Types of Harassment and Bullying

Harassment and Bullying comes in many forms, some of which are listed below:-

1. Bullying
2. Stalking
3. Sexual Harassment
4. Racial Harassment
5. Religious Harassment
6. Disability Harassment
7. Sexual Orientation Harassment
8. Cases of Physical Assault

is a complex phenomenon of unwanted offensive and malicious behaviour which undermines an individual or group through persistently negative attacks. There is typically an unpredictable and irrational abuse of power or position that can manifest itself in physical, verbal or non-verbal forms. There is usually an element of vindictiveness attached to bullying and the behaviour is calculated to undermine, patronise, humiliate, intimidate or demean the recipient.

is a form of harassment which is being more commonly reported. It involves pestering an individual, either in person or in writing or electronic formats or on the telephone. Stalking can also involve following an individual or spying on them, alarming the recipient or causing them distress and may involve violence or fear of violence.

is unwanted behaviour of a sexual nature. It includes unwanted attention of a sexual nature that denigrates or ridicules or is intimidating. This may be physical, ranging from unwanted touching, groping or the invasion of personal space to sexual assault, rape or indecent exposure. Sexual harassment can be verbal and may include unwanted personal comments or sexual slurs, belittling, suggestive, lewd or abusive remarks, explicit ‘jokes’ or innuendo, and compromising invitations, including demands for sexual favours. Examples of non-verbal sexual harassment include: suggestive looks, leering, explicit gestures, sending sexually explicit emails or the display of pornographic material on University equipment or premises. (The IT implications are discussed further in the University’s separate Code of Practice on ICT Pornography). Most commonly, the reported incidents refer to the sexual harassment of women by men, although there are reports of women sexually harassing men and of same sex sexual harassment.

The Employment Equality (Sex Discrimination) Regulations 2005 define harassment for the first time and permits people to make a claim of sexual harassment. The new legislation prohibits sexual harassment described above, but also prohibits “sex-based” harassment, which is harassment on the grounds of someone’s gender.

is unwanted behaviour based on race, ethnic or national origin. It includes written or verbal threats or insults based on race, ethnicity or skin colour, abusive comments about racial origins, ridicule based on cultural grounds, derogatory namecalling, racist jokes, damage to property, the display of offensive graffiti or insignia and incitement of others to commit any of the above.

is unwanted behaviour based on religious beliefs or practices. This may take many forms including ridiculing items worn for religious reasons, denigrating cultural customs and dismissive treatment of requests for holidays for religious or cultural festivals, or derisory comments against an individual’s beliefs. It includes the incitement or persistent pressure through forms of evangelism and religious propaganda that suggests the answer no is unacceptable to the person trying to spread their ideas on religion or recruiting to their particular group.  Regardless of an individual's cultural/religious beliefs about different lifestyle choices (e.g. pertaining to gender, sexuality, dress), such beliefs must not manifest themselves in breach of the University's equal opportunities policies or legislation.

is unwanted behaviour based on disability, impairment or additional need. Such behaviour may include comments that are patronising or objectionable to the recipient or which creates an intimidating, hostile or offensive environment for people with disabilities. Disability harassment includes inappropriate reference to disability, unwelcome discussion of the impact of disability, refusal to work with and exclusion of people with disabilities from social events or meetings.

is unwanted behaviour based on known or presumed sexual orientation. Such behaviour includes namecalling, stereotyping, assault, verbal abuse, actual or threatened unwanted disclosure of sexuality, derogatory comments, excluding same-sex partners from social events or intrusive questioning about a person’s domestic circumstances.

Physical assault is a criminal offence and if you have been attacked, it is important that you seek help immediately. Contact one of the sources of help listed at the end of this leaflet and they will offer support and help you decide what to do. You will be advised about the choices that are open to you. If a case of assault is being pursued through the Criminal Courts, the University will need to consider at what stage it is appropriate to initiate its internal procedures. During this period every effort will be made to ensure that you are given support and are not isolated.

Action may be taken in a number of ways to end harassment and bullying. The University provides a support service called Confide and incidents should be reported to one of its members. Confide is described below and is available to try to resolve issues as quickly and effectively as possible. Within the University, there are informal and formal procedures and these are outlined below.

The University has a Harassment Adviser and other harassment contacts who have training in dealing with incidents of harassment and bullying and contact details are given at the end of this leaflet. Confide consists of academic and non-academic staff from across the University who are available to talk to staff or students in confidence. They offer support, advice and assistance in seeking a satisfactory solution to the issues raised. Confide are willing to discuss any incidents or problems, no matter how serious or trivial they may seem. You may seek an informal, confidential interview with a member of Confide at any time. Such a meeting may, with your permission, lead to attempts being made to resolve the issue without drawing on the informal and formal action procedures outlined below. Following an informal meeting with a member of Confide, further action will not normally be taken without your expressed permission, (disclosures of child abuse for example do have to be reported to the relevant Authorities). You may wish to contact the relevant national body mandated to investigate harassment, such as the Commission for Racial Equality, the Disability Rights Commission or the Equal Opportunities Commission. Contacts for these and other organisations are listed at the end of this leaflet.

Due to the sensitive nature, complaints of harassment or discrimination will be investigated with particular care and will remain, where possible, confidential.   The purpose of this provision is to protect the confidentiality of the person making the complaint and the reputation of the person being complained about until the matter has been resolved.  If it is deemed that the safety of an individual(s) is at risk of serious harm, confidentiality in these circumstances may be overridden by legal obligations to disclose.

Remember that Heads of Department, Section Heads, Hall Wardens and Personal Tutors are also there to help you.

Copies of this information and other equal opportunities codes can be obtained from Human Resources.

Author: Human Resources (AEPL)  Last modified: March 2009