果冻影院

enables students and staff to report 鈥榓nonymously鈥� or 鈥榗ontact an advisor鈥� to find out their options for support and resolution.

The publication of the annual report is part of 果冻影院鈥檚 part of the commitment to improve transparency and build trust and confidence in reporting.

果冻影院 is clear that these behaviours have always been unacceptable. The Report + Support reporting system can aid resolution and support. The university has also put in place a number of measures around prevention of misconduct such as the introduction of 果冻影院鈥檚 Personal Relationship Policy in November 2020.

Headline findings:

• A total of 376 reports, 63.3% reports were from staff, 23.4% from post-graduate Students, 11.4% from undergraduate Students and 0.6% from third party staff.
• 58.7 % reports related to bullying, 31.5% related to harassment and 9.6% reports related to sexual misconduct.
• 65.4% of reports made were anonymous, and 34.6% of students and staff had contacted an advisor. Anonymous reports have decreased 6% since the Six Month Insights Report.

Key reasons for reporting anonymously:

• I am concerned about the impact on current or future career, 17.1%
• Nothing would be done if I made a complaint, 15%
• I鈥檓 worried about being called a trouble maker, 12.2%
• I鈥檓 worried that the perpetrator would retaliate, 9.2%

Cases:

• There were 24 formal student cases within the year. Outcomes varied from no further action, referred to police, suspension.
• There have been 37 formal cases raised by staff during the time period. Outcomes ranged from no further action to final written warning and dismissal.

Measures taken around bullying, harassment and sexual misconduct:

• 果冻影院 has launched an online reporting tool for students and staff to report issues of unacceptable behaviour; - which focuses on cultural and behaviour change.
• The tool is being accompanied by 果冻影院鈥檚 first institution-wide campaign called 鈥�. This focuses on how all members of the 果冻影院 community can play an active role in shaping a welcoming and inclusive environment for students and staff. The campaign provides helpful resources and include calls to action at an individual, departmental/faculty and institutional level. Part of this requires that we no longer excuse poor behaviour, or minimise the experiences of those affected.
• Approved and implemented the new Prevention of Bullying, Harassment and Sexual Misconduct Policy, and revised the Personal Relationships Policy which prohibits relationships between students and staff where there is direct supervision.听
• Engaged staff and PhD students in Where do you draw the line? training on preventing harassment and bullying. Almost 3,000 staff have received training to date. Taking the Lead training has also been delivered to 400 managers across 果冻影院.
• Revised and delivered the Students鈥� Union 果冻影院 Active Bystander training. Since the 2015 academic year, 20,000 students have received Active Bystander training.
• Set up a Preventing Sexual Misconduct Strategy Group to oversee the work undertaken to ensure 果冻影院 provides a welcoming and inclusive environment for all students and staff.
• Established an agreement with to improve the quality and consistency of investigations.
• Banned the use of non-disclosure agreements 颈苍听settlement agreements with staff or students who have raised genuine complaints of sexual misconduct, bullying or harassment.
• Established an institutional agreement with for the provision of specialist outreach support and counselling, and a robust training package.

Writing in the foreword of the report, 果冻影院 President & Provost Professor Michael Arthur said: 鈥淭he report makes for difficult reading. Not only are the figures concerning, but we must remind ourselves these are not just statistics, but staff and students lived experiences. Let me be clear, this behaviour has always been considered unacceptable. While 果冻影院 may not have been as effective as we could have been in tackling these behaviours in the past, we have made significant strides to improving the culture and action taken to support students and staff as outlined in this report.

鈥淔or example, our 鈥楩ull stop鈥� campaign was visible all over campus and we have made good progress in establishing new policies, and increasing support and training for students. We have developed new processes, such as environmental investigations, to ensure that anonymous reports help inform preventative work within local areas. However, the number of anonymous reports suggests there is still work to be done to improve the trust in these processes.

鈥淢yself and the senior leadership team are grateful to all those who have been contributing to these efforts and championing inclusion at 果冻影院.听 We all need to play a significant role in challenging unacceptable behaviour, and role modelling the behaviour we want to see.鈥�

Next steps

Among other things listed in the full report in the coming year 果冻影院 intends to:

• Review and improve the investigation and disciplinary processes for students and staff raising concerns of bullying, harassment and sexual misconduct.
• Launch the Full Stop to racial harassment campaign, 鈥楲et鈥檚 talk about race鈥�.
• Design and implement a new Intervention Framework for departments that are experiencing or perpetuating negative EDI behaviours, such as non-inclusive cultures, conflict, creating reports from students on EDI issues and so forth.