Guidelines to accompany procedure for students

1. Application and Scope

1.1 There is an expectation that all members of the University community will act in accordance with this policy and adhere to the principles of treating each other with dignity and respect. Harassment, intimidation, victimisation or bullying of any kind is unacceptable and will not be tolerated.

1.2 It is the University's policy to ensure that students with a complaint of harassment have access to a procedure which can help to resolve the complaint as quickly and as fairly as possible. The purpose of this procedure is to address matters that are of concern to individual students, in order to promote a positive and constructive study/social environment.

1.3 The Code of Practice on Harassment provides a structured approach to enable students to raise allegations of harassment. It provides individuals with a course of action should they have a complaint. The aim is to ensure prompt, consistent and fair treatment for all involved in the complaint, in order to promote effective working relationships. It is the responsibility of the Complaint Co-ordinator, once they have been approached, to seek to resolve complaints of harassment at the earliest opportunity.

1.4 The procedure will cease to apply when the student has left the University. Where, however, a complaint is outstanding at the point of leaving the University, or is submitted immediately prior to leaving, the University will seek to resolve the complaint by the most appropriate means. (It will be for the University to determine how to proceed).

2. General Principles

2.1 There is a range of options for resolving complaints of harassment within this procedure, from an informal approach, through semi-formal to the use of the formal complaints procedure. Whenever possible, the route taken to resolve the complaint should be the choice of the individual who is making the complaint. All parties are encouraged to consider carefully the likely consequences of the different routes. In many cases an informal or semi-formal approach may be more effective in putting a stop to harassment and facilitating a continued study/social relationship than invoking formal procedures.

2.2 All parties involved in this procedure must ensure that they maintain the confidentiality of the process as appropriate within and outside the University. It might be appropriate, for example, for a student to discuss the procedure with a family member or with a YUSU/GSA representative. Disclosure of information by any of the parties involved might also occur where this is required under law or where there is a circumstance involving duty of care which requires disclosure, e.g. where a member of staff has concerns for the well being or safety of the student or others involved.

2.3 Where a formal complaint is found on investigation to be based on allegation(s) made maliciously and/or knowingly false information, the individual making the complaint may be subject to the relevant disciplinary procedures.

2.4 The University regards harassment as a serious matter. Where serious allegations of harassment are proven by a formal investigation, disciplinary action (including expulsion) may be taken against the individual who is the subject of the complaint under disciplinary procedures.

2.5 In all cases the University will ensure that an individual who has been the subject of a complaint under these procedures does not use his/her authority to victimise an individual making the complaint.

2.6 If a student wishes to be accompanied at an informal meeting, permission will not be unreasonably withheld.

2.7 Timescales - the aim throughout this procedure is to ensure that students are treated reasonably and in accordance with the principles of fairness and justice. All procedures should be expedited as soon as reasonable while still allowing these principles to be achieved. While every endeavour will be made to comply with timescales, due to the complexity, and or specific circumstances of a case, timescales may be extended, in such circumstances the individuals will be advised of the reasons for any delay.

To prevent delays, communication in relation to this procedure may be issued via electronic mail.

2.8 It is recognised that being subject to harassment or bullying, being accused of harassment or being involved in a harassment investigation can be a stressful experience for individuals. Students are encouraged to access the support available.

2.9 There is an expectation that students will raise their complaint with one officer of the University and will not raise the same complaint with a number of officers simultaneously.

3. Examples of harassment

3.1 Harassment involves a range of behaviour which could include:

  • Derogatory name-calling
  • Derisory remarks, verbal abuse, insults and threats
  • Ridicule or belittling of an individual
  • Repeated gibes in reference to personal traits or appearance
  • Offensive verbal or practical jokes

This includes behaviour via any means including verbal, non-verbal, physical, written or by other means of communication including social media.

3.2 Harassment can relate to the protected characteristics of an individual; for example, an individual could experience harassment directly because they have a disability, are from a particular ethnic group or are transgender. It can include harassment by association with an individual or individuals with a protected characteristic or by perception for example, where an individual is harassed because they are perceived to be lesbian or gay.

3.3 Bullying is a form of harassment, defined as the persistent intent to hurt or humiliate someone.

4. Guidance on Informal Procedure: Code of Practice on Harassment

4.1 The purpose of any informal procedures is to aim to resolve the issue whilst giving the individual who is the subject of a complaint an opportunity to cease any behaviour which causes distress.

4.2 A student who feels that they have experienced harassment is advised to act promptly in addressing the issue. In some cases the person against whom the complaint has been made may be unaware that his/her behaviour is inappropriate or has caused offence, or it may be that his/her words or actions have been misinterpreted. A brief and honest discussion between the parties involved may be sufficient to resolve the matter. As a first step, the usual expectation is that the individual making the complaint approaches the individual who is the subject of the complaint directly in an attempt to address their concerns. It is suggested that the individual who is the subject of the complaint is contacted in advance of an informal meeting and be given the opportunity to be accompanied.

4.3 An individual should keep notes and records of any incidents of harassment they have experienced. This can assist in identifying patterns of behaviour of the individual who is the subject of a complaint, and can provide useful specific examples when resolution is sought at both the informal stage or as part of an investigation.

4.4 Once a complaint has been brought to the attention of the Complaint Co-ordinator it is that Complaint Co-ordinator's responsibility to ensure that the complaint is addressed. Support and guidance in doing so could be obtained from a more senior manager, or the Equality and Diversity Office. A range of actions may be appropriate. It is likely that some form of fact-finding will be necessary in order to establish whether harassment has taken place.

4.5 A Complaint Co-ordinator may decide on a number of actions depending on the type of complaint made. Actions may include:

  • Discreet fact-finding in order to establish what has occurred.
  • Making recommendations as to how the individual who is making the complaint can resolve the issue themselves.
  • Negotiating agreed standards of behaviour between the individuals involved and ensuring no further transgression occurs.
  • Negotiating a way forward between individuals– for example facilitating, where appropriate, an apology and an undertaking not to repeat the behaviour.
  • Making temporary or permanent adjustments to the study/social environment and monitor the outcome.
  • Referring the matter to a more senior manager in cases where serious harassment may have occurred.

4.6 Consideration should be given to allowing an appropriate time period to pass in order for strategies to resolve any inappropriate behaviour to take effect.

4.7 As part of the process for dealing with a complaint, the Complaint Co-ordinator should ensure that all parties concerned have the required support in place in order to continue effective study/social relationships once a complaint has been resolved.

4.8 If there has been no accepted resolution via the informal procedure, the final step in the informal procedure is to meet with the Equality and Diversity Office. At this meeting it will be clarified with the individual making the complaint whether all aspects of the informal procedure have been exhausted and whether there are further measures which could be taken. The E&D Office may need to consult further with the Complaint Co-ordinator and other individuals involved in the case in order to come to a comprehensive understanding of the complaint and strategies previously attempted in order to resolve the issue.

Contact us

Equality and Diversity Office
equality@york.ac.uk
+44 (0)1904 324680
@EqualityatYork

Contact us

Equality and Diversity Office
equality@york.ac.uk
+44 (0)1904 324680
@EqualityatYork