Dignity at Work and Study

• Harassment can take many forms and can include undermining the person, unfair treatment and denying training opportunities.
• Harassment may occur as an isolated incident or may be persistent.
• Harassment occurs when someone's actions or words violate another person's dignity or create an environment that is intimidating, hostile, degrading, humiliating or offensive.
• The key element of harassment is that the actions and / or remarks are regarded as unacceptable by the recipient.
• Harassment on the basis of race, gender reassignment, disability, marriage or civil partnership, religion or belief, pregnancy, maternity, age, sex and sexual orientation is unlawful (as outlined in the Equality Act 2010).

Examples: Insults based on a specific characteristic or membership of a social group e.g. age, religion, race.

Making threats or inappropriate comments about job security, intellectual capability, and performance.

Coercion into action that goes against an individuals beliefs or morals.

Harassment on the grounds of a person’s sex, sexual orientation or gender reassignment, harassment of a sexual nature and treating a person unfavourably because they have either rejected or submitted to harassment will not be tolerated within the University. Sexual harassment occurs when a person’s unwanted conduct on these grounds could reasonably be considered by the recipient as having the effect of either violating their dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them.  If you feel you may have experienced this type of behaviour please also refer to the Addressing GBV and Sexual Harassment Policy for additional information and support. 

The University uses the current Scottish Government definitions in relation to this area, (https://www.gov.scot/policies/violence-against-women-and-girls/) recognising that these may change over time (actions which fall within this definition include those that result in physical, sexual and psychological harm of the recipient or the violation of their dignity and include (but are not limited to):

• Physical, sexual and psychological violence occurring in the family (including children and young people), within the general community or in institutions, including domestic abuse, rape, and incest
   
• Sexual harassment, bullying and intimidation in any public or private space, including work
   
• Commercial sexual exploitation, including prostitution, lap dancing, stripping, pornography 0F 1 and trafficking
   
• Child sexual abuse, including familial sexual abuse, child sexual exploitation and online abuse
   
• So called 'honour based' violence, including dowry related violence, female genital mutilation, forced and child marriages, and 'honour' crimes
   
• Stalking
   
• Coercion and control

Harassment may include behaviour linked specifically to colour, nationality or ethnic origins.  It can be a regular pattern of racist behaviour or a one-off incident.  A common example is racist language.  If you feel you may have experienced this type of behaviour, please also refer to the Guidance Notes in the Dignity at Work and Study Toolkit, for additional information and support.

Additional information is available on the University’s Race Equality webpages 

• Bullying is any conduct which has the cumulative effect of threatening, constraining, undermining, humiliating or harming another individual.
• It is usually repeated behaviour that is considered to be threatening, abusive, aggressive, intimidating, cruel, vindictive or humiliating by the recipient.
• Bullying tends to be an escalating process where the target of the bullying ends up in an inferior position and can be subjected to systematic negative acts.
• Bullying may include physical behaviours such as barging, jostling or shouting.

Examples: Withholding information from a person or persons, or excluding them from a group (e.g. a research group or committee).

Persistent misrepresentation or distortion of the behaviour of another member of staff.

Attempts to isolate an individual, including spreading malicious gossip, rumours and victimisation.

• The less favourable treatment of one member of staff in comparison to another on the basis of race, gender reassignment, disability, marriage or civil partnership, religion or belief, pregnancy, maternity, age, sex and sexual orientation.
• The application of any unnecessary criteria that some members of staff will find easier to meet than others, and that might prevent progression or engagement for a sub-set of staff members.
• Any behaviours considered to be prejudicial towards members of staff based on the categories listed above.

Examples: The restriction of participation in training, public engagement or promotional events based on any of the categories listed above. Exclusion of any member of staff from any professional event based on their perceived membership in any of the categories listed above. Promotion of prescriptive ideas about abilities or performance based on any of the characteristics listed above.

Cyberbullying is bullying and harassment using technology. This includes bullying online and any form of anti-social behaviour over the internet or via a mobile device. It is an attack or abuse, using technology, which is intended to cause another person harm, distress or personal loss. In many cases, the spreading of offensive jokes or shocking or sexual material via phone or e-mail may also constitute cyber-harassment. The University has issued guidelines in respect of how to protect yourself; see Cyberbullying and Harassment – Information Security Campaign.

• Incivility is a lower-level behaviour than those listed above, is non-physical, and can appear ambiguous e.g. the person perceiving the behaviour may not be sure if it was intentional or not.
• Incivility goes against norms for appropriate workplace behaviour and politeness, and can therefore vary according to context.
• Incivility can be active, also considered a commission of disrespect, or passive, involving an omission of respect.

Examples: Any behaviour considered impolite or unprofessional. Active = Use of sarcasm, making unpleasant comments, inappropriate use of humour, being overly abrupt e.g. cutting someone off while they were speaking, assigning blame to an individual in front of others. Passive: Not responding to a question or comment, not responding to an email that requires a response or action, evidencing inattention whilst someone is speaking (e.g. looking at phone)

A microaggression is an everyday behaviour which communicates insults, hostility, prejudice or discrimination towards marginalised individuals or communities. It can be intentional or unintentional. There are degrees of intensity of this behaviour and they can be split as follows:

• Micro-invalidations – subtle denial of a person’s feelings, experiences or thoughts
• Micro-insults – verbal comments or non-verbal actions, such as eye rolling, which demean or discredit
• Micro-assaults – deliberate and intentional slights such as avoidant behaviour or purposefully discriminatory actions, such as moving a purse or bag when you are around certain people.

• Gaslighting is a form of emotional abuse, used to manipulate a person by psychological means into doubting their own sanity, their perception of reality and eroding their self-esteem, in order to maintain power and control. 
• Gaslighting is not an easy thing to notice, confront or address, however it can be extremely damaging to someone if this form of abuse is prolonged.  If you feel like you are experiencing gaslighting, it can be helpful to talk to someone outside of the situation to get an external perspective on the issue.

• Victimisation involves treating someone less favourably than another because they have, in good faith, made a claim of harassment, bullying or discrimination.
   
• It also applies to those who may have assisted an individual who is making a claim. Victimisation is entirely unacceptable and any complaints in relation to such behaviour will be dealt with promptly. Any complaints of alleged victimisation will be investigated and, if proven, will lead to the disciplinary process being invoked.

Staff and Students should treat others how they would expect to be treated. They should:

• Acknowledge we all may approach things differently, come from different cultures or have different views
• Show respect to others in all forms of communication, including electronic exchanges
• Maintain appropriate and professional relationships with all members and levels of the University community
• Listen to the experiences and concerns of others without judgement or bias, with empathy, and take action where possible and appropriate to mitigate any negative experiences
• Feedback to others, and accept feedback given to you regarding behaviours that might be considered rude, upsetting or uncomfortable
• Respect the opinion of others, demonstrate fairness, and encourage others to speak up
• Learn about the experiences and perspectives of others and respect diversity in opinion
• Openly share information and encourage transparency
• Foster the development of diverse teams, encourage interactions and engagement across a broad range of perspectives
• Set a good example of how people should be treated
• Consider the impact your behaviour may have on others
• Behave in a way that respects the rights and dignity of others
• Treat others fairly and with respect
• Value the differences in others and the contribution they make
• Demonstrate a commitment to upholding the University’s policies on equality, diversity and inclusion
• challenge harassing or bullying behaviour as and when appropriate.

Supervisors/Line Managers/Lecturers have a particular responsibility to:

• Set a good example by their own behaviour
• Ensure that there is a supportive working environment
• Make sure that staff and students know what standards of behaviour are expected of them
• Intervene to stop bullying, harassment or discrimination
• Report promptly to Human Resources or Student Advice and Support Services any complaint of bullying, harassment or discrimination, or any incident of bullying, harassment or discrimination witnessed by them. Guidance on how to do this is included in the Guidance Notes (LINK) – How to deal with reports of bullying, harassment or discrimination.

Staff and Students should not:

• Behave disrespectfully to another person
• Discriminate against anyone, regardless of how they feel about them personally
• Behave in a manner that can be deemed to be threatening or bullying 
• Maliciously harm the reputation of staff, students or the University
• Behave unprofessionally with any member of the University or its external partners, collaborators, or visitors.

The University has developed specific guidance, outlining a series of steps that can be taken, in response to bullying, harassment and discrimination which you can read in full. You can choose to take an informal or formal approach:

Informal action

• Keep a note of the details of the behaviour that is causing you distress
• If possible, and it is safe to do so, inform the person engaging in the behaviour that you find it upsetting / offensive etc.
• Discuss with, and seek support from, friends, colleagues or someone from the Workplace Dignity Network or a Student Support Advisor. Staff networks and student forums can also be a good source of support
• Approach the HR team, your line manager, Director or Head of School, trade union representative or a member of the Dignity at Work network for an informal chat and advice.
• Request a mediated meeting with the person, with the support of your chosen representative.

Formal action

If you are a member of staff:

• Continue to keep a note of the details of the behaviour that is causing you distress
• If you decide to take formal action this will take the form of submitting a formal grievance using the University Grievance Procedure. Your concerns should be put in writing to your Line Manager, or the next level of Management if more appropriate.
• If the alleged incident involves students, the matter will be referred to the Student Support Management Team and will be dealt with under the relevant student policy/procedures.
• The matter will be investigated confidentially, in line with the University Investigations Procedure, and action taken if appropriate, at the end of the process.
• Full details of what to expect from the process can be found in the Guidance Notes detailed above.

If you are a student:

• Continue to keep a note of the details of the behaviour that is causing you distress
• If you decide to take formal action this will take the form of submitting a complaint, in writing, under the appropriate procedure:
  • If you are submitting a complaint about a member of staff, or general issues in your University life, submit a complaints form to academicservices@abdn.ac.uk
  • If you are submitting a complaint in respect of another student, please submit an email to studentconduct@abdn.ac.uk.
• Full details of what to expect from the process can be found in the appropriate Guidance Notes.

The University will treat all records concerning allegations or complaints of discrimination, harassment or bullying as confidential.

The guidance emphasises that all allegations will be taken seriously and in good faith. Those reporting issues will be given support throughout the formal process. Staff and students should have confidence that should they receive detrimental treatment as a result of raising their concerns, this will not be tolerated and will be dealt with as detailed under Victimisation.

Online Reporting

If you have been subjected to sexual violence or any incidents or acts of harassment, bullying, violence, targeted hate, or sexual misconduct you can submit an online report via the University website. You can choose to:

Report and Contact an Adviser. A trained adviser will contact you to discuss what has happened. They can highlight support services and talk you through the formal processes you may want to access. This may include reporting to the Police or discussing the University's disciplinary process. Unless there is a safeguarding concern, they will not take any action unless you ask them to.

Report anonymously which will be used to inform our prevention work and to understand the types of behaviour that are impacting our community. Reporting anonymously will not start a process of investigation and you will still be able to access support.

Reporting Concerns to Police

Staff and students should be aware that some of the behaviours associated with breaching this policy may also make the perpetrators liable to criminal prosecution.

Where an employee or student is subject to a breach of this policy which constitutes a criminal offence or an immediate threat to their safety, we would encourage them to report the matter to the police. If an issue has been reported to the police individuals should inform the University through the routes set out in this policy so that appropriate support can be given.

Complaints against Third Parties

Any complaints regarding harassment instigated by third parties, whilst working or studying on University premises should be directed to your HR Partner, or Student Advice & Support if you are a student.

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