Discrimination, compliance, review and complaints For staff, the Employee Assistance Dealing with Programme is a support and counselling discrimination, service provided by PPC Worldwide and covers a wide range of issues, including bullying, harassment responding effectively to bullying and and victimisation harassment. Serious cases can be raised through the grievance or disciplinary procedures and, where proven, may be We will not tolerate any form of bullying or treated as acts of gross misconduct, which harassment. Examples include unwanted could lead to dismissal. Serious student physical contact, personal insults or cases are dealt with under the Code of sexual innuendo, coercion, Practice for Student Discipline and, where constant unfounded criticism, unwanted proven, could result in temporary or intrusion, persistent patronising or permanent exclusion from the University. exclusion, and derogatory comments. This is not an exhaustive list and further examples are included in the two bullying Assessing and harassment codes of practice, one for compliance, students and the other for staff. These provide guidance on dealing with bullying evaluation and review and harassment, and information on the informal and formal options available to We are committed to the fulfilment of our staff and students to tackle occurrences. Public Sector Equality Duty and our Staff and students are encouraged to Section 75 obligations in all parts of our address issues immediately so that these work. can be resolved informally wherever possible and are not allowed to escalate. Under this scheme, responsibility for the effective coordination and implementation Discrimination, harassment or of this equality scheme lies with the Head victimisation, whether direct, indirect, by of Equality, Diversity and Information association or perception, (see Annex B Rights, who is accountable to the for definitions) based on any of the as the Sponsor of Equality, individual characteristics or circumstances Diversity and Inclusion and the University covered by this equality scheme are Secretary as Chair of the Equality, included within the scope of the bullying Diversity and Inclusion Steering Group and harassment codes. All staff and responsible for ensuring compliance and students have a right to raise a concern in best practice. The University’s Equality, relation to decisions that they believe have Diversity and Information Rights team will been made based on their individual continue as the point of expertise and will characteristics and which result in take on a much stronger role as negative consequences or differential consultants in supporting the University to treatment. We will give added weight to achieve the objectives under the three key the seriousness of such cases. Malicious themes and the key performance allegations made under the bullying and indicators. harassment codes will be treated as serious disciplinary offences.
Discrimination, compliance, review and complaints Dealing with discrimination, bullying, harassment and victimisation We will not tolerate any form of bullying or harassment. Examples include unwanted physical contact, personal insults or sexual innuendo, coercion, constant unfounded criticism, unwanted intrusion, persistent patronising or exclusion, and derogatory comments. This is not an exhaustive list and further examples are included in the two bullying and harassment codes of practice, one for students and the other for staff. These provide guidance on dealing with bullying and harassment, and information on the informal and formal options available to staff and students to tackle occurrences. Staff and students are encouraged to address issues immediately so that these can be resolved informally wherever possible and are not allowed to escalate. Discrimination, harassment or victimisation, whether direct, indirect, by association or perception, (see Annex B for definitions) based on any of the individual characteristics or circumstances covered by this equality scheme are included within the scope of the bullying and harassment codes. All staff and students have a right to raise a concern in relation to decisions that they believe have been made based on their individual characteristics and which result in negative consequences or differential treatment. We will give added weight to the seriousness of such cases. Malicious allegations made under the bullying and harassment codes will be treated as serious disciplinary offences. For staff, the Employee Assistance Programme is a support and counselling service provided by PPC Worldwide and covers a wide range of issues, including responding effectively to bullying and harassment. Serious cases can be raised through the grievance or disciplinary procedures and, where proven, may be treated as acts of gross misconduct, which could lead to dismissal. Serious student cases are dealt with under the Code of Practice for Student Discipline and, where proven, could result in temporary or permanent exclusion from the University. Assessing compliance, evaluation and review We are committed to the fulfilment of our Public Sector Equality Duty and our Section 75 obligations in all parts of our work. Under this scheme, responsibility for the effective coordination and implementation of this equality scheme lies with the Head of Equality, Diversity and Information Rights, who is accountable to the as the Sponsor of Equality, Diversity and Inclusion and the University Secretary as Chair of the Equality, Diversity and Inclusion Steering Group responsible for ensuring compliance and best practice. The University’s Equality, Diversity and Information Rights team will continue as the point of expertise and will take on a much stronger role as consultants in supporting the University to achieve the objectives under the three key themes and the key performance indicators.