{"id":5037,"date":"2024-08-01T04:36:26","date_gmt":"2024-08-01T04:36:26","guid":{"rendered":"https:\/\/b-ed-college.weblizar.com\/?page_id=5037"},"modified":"2024-08-23T19:17:43","modified_gmt":"2024-08-23T13:47:43","slug":"discrimination-sexual-harassment-policy","status":"publish","type":"page","link":"https:\/\/bedcollege.weblizar.com\/?page_id=5037","title":{"rendered":"Discrimination &#038; Sexual Harassment Policy"},"content":{"rendered":"<h2>Discrimination &amp; Sexual Harassment Policy<\/h2>\n<style>\/*! elementor - v3.23.0 - 25-07-2024 *\/\n.elementor-heading-title{padding:0;margin:0;line-height:1}.elementor-widget-heading .elementor-heading-title[class*=elementor-size-]>a{color:inherit;font-size:inherit;line-height:inherit}.elementor-widget-heading .elementor-heading-title.elementor-size-small{font-size:15px}.elementor-widget-heading .elementor-heading-title.elementor-size-medium{font-size:19px}.elementor-widget-heading .elementor-heading-title.elementor-size-large{font-size:29px}.elementor-widget-heading .elementor-heading-title.elementor-size-xl{font-size:39px}.elementor-widget-heading .elementor-heading-title.elementor-size-xxl{font-size:59px}<\/style>\n<h2>ANTI-HARASSMENT POLICY<br \/>\n<\/h2>\n<p>\t\t1.0 Introduction<br \/>\nThe college is dedicated to provide equal opportunities and to create an environment in which<br \/>\nall the staff, students and those for whom the college has a special responsibility (for example<br \/>\nvisiting academics and students \u2013 henceforth referred to as \u201cvisitors\u201d) are treated with dignity<br \/>\nand respect and in which they can study and work free from any kind of discrimination,<br \/>\nharassment, or victimization. All the members of College are responsible for safeguarding<br \/>\nthis policy and should act in compliance with the policy guidance in the course of their daily<br \/>\nwork or study, assuring and cultivating an environment in which the dignity of other staff,<br \/>\nstudents, and visitors is esteemed. Offensive behaviour will not be tolerated. Harassment in<br \/>\nany form is a serious offence which is punishable under the College\u2019s disciplinary<br \/>\nprocedures.This Policy, and the Code of Conduct which accompanies it, apply to the academic and office<br \/>\nstaff of the College, undergraduate and graduate students, and all others for whom the<br \/>\nCollege is responsible. References to \u2018academic staff\u2019 include Principal \/ Teacher-in-Charge,<br \/>\nFull 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<br \/>\nassociated guidance and must aspire to provide effective guidance and briefing on it. The<br \/>\nCollege takes measures to ensure that both the policy and guidance are fully understood and<br \/>\nimplemented. The policy and guidance will be brought to the attention of all staff and<br \/>\nstudents and are available on the College web-site.Management of the College and all occupying positions of responsibility or seniority,<br \/>\nincluding students who fall into these categories, have specific responsibilities. These include<br \/>\nsetting a good personal example, making it clear that harassment will not be tolerated, being<br \/>\nfamiliar with, explaining, and offering guidance on this policy and the consequences of<br \/>\nbreaching it, investigating reports of harassment, taking corrective action if needed, and<br \/>\nensuring that victimisation does not occur as a result of a complaint 1.1 Definition of Harassment<br \/>\nHarassment is unwanted conduct on the grounds of sex, marital status, gender reassignment,<br \/>\nrace, disability, religion\/belief, sexual orientation or age that violates a person\u2019s dignity or<br \/>\ncreates an threatening, hostile, degrading, embarrassing or offensive environment.Harassment on grounds of sex, race, religion, disability, sexual orientation or age may<br \/>\namount to illegal discrimination. Harassment may also breach other legislation and may in<br \/>\nsome circumstances be a criminal offence. Harassment may occur through the use of internet,<br \/>\nemail, or telephoneThe other person\u2019s motives are not the main factor in determining if behaviour amounts to<br \/>\nharassment. Just because certain behaviour may be acceptable to the alleged harasser or<br \/>\nanother person does not mean it is not harassment. Being under the influence of alcohol or<br \/>\notherwise intoxicated will not be admitted as an excuse for harassment, and may be regarded<br \/>\nas an aggravating feature. Bullying.may be characterised by offensive, intimidating,<br \/>\nmalicious or insulting behaviour, or misuse of power through means intended to demoralize,<br \/>\nhumiliate, degrade or injure the recipient. It includes any behaviour which makes someone<br \/>\nelse feel threatened, frightened, humiliated or taken undue advantage of. Some common<br \/>\nforms of verbal abuse include verbal abuse; taunting; setting impossible deadlines or<br \/>\nobjectives; withholding key information or providing false information.The college will prevent any kind of victimization that may issue from making a complaint or<br \/>\nin assisting a complainant in an investigation. Victimisation occurs specifically when a<br \/>\nperson is treated less favourably because he\/she has asserted his\/her rights under this<br \/>\nguidance, either in making a complaint or in assisting a complainant in an investigation. The<br \/>\nCollege will protect any member of staff, student, or visitor from victimisation for reporting a<br \/>\ngrievanceSexual harassment has been characterised as a predominantly degrading and unacceptable<br \/>\nform of treatment, and is unacceptable to the College, as well as illegal, such that a victim<br \/>\nmay bring legal proceedings. If the conduct amounts to assault it may also comprise a<br \/>\ncriminal offence. All those to whom this Policy and the accompanying Code of Practice<br \/>\napply are under a duty not to engage in sexual harassment. Complaints that sexual harassment<br \/>\nhas occurred between persons to whom this Policy and the accompanying Code of conduct<br \/>\napply will be taken seriously by the College, and wherever inappropriate may result in<br \/>\ndisciplinary proceedings. The College will monitor the incidence of sexual harassment in the<br \/>\nCollege, and the resolution of complaints by the appointed Advisors.Harassment may not be directed at them specifically, but that they have witnessed it and<br \/>\nwhich violated their dignity. It may include unwelcome behaviour of a sexual nature which<br \/>\nthe recipient finds intimidating, hostile or offensive, ranging from unwelcome sexual<br \/>\nadvances, unpleasant or derogatory remarks, to the display of offensive material of an<br \/>\nexplicitly sexual nature. Such conduct may be physical, verbal or nonverbal. An aggravating<br \/>\nfeature of some cases of sexual harassment may be the abuse of a position of authority or<br \/>\ntrust. The College policy dictates that the provisions of the Sex Discrimination Act and the<br \/>\nEquality Act cover homosexual as well as heterosexual harassment.Reasonable and proper management instructions will be administered in a fair and proper<br \/>\nway, or reasonable and proper review of a member of staff\u2019s or a student\u2019s work and\/or<br \/>\nperformance will not constitute harassment. Behaviour will not amount to harassment if the<br \/>\nconduct complained of could not reasonably be perceived as offensiveIn brief, examples of behaviour that may constitute harassment are:<\/p>\n<ul>\n<li>Verbal or physical threats;<\/li>\n<li>Insulting, abusive, embarrassing or patronising behaviour or comments<\/li>\n<li>Offensive gestures, language, rumours, gossip or jokes;<\/li>\n<li>Humiliating, intimidating, demeaning and\/or persistent criticism;<\/li>\n<li>Open hostility;<\/li>\n<li>Suggestive comments or body language;<\/li>\n<li>Isolation or exclusion from normal work or study place<\/li>\n<li>Publishing, circulating or displaying pornographic, racist, sexually suggestive or otherwise<br \/>\noffensive pictures or other materials;<\/li>\n<li>Unwanted physical contact, ranging from an invasion of space to a serious assault<\/li>\n<\/ul>\n<p>(The above list is not intended to be exhaustive.)1.2 Advice to individuals who may be suffering one or more forms of harassment<br \/>\nIndividuals may find it embarrassing to discuss whether certain behaviour amounts to<br \/>\nharassment. The first step may be to discuss the matter in confidence with a friend or<br \/>\ncolleague who is familiar with the College setting. Members of staff may want to discuss the<br \/>\nmatter with immediate superiors, College Management, colleagues. Students may want to<br \/>\ndiscuss the matter with the teacher or any other college officials or their mentors. Student<br \/>\nmentors may provide the required support. 2.0 Written Complaints<br \/>\n2.1 Format of ComplaintsWritten complaints take the form of a letter or memorandum describing the conduct on which<br \/>\nthe complaint is based. It will include:the date(s) and place(s) on which the offensive conduct occurred,<\/p>\n<p>the names of any witnesses, and the name of the respondent<\/p>\n<p>any efforts to resolve the complaint and the results of these effortsif appropriate, the specific outcome the complainant seeks2.2 Filling of Complaints<br \/>\nStudents: As noted above, complaints against undergraduate students should be filed to the<br \/>\nMentor teacher or the Head of the Department.Employees: Complaints against employees should be filed to the principal\/Teacher-inCharge.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Discrimination &amp; 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 \u2013 henceforth referred to as \u201cvisitors\u201d) are treated with dignity and [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-5037","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/bedcollege.weblizar.com\/index.php?rest_route=\/wp\/v2\/pages\/5037","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/bedcollege.weblizar.com\/index.php?rest_route=\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/bedcollege.weblizar.com\/index.php?rest_route=\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/bedcollege.weblizar.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/bedcollege.weblizar.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=5037"}],"version-history":[{"count":103,"href":"https:\/\/bedcollege.weblizar.com\/index.php?rest_route=\/wp\/v2\/pages\/5037\/revisions"}],"predecessor-version":[{"id":6180,"href":"https:\/\/bedcollege.weblizar.com\/index.php?rest_route=\/wp\/v2\/pages\/5037\/revisions\/6180"}],"wp:attachment":[{"href":"https:\/\/bedcollege.weblizar.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=5037"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}