Harassment - Code of Practice
The University of Sheffield is committed to a working and learning environment that is free of intimidation or unlawful discrimination.
Harassment of people at work or in the learning environment is a feature of discrimination. The University of Sheffield has a clear responsibility in law under the Equality Act 2010 to ensure that harassment is stopped effectively and that procedures to deal with harassment are an integral part of any equal opportunity strategy. The University of Sheffield has put into place procedures by which individuals or groups may seek advice or action. This policy includes the provision of support for individuals to resolve problems of harassment at a personal level and procedures by which a formal complaint may be registered and pursued. Any incidents of harassment may be grounds for disciplinary action including dismissal or expulsion. It is the responsibility of every member of staff and every student to ensure that they contribute to the implementation of this policy.
The Policy
- The University regards harassment by any member of the University community by another as wholly unacceptable behaviour.
- All members of the University community are responsible for ensuring that personal harassment of another member of the University does not occur.
- Appropriate members of the University community will receive training in dealing with personal harassment to form a University Harassment Network and will be available to any member of staff or student to offer, in confidence, support, advice and information as required, to channel complaints.
- Though some cases of harassment may be resolved informally, harassment may provide grounds for disciplinary action against individuals up to and including dismissal or expulsion from the University and its disciplinary rules reflect this view.
- When reported, formal complaints of harassment will be considered with all possible speed and the University will take appropriate action as quickly as possible.
- Individuals or panels handling disciplinary or grievance procedures will be entitled to call upon advice from persons more expert in handling harassment.
- Cases of harassment will be investigated impartially by the University which will ensure that the alleged harasser has the opportunity to be represented and to be given a clear account of the allegation so that they may state their case.
- All records concerning allegations or complaints of harassment will be treated as confidential.
- Victimisation of any member of the university who brings a complaint of harassment or who is involved in a complaint of harassment will provide grounds for disciplinary action.
- The University recognises the possibility that complaints may be brought with mischievous or malicious intent and this may provide grounds for disciplinary action against individuals.
- Unless there has been notification of a situation involving harassment the University may not be able to take steps to prevent or eliminate harassment; it is therefore important that members of the University community are conversant with this policy and that the relevant procedures are understood and followed.
- The University will ensure that the policy is effectively communicated to all members of the University community, together with regularly updated information about who may be contacted for advice or help.
- The University will take steps to monitor the implementation of this policy. The Pro Vice-Chancellor with special responsibility for equal opportunity matters will report annually, following discussion with the Campus Unions, through the University Staffing Committee to the Council on the steps taken to implement the policy on Personal Harassment.