Student harassment statement
1. Introduction
1.1 The University of Glasgow is committed to a working and learning environment which is free from harassment, including discrimination, victimisation and bullying and in which the dignity of the individual is paramount.
1.2 The purpose of this statement is to promote a culture where harassment, in all forms, is known to be unacceptable and where allegations are dealt with in fair and timely fashion, and without fear of victimisation.
1.3 Harassment and bullying can have a serious detrimental effect on the health, confidence, morale and performance of those affected by it, and on the working, learning and living environment. Ultimately it could have the effect of a student suspending their studies or withdrawing from their chosen field of study.
1.4 The University will take allegations of bullying or harassment seriously. Formal procedures are in place to allow incidents of bullying or harassment to be investigated fairly and transparently. The following procedures are available:
a) University Student Complaints Procedure: a student can refer a matter of harassment or bullying as either an informal or formal complaint under this procedure. An outcome of a complaint investigation may involve a referral under b) or c) below.
b) Code of Discipline: a report can be made to the Senior Senate Assessor for Discipline under this Code if a student has been harassed by another student of this University.
c) Staff Disciplinary Procedures: a report can be made to the Human Resources department if the University Student Complaints Procedure has been completed and the complaint of harassment by a member of staff of this University towards a student is upheld.
1.5 Students should be aware that the making of malicious, vexatious or spurious allegations constitutes a breach of the University’s Code of Discipline and therefore students making such allegations can be referred under that Code.
2. Definitions
2.1 Harassment is unacceptable and offensive behaviour that can range from violence to more subtle forms such as ignoring someone. It can arise from the abuse of a power base and subjects an individual or a group to unwelcome attention, intimidation, humiliation or ridicule. The harasser does not have to intend to harass.
2.1.1The perception of the recipient is very important but the test of reasonableness must also be applied, i.e. a reasonable person in possession of the same information would regard it as harassment. The behaviour continues after an objection is made, although a single incident may be serious enough to constitute harassment
2.1.2 Some examples of harassment could include:
- Threats of academic failure/ promises of high marks in return for sexual favours
- Racist jokes and ridiculing relating to cultural differences
- Communicating with a person with a disability via a third party (unless specifically requested)
- Innuendo or gossip, for example based on sexual orientation
- Derogatory remarks based on religion or age (including sectarianism)
- Invading privacy or personal space
- Displaying offensive material
- Graffiti
- E-mail or online abuse
- Assault or other physical abuse
- Inciting others to harass
- Bullying
2.2 Bullying is the abuse of power or position to threaten, abuse, intimidate, insult or criticise; to humiliate and undermine a person so that their confidence and self-esteem is destroyed. It may happen in public or in private and may range from overt forms such as shouting to more subtle forms such as marginalising and ignoring a person. It may arise from the personal style of the bully and attacks may be irrational, unpredictable and unfair.
2.2.1 Some examples of bullying could include:
- Violence
- Shouting and sarcasm
- Constant destructive criticism
- Ignoring, patronising and ostracising
- Setting a person up for failure with impossible workloads and deadlines.
More examples of harassment and bullying are given in the Complaints Procedure in the University Calendar
3. Responsibilities
3.1 All students and staff have a responsibility to treat colleagues and peers with dignity and respect. This means respecting the feelings, sensibilities, cultural, religious and belief differences of others and considering how your behaviour is being perceived.
3.2 The University has to abide by health and safety regulations and has a duty of care towards students enrolled on its courses. It also has a duty not to infringe discrimination law in respect of the treatment of both students and staff, and additionally has a statutory duty to promote equal opportunities.
4. What to do if you think you’re being harassed
4.1 If you think you are being harassed or bullied, you are strongly encouraged to seek advice from one of the following;
- Advisor of Studies
- SRC Advice Centre
- Harassment Adviser
- Head of Department or Division
4.2 As described in 1.4 above, the University has formal procedures in place to assist students who might think they are being harassed or bullied, whether this is by a fellow student or a member of staff.
4.3 The Senate Office provides advice relating to both the Student Complaints Procedure and the Code of Discipline for Students. Further information and guidance is available on their website as follows:
4.4 Further information on staff disciplinary procedures is available from the Human Resources website
5. Relevant legislation
5.1 This statement adheres to the University’s overarching Equality and Diversity Policy, and separate policies on Age Equality, Disability Equality, Gender Equality, Race Equality, Religion and Belief Equality and Sexual Orientation Equality which are inline with all current legislation.
5.2 These policies can be viewed on the Equality and Diversity Unit’s webpage
6. Other resources
6.1 Support information is available from the following;