the impact of someone’s disability.

Age harassment

Examples include derogatory age-related remarks and unjustifiable dismissal of suggestions on the grounds of the age of the person.

Stalking

Examples include leaving repeated or alarming messages on voice mail or email, following people home, or approaching co-workers to ask for personal information.

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