Dignity, Respect and Inclusion

What our policy means

Dignity and Respect at the University of Sussex is everyone’s right and everyone’s responsibility.

We aspire to create a culture of dignity and respect on an everyday basis. Our core values are kindness, integrity, inclusion, collaboration and courage and we seek to embody these in all we do so that all members of our community can make a contribution and thrive.

The policy

What is the Dignity and Respect policy?
  • The University takes a zero tolerance approach to all forms of discrimination, bullying and harassment, and violence
  • All allegations of discrimination, bullying, harassment and violence will be dealt with and treated as a serious matter
  • Disciplinary action will be taken if necessary
  • Our community know what behaviours are expected of them
  • We will monitor and review our performance on promoting dignity and respect, and the effectiveness of this policy on an ongoing basis
  • An annual assurance report will be provided to Council.
Who has been involved in creating the policy?

The policy is the output of extensive consultation with staff and campus trade unions from May to July 2019 and the aim is to bring about positive cultural change. There was strong demand for the policy in the Staff Survey and every member of the university community has a role to play in bringing it to life.

This policy replaces the ‘Harassment and Bullying at work - prevention policy’.

Why do we need a Dignity and Respect policy?

All staff and students need to understand that Dignity and Respect at the University of Sussex is everyone’s right and everyone’s responsibility.

We are committed to creating a positive culture for working, studying and living which supports freedom of thought and expression within the law, and within a framework of respect for the rights of other people.

So we can promote an enabling and inclusive environment where all individuals are treated with dignity and respect, free from bullying, harassment and discrimination.

To ensure that allegations of bullying, harassment and discrimination are taken seriously, and dealt with promptly and with due sensitivity.

We can set out the framework for raising, addressing and resolving concerns about individual and/or organisational behaviour. 

Who does the policy apply to?

This policy applies to all staff and students of the University and relates to both individual and collective activities and dealings with others in the University. It also extends to those who provide services to us, and to visitors to our campus.

This policy also applies to the behaviour of members of the University of Sussex community when operating in a professional capacity off-campus (e.g. at a conference, at a sporting event) and online (e.g. in email, on social media).  

How does this relate to other University initiatives?

The Dignity and Respect policy is part of a programme of positive cultural change.

The University has a strong and long-standing commitment to equality and diversity. It is committed to promoting an inclusive campus, which challenges prejudice, reduces inequality, celebrates diversity and focuses on developing good relations.

The diversity of our staff and student community is fundamental to creative thinking, pedagogic innovation, intellectual challenge, and the interdisciplinary approach to research and learning.

We need to provide an enabling and inclusive environment where all individuals are treated with dignity and respect, free from bullying, harassment and discrimination providing an environment for work and study that advances equality of opportunity.

We are all responsible for ensuring that staff, students and visitors to the University of Sussex are treated with fairness, dignity and respect.

Responsibilities

What are my responsibilities?

As members of the University community we all have a responsibility to:

  • Demonstrate dignity and respect in our interactions with individuals and groups.
  • Work and study collaboratively, collegially and effectively in teams within and across organisational units.
  • Identify and challenge unacceptable behaviour when it occurs, even if it is not directed at ourselves.
  • Address and resolve matters ourselves, where reasonably possible, in a positive and constructive way.
  • Raise more serious concerns with relevant University staff and participate positively in approaches to resolve them.
  • Modify our own behaviour should we become aware that we have behaved unacceptably in relation to this policy.
  • Complete online training on Diversity in the Workplace (for all staff) and Unconscious Bias (for staff involved in recruitment, reward and promotion) and Recruitment and Selection (for all staff involved in recruitment).
  • Complete the Respect, Equality, Diversity and Safety (REDS) workshop (for students). 
What are the responsibilities of managers?

In addition, managers of staff and others with responsibility for areas of work or study have:

  • A responsibility to take the lead in promoting a culture of dignity and respect.
  • A duty to take timely, relevant action to resolve concerns, either informally or formally.
  • Complete online training on Diversity in the Workplace, Unconscious Bias, and Recruitment and Selection.
What are the responsibilities of the university?

The University as an employer and provider of education will need to ensure that:

  • We foster a positive culture for working and studying which permits freedom of thought and expression within a framework of dignity and respect.
  • We create a framework through which complaints of harassment, bullying or discrimination are treated seriously and with discretion.
  • Staff and students feel safe and are listened to when raising concerns about behaviour.
  • Malicious or vexatious allegations are dealt with in line with University disciplinary procedures.
  • Training opportunities on Dignity and Respect are available to all members of staff and REDS workshops are offered to students. 

Good practice

What is good practice in relation to Dignity and Respect?

Our core values are kindness, integrity, inclusion, collaboration and courage and we seek to embody these in all we do so that all members of our community can make a contribution and thrive. This involves positive communication, being supportive, and understanding different perspectives.

How does dignity and respect affect meetings? 

We will be polite and respectful of others, listening to others and contributing constructively to the discussion which out cutting across each other. We suggest alternatives for resolution when there is a disagreement.

Any behaviour not in line with the principles of dignity and respect - shouting, swearing, anger, rudeness, interrupting, talking over people – is managed, for example, with the following steps: 1/ polite warning, 2/ break for 5 minutes, termination of meeting (Source: Life Sciences Code of Conduct for Meetings)

When sending an email?

Consider whether meeting the person or a phone call would be more appropriate (if it is sensitive, confidential)/ resolve the issue more quickly than an email. Before sending an email, which is critical of someone or admonishing, consider whether email is appropriate and send only to the person involved.

How can we all expect to be treated?

All staff and students and visitors can expect to be treated in a friendly, courteous and dignified manner on an everyday basis. Staff and students should always be mindful of addressing others politely and with sensitivity be that face-to-face, over the phone, via email and online. 

How can we expect to be valued?

Staff, students and visitors can expect to be valued for their skills, abilities and the contributions they make to the university community.

We undertake to be constructive and kind when we challenge people expressing different viewpoints or when we provide feedback to each other.

When managers or tutors make reasonable and appropriate (but perhaps unpopular) requests of their staff or students, or are providing feedback about performance or behaviour, we always expect this to be done in line with the principles of dignity and respect; in return, those staff and students receiving such feedback are expected to treat their managers or tutors with dignity and respect.

What behaviours can we expect?

People should expect to be:

  • be valued for their skills, abilities and contributions
  • be treated with dignity, respect and courtesy
  • study, work and live on a campus free from bullying, harassment or victimisation or violence
  • experience no form of unlawful discrimination.

 The University takes a zero-tolerance approach to all forms of discrimination, bullying and harassment, and violence which means that all allegations of discrimination, bullying, harassment and violence will be dealt with.

What is good practice for managers? 

Acceptable behaviour for staff also includes proportionate actions by a manager to support and encourage an employee to perform against key objectives and to manage performance appropriately.

Managers are expected to set clear expectations about a job, project or task and communicate clearly what success looks like in that role. When managers make reasonable and appropriate (but perhaps unpopular) requests of their staff, or are providing feedback about performance or behaviour, we always expect this to be done in line with the principles of dignity and respect.

Definitions

What is bullying and harassment?

Bullying refers to the exercise of power over another person through negative acts or behaviours that undermine them personally and/or professionally: it does not have to follow a “top-down” model – bullying can take many forms, all of which are unacceptable to the University.

Harassment refers to unwanted conduct related to a relevant protected characteristic, as defined in the Equality Act 2010, which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual.

The Equality Act 2010 offers protection from:

  • Unwanted conduct that is related to the protected characteristics of: age; disability; gender reassignment; race; religion or belief; sex; sexual orientation and that violates the person’s dignity or creates an intimidating, hostile, degrading, humiliating or hostile environment for that person
  • Unwanted conduct of a sexual nature (sexual harassment)
  • Less favourable treatment for rejecting/submitting to sexual harassment or harassment related to sex or gender reassignment.

 The defining features of harassment and bullying are that the behaviour is both unacceptable to the recipient and unwarranted by the circumstances of the relationship between the parties.

What is victimisation?

Victimisation occurs when a person is treated less favourably because they have, in good faith, made an allegation of harassment, or has indicated an intention to make such an allegation, or has assisted or supported another person in bringing forward such an allegation, or participated in an investigation of a complaint, or participated in any disciplinary hearing arising from an investigation.

What do we mean by violent behaviour?

Violence is the intentional use of physical force, threatened or actual, against another person, or against a group or community, which either results in or has a high likelihood of resulting in death, disability, injury, or harm (physical or psychological).

In line with our Definitions of Violence Policy, violence includes: workplace violence, sexual violence and misconduct, domestic violence, coercive or controlling behaviour, stalking, hate crime, cyber abuse, and so-called “honour” based violence.

How to resolve an incident

How do I resolve an incident informally?

Where an employee believes they are being subjected to treatment which is in breach of this policy, they should seek to address this at the earliest possible stage. There are a number of ways they may wish to approach the matter in an attempt to resolve it, as set out below.

Where they feel able to, the employee should make clear to the person causing the offence that their behaviour is unacceptable to them, making reference to this Dignity and Respect policy. In many instances, this can be sufficient to bring an end to that behaviour.

The employee should keep behaviour under review and make a note of any incidents of concern.

If the employee themself does not feel able to raise their concerns directly with the person causing the offence, they may wish to seek advice and guidance from another person.

How can I report an incident (staff)?

If the problem has not been resolved by informal means, or the employee feels it cannot be resolved through informal means, then they may submit a formal complaint.

If the complaint relates to another member of staff then this should be submitted as a grievance in line with the University’s Grievance Policy and procedure

What if the complaint relates to the behaviour of a student?

If the complaint relates to the conduct of a student then this will be taken forward by the University through the Student Disciplinary Regulation. Guidance on reporting allegations of student misconduct can be found in: the Student Disciplinary Procedures and Student Disciplinary Guidance for Staff and Students.

What is unacceptable behaviour in relation to harassment and bullying?

Key features of harassment and bullying are that the behaviour is both unacceptable to the recipient and unwarranted by the circumstances of the relationship between the parties.

For staff, the Disciplinary Procedure (Regulation 31) provides examples of unacceptable behaviour / misconduct that will be subject to disciplinary action.

For students, the Student Disciplinary Regulation and Student Disciplinary Procedures [link to document] provide examples of unacceptable behaviour / misconduct which will be subject to disciplinary action. 

We do not allow intimidating or threatening behaviour, language and tone of language. Persons in authority may not abuse their position by assuming a threatening or intimidating style. 

Examples of bullying and harassment

What harassment and bullying might look like

This could be ignoring people who are waiting to contribute to the meeting or seminar, cutting people off whilst they are speaking in a disrespectful way, aggressive questioning, being dismissive of them and their suggestions, publically disparaging or criticising performance, excluding relevant people from departmental plans and communications.

How might a member of staff experience harassment and bullying?

It is not acceptable to undermining a member of staff through, for example, unfair work allocation, persistent unjustified criticism, public criticism, raising issues in meetings which could or should have been raised more appropriately with the individual directly. Allocating staff unreasonable workloads that require an individual to work excessive hours for sustained periods, or scheduling work without due consideration of the need for meal breaks is not acceptable.  

Staff must be afforded equal opportunities for development or promotion and be given due consideration and/or explanation of refusal to reasonable requests covered by University of Sussex policy, such as flexible working / leave.  Isolation, non-cooperation, or deliberate exclusion of an individual from a work situation (including work-related social events) are examples of unacceptable behaviour.

What are unacceptable behaviours of bullying, harassment and violence for students?

For students, the Student Disciplinary Regulation and Student Disciplinary Procedures  provide examples of unacceptable behaviour / misconduct which will be subject to disciplinary action.

How can this relate to staff?

Students may not display abusive or threatening behaviour towards a member of staff or a student, for example during teaching or a research meeting. Bullying or harassment of a member of staff or a student via any means, including the publishing of offensive material about an individual online or as part of a ‘group chat’ is not acceptable.

What about physical contact?

Unwelcome physical contact ranging from unnecessary touching to serious assault is not acceptable.

What is sexual harassment?

Sexual harassment, which can include (but is not limited to) unwanted sexual comments or comments about someone’s body, unwelcome innuendos, wolf whistling, groping, tugging or lifting someone’s clothing, or stalking is never OK.

What is harassment on the grounds of race?

This can include offensive comments relating to a person’s race, ethnicity or religion. A racist culture, which denigrates minority ethnic groups, may create an offensive environment for individuals of all races. People of any race or ethnic background would have a right to complain even where the offensive remarks were aimed only one particular race.

How can harassment relate to a person’s sexual orientation?

This may include homophobic or biphobic remarks or jokes, offensive comments relating to a person's sexual orientation and threats to disclose a person's sexual orientation to others.  The response to such harassment may also be complicated by the fact that in order to complain about it or confront it, the people targeted may feel the need to be open about their sexual orientation with fellow students or work colleagues (perhaps for the first time).

What is harassment on the grounds of gender identity?

This may be aimed at transgender people. An example of demeaning behaviour could be speculating or gossiping about someone’s perceived gender identity, refusing to use someone’s preferred gendered pronoun (e.g. using ‘he’ to refer to a trans woman) or continuing to use their former name ('dead naming').

What is harassment on the grounds of disability?

This can include hostile and intimidating behaviour by colleagues because of a physical or mental impairment. An example is unjustified criticism or unsupported allegations that you are not ‘pulling your weight’ or pressure on you to take ill-health retirement against your wishes.