Harassment & Sexual Misconduct Statement

The University believes that that all students and staff have the right to study and work in an environment in which they are respected for the contributions they make, free from any form of sexual and gender-based violence, abuse or harassment.

The University recognises that sexual and gender-based violence is a problem that affects all of society, including the higher education sector, and we are committed to addressing these issues as part of our broader commitment to unity in diversity.

Sexual misconduct relates to all unwanted contact of a sexual nature including, but not limited to harassment, bullying, assault, rape, unwanted physical contact, intimidation, use of explicit messages and/or photos, and unwanted comments of a sexual or sexualised nature. These are considered serious offences and are managed through the Student Code of Conduct for students and via the Employee Handbook for staff.

If a student, staff member or visitor encounters harassment a complaint should be made (anonymous, person-specific, electronic or face to face) through either the internal portal, the Student Affairs Department or via Human Resources Department.

What is harassment and Sexual Misconduct?

Harassment and sexual misconduct are defined in the University’s Sexual Harassment & Sexual Assault Policy as follows:

RAUL defines ‘’Harassment’’ as unwanted conduct related to a protected characteristic, which has the purpose or effect of violating an individual’s dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment. Harassment may occur physically, verbally or non-verbally and it can be intentional or unintentional. It also includes treating someone less favourably because they have submitted or refused to submit to such behaviour in the past.

RAUL defines ‘’Sexual misconduct’’ as a form of harassment and is unacceptable behaviour of a sexual nature. It can include sexual harassment; sexual violence; intimate partner violence; sexual assault; grooming; coercion or bullying with sexual elements; sexual invitations and demands; comments; non-verbal communication; creation of atmospheres of discomfort; and promised resources or advancement in exchange for sexual access.

See our Report + Support portal for further information on What is harassment? and What is sexual misconduct and assault?

The Dignity at Work and Study Policy aims to ensure a respectful and courteous environment at the University, free from bullying, harassment, discrimination, and sexual misconduct. This summary provides a general awareness of the main Dignity at Work and Study policy, and should be read in conjunction with this. Here are the key points:

Purpose: Maintain a respectful environment for employees and students.

Unacceptable Behaviours: Bullying, harassment, discrimination, and sexual misconduct.

Reporting: Individuals can report incidents and seek support, including anonymous reporting.

Reporting Harassment and Sexual Misconduct

Students and staff can disclose how they have been affected by harassment and sexual misconduct using the University’s Report + Support portal.

Anonymous reports of student misconduct will only be accepted through the University’s reporting tool available at students.richmond.ac.uk. It shall be the responsibility of the Review Officer to establish whether an anonymous report provides sufficient verifiable detail in order to initiate further investigation under the Student Code of Conduct.

Support for those affected

Students and staff can disclose how they have been affected by harassment and sexual misconduct using the University’s Report + Support portal. You can choose to do this anonymously.

Students facing allegations: Within 5 days of receiving a report of an alleged violation of the Student Code of Conduct, the University will review the allegation and attempt an informal resolution if appropriate. Informal resolutions may be recorded by the Department of Student Affairs but are not added to the student record. Where an informal resolution is not possible or appropriate the University will initiate a Code of Conduct Review.

A range of support is available within and outside the University for students and staff who have experienced harassment and sexual misconduct. Further information about support options is available on our Report + Support portal:

What support is available if I have been harassed?

What support is available if I have experienced sexual misconduct?

If you’ve heard something distressing or if something is troubling you, the University’s Counselling Service offers confidential help and is open to both students and staff.

Regarding employee’s protection, RAUL has the following mechanism: EAP (Employee Assistance Programme) is an independent route for advice and support. An EAP is a confidential employee benefit designed to help employees deal with personal and professional problems that could be affecting your home life or work life, health and general wellbeing.

Investigating Harassment and Sexual Misconduct

The following policies are relevant to how RAUL investigate allegations of student harassment and sexual misconduct:

The Chapter 6 of The Student Code of Conduct set out how allegations will be informally resolved or formally reviewed and investigated through the Student Code of Conduct or other appropriate University policies and regulations. After receiving a report, a review officer nominated by the Vice President for Student Affairs, will investigate the alleged misconduct. The reviewer presents their findings to the Student Code of Conduct Committee review panel and committee makes a decision on whether or not a violation has taken place.

The Non-Academic related matters complaints policy will be applied where students, or a group of students, are dissatisfied with a non-academic related aspect of their experience or service at the University. The University offers a Three-Stage Resolution Process to resolve complaints made against a given University function/department. Students are also encouraged to contact the Complaints department at [email protected] who will advise on the University’s complaints procedure.

For all the employees of the University, the Grievance Policy sets out the University’s approach to addressing any workplace problems, complaints or concerns in a supportive framework and the University will ensure that all genuine grievances are dealt with quickly and fairly.

Handling Information

At RAUL, confidentiality is a key principle. This allows us to create a culture where those affected feel safe to make a disclosure about harassment and sexual misconduct.

The Data protection policy sets out how the University handle the Personal Data of our suppliers, students, employees, trustees, workers, customers and other third parties. The University will take all reasonable steps to protect the confidentiality and privacy of those who disclose harassment and sexual misconduct.

The Freedom of Speech Guidance specifies the Legal Framework, code of conduct and protocol facing harassment and sexual misconduct.

Informing Individuals

If the Student Code of Conduct Committee of RAUL believes a violation has been committed, the committee will impose sanctions. In the case of a serious disciplinary case (suspension or dismissal) the accused may be invited to a hearing conducted by the Student Code of Conduct Sub Committee.

As an outcome, the Lead investigator will communicate the Sub Committee’s decision to the accused highlight avenues for a potential appeal. The complainant should be advised of changes (ie a no contact order, change of class section, etc) that may impact their studies.

RAUL aims to ensure that once the investigation is concluded, appropriate information regarding the outcome and next steps is provided to Students Affairs in order for information to be shared with the student such as it is possible for the University to provide in accordance with its duties and obligations under data protection law.

More information is included in the chapter 7 of the Student Code of Conduct.

Training for Staff and Students

The Review Officers are trained to investigate student complaints related to Sexual Harassment, Sexual Misconduct and Sexual Assault. The university partnered with the Consent Collective to provide specialised training to members of the Student Code of Conduct Committee in relevant areas.

Our Review Officers are trained to acknowledge the complaint, to ensure student’s confidentiality and to offer appropriate support.

Sexual Harassment & Sexual Assault Policy

Personal Relationships between Staff and Students

The University expects staff to conduct themselves in a manner that is reflective of its Vision, Mission and Values and aims to always provide a safe place for work or study for both staff and students. However, the University recognises that personal relationships may develop or have existed prior to joining and the below provides guidelines, applicable to all staff and students on how to manage situations should they arise.

More information can be found in the Consensual Relationships Procedure.

Taking Steps to Protect Students

RAUL is dedicated to taking meaningful and effective action to protect students from harassment and sexual misconduct. These include:

Analysing and publishing data on use of our Report + Support portal. 
Building feedback surveys into our online training for students and staff, evaluating the results and making changes to the training where appropriate.
Consulting with Student’s Government on changes to our student policies on harassment and sexual misconduct. Students are represented on the committees where these policies are approved.

Non-Disclosure Agreement

RAUL has signed a pledge not to use Non-Disclosure Agreements (NDAs) in responding to complaints of harassment and sexual misconduct. The pledge, backed by campaign group ‘Can’t Buy My Silence’ and the government, commits Richmond to not using legally binding NDAs against students and staff who come forward to report abuse or misconduct. This is in line with the OfS Guidelines on NDAs in place since 1st September 2024. Providers will not be able to use NDAs where they relate to allegations about harassment or sexual misconduct. This prohibition covers all agreements that compel or seek to stop students from disclosing information about their experiences to a third party.