Dignity at Work

Harassment

The University of Leicester will positively advance equality of opportunity for all current and potential staff.  It will not discriminate unfairly on the basis of sex, pregnancy and maternity, gender reassignment, disability, race, ethnic or national origin, age, sexual orientation, socio-economic background, religion and belief, political beliefs, family circumstances, including marriage and civil partnership, and trade union membership.

The University affirms that all members of staff have a right to be treated with dignity; that sexual, racial and other forms of harassment at work will not be permitted or condoned, and that staff have a right to complain, should it occur.

The University wishes to establish a working environment free of harassment, and one in which people respect one another’s human integrity.

In order to give effect to this statement there is a positive duty on:

  • Heads of Departments, Managers and Supervisors to take such corrective action as is necessary to ensure compliance;
  • All members of staff to comply, and to ensure that colleagues are treated with respect and dignity.

All members of the University are responsible for helping to ensure that individuals do not suffer from unacceptable behaviour and that they are encouraged and supported in any legitimate complaint.

Harassment may be difficult to define in terms of what is acceptable or unacceptable behaviour.  Difficulty in defining harassment should not deter individuals from complaining of behaviour which causes distress.  Nor should anyone be deterred from making a complaint because of embarrassment or fear of intimidation or publicity.  The University is aware of the particular sensitivity of complaints, and their consequences, as well as the need for the utmost confidentiality.

Members of staff who feel that they are being subjected to harassment or bullying should not feel that it is their fault or that they have to tolerate it.  It is desirable to seek advice or help so that the matter can be dealt with and resolved at an early stage.

Incidents of harassment will be regarded extremely seriously and can be grounds for disciplinary action up to and including dismissal.

If an individual makes an allegation in good faith, which is not confirmed by subsequent investigation, no action will be taken against that individual.  However, precisely because harassment is seen as such a serious matter, complaints of a mischievous nature, or malicious charges of such harassment, will be viewed equally seriously by the University under the disciplinary codes.

For further details, or confidential advice, please contact HR or the Equalities Unit.



Adobe Acrobat (PDF) Equal Opportunities Policy (PDF, 99KB)
Adobe Acrobat (PDF) Dignity at Work Code of Practice (PDF, 394KB)

Share this page:

ESS Portal

Employee Self-Service is available for staff to update some of their own staff record.  Find out more about Employee Self-Service, or go straight to the online facility by clicking on the button below.ESS Button

 

Having trouble saving changes?  Get some help.

Need to get in touch?

Find out how you can contact HR