Bullying and Harassment Policy

1 - Policy statement

1.1            Imperial is committed to making our community an environment in which all individuals are valued and respected. Our policy sets out our approach to preventing and addressing unacceptable behaviour and makes it clear that harassment, bullying and/or victimisation will not be tolerated. This commitment extends to taking steps to protect our community from such behaviour by members of Imperial and by third parties with whom we engage.

1.2           We encourage anyone who experiences or witnesses such behaviour to speak up, confident that every disclosure or report of bullying and harassment will be taken seriously, listened to, and addressed appropriately.

1.3           Imperial will make every effort to deal with allegations of bullying and harassment as quickly as possible, and where necessary, will investigate them in line with the appropriate procedure.

1.4           Allegations of bullying and harassment against a member of staff will be investigated in line with the relevant staff Resolution and Disciplinary Policies including the Annexes to the Appendix to the Ordinances for academic staff.

1.5           Disciplinary action will be taken against staff who are found to have committed bullying and harassment offences, a consequence of which could be dismissal.

1.6          Imperial’s Values are at the very centre of our work and guide our behaviour as a community, across all levels. This policy aims to protect and promote our Values of Respect, Collaboration, Excellence, Integrity and Innovation.

2 - Scope

2.1           This policy and procedure applies to allegations of bullying and harassment, excluding sexual harassment or misconduct, that are made against or involve anyone working for the university. This includes employees, workers (including casual workers, agency staff, third-party contractors), apprentices and those holding honorary or visitor associations.

2.2         Allegations of sexual misconduct, including sexual harassment, are dealt with separately within the Sexual Misconduct Policy and Procedure.

2.3         In the event of allegations of bullying and harassment by third parties such as contractors, clients, customers, vendors, suppliers or other individuals external to the university, refer to section 11.

2.4         This policy applies to bullying and harassment that may take place on Imperial premises as well as outside university premises or normal working hours, including at work-related social events, conferences, overseas trips, or on social media. It also applies to conduct that may not be directly related to university business but could affect the university’s reputation or undermine trust and confidence in a member of staff’s ability to perform their role (for example, racially harassing someone online).

2.5         This policy applies to disclosures, reports, or information relating to current, recent, and historical incidents. However, the ability to investigate older incidents may be limited, for example due to the availability of witnesses or the feasibility of obtaining historical evidence.

2.6         This policy does not apply to complaints of bullying or harassment made by a student against another student, or to complaints raised by a member of staff against a student. These will be investigated in accordance with the Student Code of Conduct and the Student Disciplinary Procedure.

2.7          Advice and guidance on the use of the appropriate procedure can be obtained from the Employee Relations team.

3 - Equality and Diversity

3.1           Imperial is committed to equality, diversity and inclusion. Implementation of this policy must be clear and transparent and not subject to any unfair discriminatory practices.

3.2         If a member of staff requires any adjustments to ensure equal access and opportunity at any stage of the procedure, the People Partnering team may be contacted for advice.

3.3         This policy is inclusive and applies to all staff irrespective of any protected characteristic.

4 - Definitions

For this policy, the following definitions apply:

Staff: any person who is engaged by Imperial as an employee, worker, apprentice, or who has honorary or visitor associations with the university.

Students: all undergraduate and postgraduate students, full-time and part-time students, students studying on or off campus or online, whether they are currently enrolled in subjects or deferred from their studies. It does not include Imperial College London graduates or individuals who are not currently admitted as students.

Third party: includes contractors, clients, customers, vendors, suppliers, volunteers or other individuals external to the university.

A Disclosure is when someone wants the university to know that something has happened, but they do not want, or are not ready, to be involved in a formal investigation. Disclosures can be made through the Report and Support tool or by contacting the ER team or a Harassment Support Contact. Please note that Harassment Support Contacts are not available for students, but students can access Student Support Advisers through Report and Support.

A Report is when someone makes a formal report, initiating a formal investigation into an incident following the relevant People Function policy and procedure for an allegation made against a member of staff, or the Student Disciplinary Procedure for an allegation made against a student. Individuals who choose to make a formal report will be offered support and guidance throughout the process.

The Reporting Party is the individual who has made a formal complaint regarding an experience of bullying and harassment.

The Responding Party is the person named in a formal complaint who is alleged to have committed an act of bullying and harassment.

Report and Support is a tool staff, students, contractors, and visitors to Imperial can use to disclose or make a full report about unwelcome behaviours. An individual can choose to disclose something anonymously or can provide their details to be put in contact with someone from the Employee Relations team. Where contact details are provided, the individual will be referred to the appropriate service to be provided information on support options on how to take their disclosure or report forward.

5 - Bullying and harassment

Bullying

5.1           There is no legal definition of bullying. Bullying may be characterised as offensive, intimidating, malicious or insulting behaviour involving the abuse or misuse of power that makes an individual feel undermined, humiliated, frightened, less respected or put down. This can include being made fun of, excluded from opportunities, or subjected to retaliatory behaviour because of power imbalances. Power does not always mean being in a position of authority but can also involve personal strength, the ability to coerce, or the use of fear or intimidation to control others.

5.2         Intimidation may include threats of physical violence or psychological pressure. It may also include unwanted physical contact, stalking, spying, pestering, shouting, sarcasm or derogatory remarks, pointing fingers and invading personal space.

5.3         Bullying can also take the form of persistent criticism without constructive support, shouting, sarcasm or derogatory remarks, or undermining someone’s work. It may also include cyberbullying, i.e., using the internet and related technologies to harm another person in a deliberate, repeated and hostile manner.

5.4         Bullying might be a regular pattern of behaviour (and often involves continuing or repetitive conduct) or a one-off incident. It might happen face-to-face, on social media, in emails or phone calls.

5.5         Whether behaviour amounts to bullying will depend on the circumstances of each case. Consideration will be given to the impact of the behaviour, the context in which it occurred, the perspectives of those involved, and whether the behaviour would reasonably be viewed as unacceptable in the circumstances.

Harassment

5.6         Under the Equality Act 2010, harassment takes place when an individual engages in unwanted conduct, related to another’s protected characteristic(s) (age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation), which has the purpose or effect of violating another person’s dignity, or creating an intimidating, hostile, degrading or offensive environment for that person. In deciding whether the unwanted conduct has the effect referred to, consideration must also be given to whether it is reasonable for the conduct to have that effect.

5.7          The Protection from Harassment Act 1997, which is also subject to an objective test, covers a wider range of behaviours that cause alarm or distress, including stalking. The conduct must involve a course of conduct comprising two or more occasions, and it must be sufficiently serious to amount to a criminal offence. This policy is informed by both Acts and is intended to apply only to conduct that meets the relevant legal standards. Legal protection from harassment also applies even if the individual does not have the protected characteristic, or the unwanted conduct is not directed at the individual.

5.8         Harassment can take a variety of different forms and can be written, verbal, non-verbal, or transmitted electronically. Examples include repeatedly ignoring a colleague or subjecting them to unwelcome attention, ridicule, or humiliation. More extreme forms of harassment and bullying include intimidation, physical threats or violence. Harassment may consist of a single incident or a series of incidents and may not always be directed to or be about the person who makes a complaint of harassment. Harassment may not always be intentional but is always unacceptable whether intentional or not.

5.9         All forms of harassment, intentional or not, are covered by this policy and procedure. Appendix A includes additional information about different types of harassment. 

Personal insults

5.10      Personal insults may be unwelcome remarks about a person’s age, dress, appearance, race, marital status, sexuality, disability, or offensive or inappropriate comments about an individual’s body. 

5.11        Innuendos or gestures, openly hostile, insulting, abusive or embarrassing comments or criticism. Persistently demeaning, ridiculing, excluding or isolating someone and starting or spreading rumours.

5.12       Threats to disclose, or disclosing private or personal information including photographs, comments, notes, publications or posts on social media and posting comments that are derisory, disparaging, abusive, offensive or intimidating. 

5.13       Deliberately addressing or referring to someone using a pronoun (for example, he or she) with which an individual does not identify.

 Victimisation

5.14       Victimisation involves subjecting someone to detrimental treatment because they have done (or intend to do) “protected acts” such as making a complaint of discrimination or harassment, supporting someone else’s complaint, gathering information that might lead to a complaint, acting as a witness in a complaint or saying something or giving evidence that does not support someone else’s complaint.

Freedom of speech

5.15      Imperial is committed to upholding and promoting the fundamental rights of lawful freedom of speech together with academic freedom. The Freedom of Speech Code of Practice (“Code”) and Events Procedure are designed to ensure that, as far as reasonably practicable, freedom of speech within the law is secured for students and staff of the university and visiting speakers, and that academic freedom within the law is secured for academic staff of the university. 

5.16      The Code emphasises that lawful free speech is a right that must be balanced with other rights – such as the right of a person not to be harassed – and so, in line with Imperial’s Values, all members of our community are reminded of the need to be respectful of others in the manner in which lawful views are expressed.

6 - Responsibilities

Leaders and line managers

6.1          Leaders and Line Managers must escalate all allegations of bullying and harassment through the appropriate channels set out in this policy to ensure the matter can be considered promptly and that appropriate support is provided. In doing so, they should consider how the individual wishes to proceed where possible, while recognising that some situations may require sharing information (see section 12). Leaders and Line Managers should not delay seeking advice where concerns are raised or observed. Where they are unsure how to proceed, they should contact their People Partner or the Employee Relations team promptly for guidance and support. 

6.2         Faculty Deans, Heads of Departments/Divisions, and all other leaders and managers have a duty to familiarise themselves with this policy and procedure, and to ensure a working and studying environment where everyone is treated with equal respect and dignity.

6.3         To encourage a culture of respect and speaking up, Leaders and managers should be prepared to challenge inappropriate behaviours.

6.4         Line managers are expected to look out for changes in behaviour amongst their staff that might suggest they are the victim of unwanted behaviour, e.g. an increase in absence, a decline in performance or appearing withdrawn. Appendix B includes information about the impact of bullying and harassment.

6.5         Line managers are responsible for ensuring that new staff receive a comprehensive induction including information about the Bullying and Harassment Policy and the procedures available for reporting inappropriate behaviour.

6.6         Individuals may be encouraged to disclose or report their experience via Report and Support; however, if this is not appropriate, the manager should refer the matter immediately to the Employee Relations team, who will provide the necessary advice.

Members of staff

6.7         Staff are required to conduct themselves in accordance with Imperial Values and behaviours and not behave in ways which could be considered to be bullying and harassment.

6.8         We expect all our Imperial community to ensure colleagues, clients, students, and visitors are treated with dignity and respect.

6.9         Staff should look out for their colleagues and any changes in behaviour that might suggest they are the victim of unwanted behaviour and raise any concerns immediately.

People Function

6.10      The People Function are responsible for ensuring the Employee Relations (ER) team is notified of any allegations of bullying and harassment so that the matter can be considered promptly, and support can be provided to the individuals involved.

6.11        The ER team will provide advice and guidance to managers and staff on all aspects of the Bullying and Harassment Policy.

6.12      The ER team will review all disclosures and reports received through Report and Support and will ensure that the Reporting Party is signposted to the appropriate support.

6.13      The People Function will support Faculties/Departments with the implementation of the Bullying and Harassment Policy and support Leaders and Managers to take steps to prevent bullying and harassment in the workplace.

7 - Procedure for raising a complaint of bullying and harassment

7.1           No single or persistently upsetting behaviour is too trivial to be raised and addressed by the university. If a member of staff is experiencing bullying or harassment, they are encouraged to seek immediate advice and support.

7.2          Staff may consider keeping a record of incidents or discussions and keep copies of correspondence evidencing the poor behaviour. This record keeping should not, however, delay staff from reporting their concerns. It is better to have these matters addressed as soon as possible.

7.3          The Report and Support tool is available to staff who wish to disclose an experience of bullying and harassment, and using the tool helps to ensure that support can be provided promptly. Staff are encouraged to report in a named capacity if they feel able to do so.

7.4          Imperial respects that an individual may choose to disclose an experience of bullying and/or harassment anonymously. Anonymous disclosures help us understand what is happening at Imperial, review patterns, and inform the university’s approach to harassment and bullying. Anonymous disclosures will not result in an investigation or formal action relating to an individual incident.

7.5          As an alternative to Report and Support, staff can seek advice from the ER team, a Harassment Support Contact, or their Trade Union Representative at any point in the process.

7.6         Once a named disclosure is submitted via Report and Support, the individual will be contacted no later than 2 working days after their submission by a member of the ER team who will explain the support and options available.

7.7          Imperial respects the right of the Reporting Party to choose how to take forward a disclosure. They will be given the opportunity to be heard and time to consider their options before proceeding. No action will be taken by Imperial unless expressly requested to do so by the Reporting Party, except in circumstances where there is a concern about immediate safety and/or if there is a safeguarding concern (see section 12). 

7.8         After making a disclosure, the following options are available to the Reporting Party:

• Take no further action at this time
• Take an informal resolution approach (see section 8)
• Proceed with a formal complaint in line with the Resolution Policy or Grievance Procedure (see section 9)

7.9         Staff who, in good faith, make complaints or participate in any investigation must not suffer any form of retaliation or victimisation. Anyone found to have retaliated against or victimised someone as a result of them raising a concern or complaint may be subject to disciplinary action under the university’s Disciplinary Policy. If a member of staff believes they have been victimised for raising a concern or complaint, they need to bring it to the ER Team's attention.

7.10      Where multiple concerns (formal or informal) are raised from the same team, department, or faculty, Imperial may take steps to carry out a broader or cultural investigation to explore the behaviours and culture in more detail. This approach will help the university identify any underlying cultural or behavioural factors contributing to the reported issues and determine appropriate support and interventions.

8 - Informal resolution

Informal resolution

8.1          Individuals affected by bullying or harassment may choose to address the behaviour informally if it is a one-off incidence or not considered serious enough to warrant a formal investigation. In such cases, staff are encouraged to speak to their line manager or a People Function Representative[1] or the Employee Relations team for advice.

8.2         If an individual chooses an informal approach, the informal process outlined within the Resolution Policy and Procedure or, for Academic staff, the Grievance Procedure within the Annexes to the Appendix to the Ordinances will be followed.

8.3         Informal resolution may include options such as a facilitated conversation or mediation.

8.4         Choosing to pursue an informal resolution does not prevent the individual from submitting a formal complaint at a later stage.

9 - Making a formal complaint

9.1          If an individual chooses to proceed with a formal complaint of bullying or harassment, it will be investigated in accordance with the formal procedure set out within the Resolution Policy and Procedure or, for Academic staff, the Grievance Procedure within the Annexes to the Appendix to the Ordinances.

10 - Support for staff involved in the procedure

10.1       The Reporting Party and the Responding Party will each be allocated a People Function Representative1 who will provide information and practical support to them throughout the procedure.

10.2      The Reporting Party and the Responding Party may also choose to receive support from a Harassment Support Contact and may wish to seek support from their Trade Union Representative.

10.3      Other sources of support are listed in section 13.

11 - Bullying and harassment and third parties

11.1         Bullying and harassment of any kind by third parties such as contractors, clients, customers, vendors, suppliers, volunteers or other individuals external to Imperial will not be tolerated.

11.2        Third parties who interact with our staff are expected to maintain professional conduct and respect at all times. Imperial will deal with any inappropriate behaviour, including bullying and harassment, promptly and seriously.

11.3        Anyone who experiences or witnesses bullying and harassment by a third party is encouraged to report the incident immediately. Reports can be made using the reporting methods set out in this policy, including Report and Support, informing a line manager/supervisor or informing the Employee Relations Team.

11.4        Upon receiving a report of bullying and harassment by a third party, an investigation will be conducted into the incident, following which appropriate action will be taken based on the findings. This may include warning the third party of the unacceptable behaviour, reporting the behaviour to the third party’s employer or ending the arrangement with that third party.

11.5        Staff who make a complaint of bullying and harassment by a third party will be supported through the process.

12 - Confidentiality

12.1        Reports and disclosures of bullying and harassment will be treated with sensitivity and, wherever possible, treated confidentially. Individuals raising concerns can expect that their preferences regarding how the matter proceeds, whether through informal or formal resolution, will be taken into account. However, there may be circumstances, such as safeguarding concerns, serious risk to others, or legal and regulatory obligations, where the university may need to share information despite an individual’s preference. 

12.2       In such cases, information relating to the allegation(s) will be shared with only those who have a legitimate requirement to see the information as part of resolving the matter or any consequent procedure and therefore the processing of data for contractual necessity. The individual raising the concern will be kept informed about the steps being taken.

12.3       During an investigation, the Responding Party will normally be informed of the names of any witnesses whose evidence is relevant to the formal proceedings and witnesses will be advised that the Responding Party may see their witness statement unless Imperial believes that the identity of witnesses should remain confidential, for example in cases where there is a genuine fear of reprisals or violence.

12.4       It is expected that all parties involved will be sensitive to the nature of such proceedings, including matters discussed and any evidence provided. Breach of confidentiality may compromise the integrity of the procedure and may itself be subject to disciplinary action. This does not prevent individuals from seeking appropriate advice, support and information in relation to the case, e.g. from their Trade Union.

12.5       If Imperial continues to investigate any matter as a duty of care or a legislative requirement, then it may be necessary to share the information with appropriate external parties such as regulatory bodies and grant-awarding bodies.

Recording and monitoring information

12.6      The People Function will keep written records at each stage of the formal procedure. Staff may take their own written record of meetings, but recording devices, including use of mobile phones and Microsoft Teams, will not be permitted.

12.7       Any personal data collected or retained during the procedure will be held in accordance with relevant data protection legislation. Further information regarding how data will be processed is detailed in Imperial’s Privacy Notice for Staff.

13 - Resources and support

• Harassment Support Contacts (HSCs): Trained volunteers who can provide confidential support. They will listen, provide information, and help staff explore the informal and formal options available to them at Imperial. They can provide information and support for staff disclosing an experience of bullying or harassment.
• Student Support Advisers: Will listen to and support all students who experience any form of bullying, harassment, or discrimination, including sexual misconduct. They will help a student understand the steps they can take within Imperial, including informal resolution, making a formal report, or accessing specialist support.
• Trade Union Representatives: Offer support and assistance to individuals and attend formal meetings/hearings.
• Confidential Care
• Occupational Health
• Training: Sexual Harassment eLearning
• Training: Confronting Inappropriate Behaviour
• Training: Harassment – the management perspective

14 - Related policy and guidance

• Sexual Misconduct Policy
• Resolution Policy and Procedure
• Staff Disciplinary Policy and Procedure
• Annexes to the Appendix to the Ordinances

15 - Appendices

Appendix A - Types of harassment

All forms of harassment, intentional or not, are covered by this policy and procedure. The following are examples of what might constitute unacceptable behaviour. The following examples are illustrative only and do not represent a categorical definition of harassment. Whether particular conduct constitutes harassment will be assessed on a case-by-case basis, considering its purpose or effect:

Sexual harassment can be physical conduct ranging from the invasion of personal space and/or inappropriate touching to serious assault. It can include questions or remarks about a person’s sex life, comments or ridicule about appearance or dress, unwanted sexual advances, sexually explicit remarks or innuendoes and/or pressure for sexual favours, displays or distribution of pornographic or sexually suggestive material, including graffiti, posters or other offensive material (please refer to the Sexual Misconduct Policy).

Racial harassment may include obscene gestures or jokes about, or gratuitous references to, a person’s colour, race, religion or nationality. It can include deliberate exclusion for reasons related to race. It can also include offensive remarks about dress, culture or customs which have the effect of ridiculing or undermining an individual, or fostering hatred and/or prejudice towards individuals or particular ethnic groups. It also includes inappropriate displays of posters or other offensive material. In some circumstances, it can include pressure to participate in political/religious groups.

Harassment of people with disabilities can take the form of individuals being ignored, disparaged, ridiculed or denied opportunities because of mistaken assumptions about their capabilities. In such cases, disability, rather than ability, has become the focus of attention. Such harassment can include inappropriate personal remarks, jokes or inappropriate references to an individual’s appearance. It can include not shortlisting an internal applicant for a job because the applicant (who is able-bodied) has helped to set up an informal staff network for disabled workers.

Harassment on the grounds of actual or perceived sexual orientation can include homophobic remarks or jokes (whether spoken, written or sent by email), offensive comments relating to a person’s sexuality, threats to disclose a person’s sexuality to others or offensive behaviour/abuse relating to HIV or AIDS status. It can include treating a person (who is heterosexual) less favourably because they have been seen out with a person who is gay.

Harassment on the grounds of religion or belief can include jokes or insults about items of clothing, religious artefacts, religious beliefs, philosophical and other protected beliefs (including gender-critical beliefs) or rituals.

Harassment on the grounds of gender reassignment can include jokes, name-calling, humiliation, exclusion or being singled out for different treatment.

Harassment on the grounds of age can include jokes or insults about a person’s age or singling out a person for different treatment as a result of their age.

Hate crime:Any criminal offence which is perceived by the reporter, or any other person, to be motivated by a hostility or prejudice based on five protected characteristics: disability, race, religion, sexual orientation, and transgender identity. 

Antisemitism: Antisemitism is a certain perception of Jews, which may be expressed as hatred toward Jews. Rhetorical and physical manifestations of antisemitism are directed toward Jewish or non-Jewish individuals and/or their property, and toward Jewish community institutions and religious facilities.For more information, please refer to the university’s Religious Tolerance web pages.

 Islamophobia: Islamophobia is rooted in racism and is a type of racism that targets expressions of Muslimness or perceived Muslimness.Further information is available on the university’s Religious Tolerance web pages.

 Homophobic harassment: An incident or a series of incidents intended or likely to intimidate, offend or harm, targeted at people who are, or are perceived to be, gay or lesbian. Such behaviour may include:

• Outing a person as lesbian or gay without their consent or spreading rumours;
• Homophobic banter or jokes;
• Excluding same-sex partners from social events;
• Intrusive questioning about someone’s personal life about or related to their sexuality.

Biphobic harassment: An incident or a series of incidents intended or likely to intimidate, offend or harm, targeted at people who are, or perceived to be, bisexual. Such behaviour may include:

• Outing a person as bisexual without their consent or spreading rumours
• Comments that deny that bisexuality is a genuine sexual orientation;
• Remarks or jokes that promote negative stereotypes about bi people.

Transphobia: Transphobia is the fear, dislike or hatred of people who are trans or are perceived to challenge conventional gender categories. Transphobia can result in individual and institutional discrimination, prejudice and violence against trans and gender variant people[2].

Transphobia has no single, simple manifestation. It is complex and can include a range of behaviours and arguments. A consequence of transphobia is that trans people might struggle to live openly and comfortably in society[3]. Examples of discriminatory or harassment behaviours include (but are not limited to):

• Making jokes about trans people or their trans status (whether actual or perceived).
• Behaving inappropriately towards a trans person (whether actual or perceived), e.g. excluding them from meetings or other team events.
• Withholding information or training that they need to function and develop in their job role.
• Consistently using incorrect pronouns or names, e.g. not using affirmed/preferred names or using the previously known names.
• Personal questioning or any other conduct which is unwanted and has the purpose or the effect of violating the other person’s dignity, or of creating an intimidating, hostile, offensive, humiliating, or degrading environment for the individual in their presence or otherwise, regardless of whether the individual submits to or rejects such behaviour.
• Cyber bullying,
• Physical violence of any kind.

Appendix B – Signs and impact of bullying and harassment

Impact on a member of staff experiencing bullying and harassment

Signs and impacts may include a change in an individual’s performance and their behaviour, increased stress, trauma, more sickness absence than they usually have, loss of appetite, difficulty sleeping, palpitations, anxiety, depression, signs of burnout, low self-esteem, difficulty concentrating, moodiness, irritability, suicidal thoughts, resignation, strained relationships and uneasy working relationships, friction and factions.

Impact on the university

High staff turnover (loss of talent and difficulty recruiting new talent), reduced productivity, potential litigation costs, sickness absence costs, poor morale, negative culture, and reputational damage.

Impact on colleagues/bystanders & witnesses

Being an observer of bullying can be stressful. One reason bystanders and witnesses do not come forward is fear of becoming a victim of the bully themselves. They may leave the university if they see that it is not acting to address issues.

[1] The term People Function Representative does not refer to a specific job title or role.  The specific role(s) responsible for providing support under this policy will align with the People Function operational structures at the appropriate point in time.

[2] Based upon the Transgender Equality Network Ireland https://teni.ie/ definition.

[3] Based on the Transactual  https://transactual.org.uk/transphobia/ definition.

If you have experienced, witnessed, or been affected by bullying, harassment or victimisation, support is available.

Report and Support

The Report and Support platform allows you to:

• Disclose an experience or concern and seek support.
• Submit information anonymously.
• Provide your contact details so that an appropriate member of staff can contact you to discuss available options.

Employee Relations Team

The Employee Relations team can provide advice on the different options available, explain relevant procedures and help you access appropriate support. Email them at employeerelations@imperial.ac.uk.

Harassment Support Contacts

Harassment Support Contacts are trained volunteers who offer confidential support, information and signposting. They can help you understand your options and decide how you would like to proceed.

Additional support

You may also wish to seek support from:

• Trade Union representatives
• Confidential Care
• Occupational Health
• Your line manager or People Function representative, where appropriate

Imperial aims to ensure concerns are addressed promptly, fairly and appropriately.

1. Seek support and advice

You can make a disclosure through Report and Support, speak to a Harassment Support Contact, the Employee Relations team, your Trade Union representative or another suitable source of support.

2. Consider your options

After discussing your concerns, you can decide what action, if any, you would like to take. Options may include:

• Taking no further action at that time.
• Exploring an informal resolution approach.
• Raising a formal complaint.

3. Informal resolution

Where appropriate, issues may be addressed through informal approaches, such as facilitated conversations or mediation, with the aim of resolving concerns at an early stage.

4. Formal complaint

Where informal resolution is not appropriate, or where concerns are particularly serious, a formal complaint may be raised and managed under the Resolution Policy and Procedure or the Annex to the Appendix to the Ordinance (for academic staff). 

Once a formal complaint is received, it will be reviewed to determine the appropriate next steps. This usually includes gathering further information, meeting with the individuals involved, and, appointing an Investigating Officer to establish the facts.

Investigations are conducted fairly and impartially. The person raising the concern and the person whose behaviour has been questioned will both have the opportunity to provide information and respond to matters relevant to the complaint.

Following an investigation, a decision will be made about whether there is a case to answer and what action, if any, should be taken. Where allegations are upheld, outcomes may include recommendations to address workplace relationships and behaviours, management action, or referral to a formal disciplinary process where appropriate.

Throughout the process, Imperial will seek to ensure that individuals are supported and kept informed, while maintaining appropriate confidentiality.

For full details of how formal complaints are managed, including investigations and potential outcomes, are set out in the Resolution Policy and Procedure and Annex to the Appendix to the Ordinances for academic staff.