Current support at Imperial


Please find more information on harassment, bullying and victimisation on the Student Support Zone. You can contact a Faculty Senior Tutor or one of the College's Sexual Violence Liaison Officers.


Please find more information on the staff harassment support page, which includes contact details of people you can talk to.

The Sexual Harassment Working Group is reviewing current College policies and procedures and will make recommendations for improvements at Imperial.

The Working Group was established by the College Equality, Diversity and Inclusion Strategy Group and held its first meeting at the end of March 2018. The Group draws on representation and expertise from across the college (see full membership below).

The Group is working to:

  • review existing policies and procedures for reporting and dealing with sexual harassment for all types of cases
  • identify gaps / systemic failures
  • research and propose workable solutions that can be adopted College-wide
  • examine how the lessons learned and recommendations may be applicable to dealing with other forms of harassment (e.g. racially motivated or against people with disabilities). 

As a first step, the Group recruited an external specialist consultant to review Imperial's policies, consult with key people in the College who have experience in dealing with cases of sexual harassment, and produce an analysis and set of recommendations. This review has set the agenda for the Sexual Harassment Working Group. Ultimately the Group will report and make recommendations to the Provost’s Board to implement change across the College.

What do we want to achieve and how long will it take?

We want a credible and consistent College-wide system of reporting and investigation that is accessible to staff and students. The reporting system should enable us support any individual, either as a victim or a potential perpetrator, about whom a report may be made.

The system should be able to handle various levels of incident, providing formal and informal routes for investigation and resolution for all anticipated scenarios (staff-staff, staff-student, student-student, and students affected by behaviour of individuals unrelated to the College). It should also provide indicative timelines for investigation and indicative outcomes.

The Group aims to have completed its work within the next few months. Though we recognise the urgency and importance of the problems being address, we have not set a deadline because we want to make sure that the implementation plan that arises from this work is as effective as it can be. We want to take the time to get this right.

How can you help (and keep in touch)?

If you have ideas or suggestions of measures that we might take to improve our policies and procedures for dealing with reports of sexual harassment, please get in touch with one of the members of the Working Group.

Given the sensitive nature of the issues being discussed and the need for free and frank discussion, we will not be publishing minutes of the Working Group’s deliberations. However, we aim to provide summary updates as regularly as possible on this web page.

Membership of the working group:

  • Stephen Curry, Assistant Provost (EDI), Chair
  • Hannah Bannister, Director of Student Services
  • Nigel Brandon, Dean, Faculty of Engineering
  • Simone Buitendijk, Vice Provost (Education)
  • Mark Burgman, Director, CEP 
  • Emma Chapman, Research Fellow, Physics, and the 1752 Group
  • Lesley Cohen, Consul, Faculty of Natural Sciences
  • Anita Hall, Senior Tutor, Faculty of Natural Sciences
  • Kani Kamara, Head of the EDI Centre, HR
  • Ann Kelly, Head of College Employee Relations and Faculty of Medicine, HR
  • Peter Lindstedt, Senior Consul
  • Susan Littleson, Deputy Director (Organisational Development and Inclusion), HR
  • Jarlath O’Hara, Managing Director, ICU
  • Susan Parker, EDI Forum
  • Rob Tomkies, ICU President (or their delegate)