Discrimination & Sexual Harassment Policy
ANTI-HARASSMENT POLICY
1.0 Introduction
The college is dedicated to provide equal opportunities and to create an environment in which
all the staff, students and those for whom the college has a special responsibility (for example
visiting academics and students – henceforth referred to as “visitors”) are treated with dignity
and respect and in which they can study and work free from any kind of discrimination,
harassment, or victimization. All the members of College are responsible for safeguarding
this policy and should act in compliance with the policy guidance in the course of their daily
work or study, assuring and cultivating an environment in which the dignity of other staff,
students, and visitors is esteemed. Offensive behaviour will not be tolerated. Harassment in
any form is a serious offence which is punishable under the College’s disciplinary
procedures.
This Policy, and the Code of Conduct which accompanies it, apply to the academic and office
staff of the College, undergraduate and graduate students, and all others for whom the
College is responsible. References to ‘academic staff’ include Principal / Teacher-in-Charge,
Full time and Part time teachers and Guest lecturers, who teach the students of the College.
The College is committed to making all staff and students aware of this policy and the
associated guidance and must aspire to provide effective guidance and briefing on it. The
College takes measures to ensure that both the policy and guidance are fully understood and
implemented. The policy and guidance will be brought to the attention of all staff and
students and are available on the College web-site.
Management of the College and all occupying positions of responsibility or seniority,
including students who fall into these categories, have specific responsibilities. These include
setting a good personal example, making it clear that harassment will not be tolerated, being
familiar with, explaining, and offering guidance on this policy and the consequences of
breaching it, investigating reports of harassment, taking corrective action if needed, and
ensuring that victimisation does not occur as a result of a complaint
1.1 Definition of Harassment
Harassment is unwanted conduct on the grounds of sex, marital status, gender reassignment,
race, disability, religion/belief, sexual orientation or age that violates a person’s dignity or
creates an threatening, hostile, degrading, embarrassing or offensive environment.
Harassment on grounds of sex, race, religion, disability, sexual orientation or age may
amount to illegal discrimination. Harassment may also breach other legislation and may in
some circumstances be a criminal offence. Harassment may occur through the use of internet,
email, or telephone
The other person’s motives are not the main factor in determining if behaviour amounts to
harassment. Just because certain behaviour may be acceptable to the alleged harasser or
another person does not mean it is not harassment. Being under the influence of alcohol or
otherwise intoxicated will not be admitted as an excuse for harassment, and may be regarded
as an aggravating feature. Bullying.may be characterised by offensive, intimidating,
malicious or insulting behaviour, or misuse of power through means intended to demoralize,
humiliate, degrade or injure the recipient. It includes any behaviour which makes someone
else feel threatened, frightened, humiliated or taken undue advantage of. Some common
forms of verbal abuse include verbal abuse; taunting; setting impossible deadlines or
objectives; withholding key information or providing false information.
The college will prevent any kind of victimization that may issue from making a complaint or
in assisting a complainant in an investigation. Victimisation occurs specifically when a
person is treated less favourably because he/she has asserted his/her rights under this
guidance, either in making a complaint or in assisting a complainant in an investigation. The
College will protect any member of staff, student, or visitor from victimisation for reporting a
grievance
Sexual harassment has been characterised as a predominantly degrading and unacceptable
form of treatment, and is unacceptable to the College, as well as illegal, such that a victim
may bring legal proceedings. If the conduct amounts to assault it may also comprise a
criminal offence. All those to whom this Policy and the accompanying Code of Practice
apply are under a duty not to engage in sexual harassment. Complaints that sexual harassment
has occurred between persons to whom this Policy and the accompanying Code of conduct
apply will be taken seriously by the College, and wherever inappropriate may result in
disciplinary proceedings. The College will monitor the incidence of sexual harassment in the
College, and the resolution of complaints by the appointed Advisors.
Harassment may not be directed at them specifically, but that they have witnessed it and
which violated their dignity. It may include unwelcome behaviour of a sexual nature which
the recipient finds intimidating, hostile or offensive, ranging from unwelcome sexual
advances, unpleasant or derogatory remarks, to the display of offensive material of an
explicitly sexual nature. Such conduct may be physical, verbal or nonverbal. An aggravating
feature of some cases of sexual harassment may be the abuse of a position of authority or
trust. The College policy dictates that the provisions of the Sex Discrimination Act and the
Equality Act cover homosexual as well as heterosexual harassment.
Reasonable and proper management instructions will be administered in a fair and proper
way, or reasonable and proper review of a member of staff’s or a student’s work and/or
performance will not constitute harassment. Behaviour will not amount to harassment if the
conduct complained of could not reasonably be perceived as offensive
In brief, examples of behaviour that may constitute harassment are:
- Verbal or physical threats;
- Insulting, abusive, embarrassing or patronising behaviour or comments
- Offensive gestures, language, rumours, gossip or jokes;
- Humiliating, intimidating, demeaning and/or persistent criticism;
- Open hostility;
- Suggestive comments or body language;
- Isolation or exclusion from normal work or study place
- Publishing, circulating or displaying pornographic, racist, sexually suggestive or otherwise offensive pictures or other materials;
- Unwanted physical contact, ranging from an invasion of space to a serious assault
1.2 Advice to individuals who may be suffering one or more forms of harassment
Individuals may find it embarrassing to discuss whether certain behaviour amounts to
harassment. The first step may be to discuss the matter in confidence with a friend or
colleague who is familiar with the College setting. Members of staff may want to discuss the
matter with immediate superiors, College Management, colleagues. Students may want to
discuss the matter with the teacher or any other college officials or their mentors. Student
mentors may provide the required support.
2.0 Written Complaints
2.1 Format of Complaints
Written complaints take the form of a letter or memorandum describing the conduct on which
the complaint is based. It will include:
the date(s) and place(s) on which the offensive conduct occurred,
the names of any witnesses, and the name of the respondent
any efforts to resolve the complaint and the results of these efforts
if appropriate, the specific outcome the complainant seeks
2.2 Filling of Complaints
Students: As noted above, complaints against undergraduate students should be filed to the
Mentor teacher or the Head of the Department.
Employees: Complaints against employees should be filed to the principal/Teacher-inCharge.