This policy applies from 1 August 2025 onwards. View the previous version of this policy.

Our Shared Values and Expectations

The University of Bath is fully committed to fostering a working and learning environment that promotes inclusion, equality, diversity and accessibility.

We believe in treating every individual with dignity and respect. We recognise and affirm the inherent worth of each person, including their culture, background, identity, and lived experience. We value difference, celebrate diversity, and strive to build a community founded on kindness, care, and empathy. Behaviours that undermine a person’s dignity, wellbeing, or sense of belonging have no place in our community.

“We” means all of us, students, staff, and everyone connected to our community.

Purpose

The purpose of this policy is to:

Communicate our shared values and expectations that help us maintain a respectful, inclusive, and caring University community.
Outline how the University will respond to behaviour that falls short of these shared values and expectations.
Provide an overarching framework that connects relevant policies and procedures, ensuring a consistent, fair, and compassionate approach to all concerns that are raised.

Scope

This policy applies to all members of the University community. As well as staff and students this includes visitors and third parties (including but not limited to, contractors, consultants, non-executives, clients, or customers of the University).

This policy applies where unacceptable behaviour is alleged to have taken place and where the impacted party is:

any member of the University community
any other person on university premises
any other person involved with a university activity
the University itself (this includes cases which could potentially bring the University into disrepute or where action is deemed necessary to safeguard our community).

Unacceptable behaviour is broadly defined as any behaviour or action which undermines a person’s dignity, wellbeing or sense of belonging. This includes, but is not limited to bullying, harassment, sexual harassment and misconduct, and discrimination. It also encompasses microaggressions, exclusionary practices, and behaviours that may be unintended but nonetheless cause harm, marginalisation, or distress. A further, non-exhaustive list of unacceptable behaviours, and their full definitions, are given in Appendix A.

This policy applies to behaviour that takes place on and off the University’s premises, including online.

This policy applies equally to misconduct affecting any individual or group on the basis of protected characteristics as defined by the Equality Act 2010. The University also recognises that individuals may experience discrimination and harm differently depending on how aspects of their identity intersect (for example, race and gender identity, or sex and sexual orientation, or disability and religion or belief). As such, our approach is grounded in the understanding that individuals may face complex and intersecting forms of discrimination and disadvantage. We commit to responding with cultural humility and an awareness of the systemic barriers that may shape their experience.

This policy does not contravene the University’s commitment to upholding and encouraging freedom of expression or academic freedom, both of which are fundamental to the University’s community and protected under the law. The University places particular importance on the need to uphold freedom of speech within the law and tolerance for controversial or unpopular views within an educational context. This does not extend to speech or conduct that constitutes bullying, harassment, discrimination, or other forms of unacceptable behaviour as outlined in this policy.

The University recognises that individuals may not always feel able to report incidents of unacceptable behaviour immediately. While it is encouraged to raise concerns as soon as possible – ideally within six months of an incident – we understand this may not always be possible. Reports submitted outside of this timeframe, even years after an incident, will still be taken seriously and handled with sensitivity, care and diligence. The amount of time that has passed may affect the availability of evidence, and this will be considered as part of the process. However, the commitment to fairness and compassion remains the same, and historical reports will not be dismissed solely due to delay.

Any behaviour that is objectively found to breach this policy may lead to disciplinary action, up to and including dismissal (for staff), expulsion (for students), or termination of contract (for third parties).

Overview of the Dignity and Respect Framework

This Dignity and Respect Policy connects the following University policies and procedures:

The Informal Dignity and Respect Procedure (students and staff)
Student Regulation 7 and the Student Discipline Procedure
The Staff Disciplinary Policy and Procedure
The Formal Dignity and Respect Procedure for Staff

Which policy is applied depends on whether the matter is being addressed informally or formally, and whether the respondent is a member of staff, a student, or both.

Staff and students will be encouraged and supported to resolve concerns informally where this is possible. Where informal resolution is not appropriate, fails to resolve the issue, and/or a formal complaint is received the University will address this through its formal procedures and, where appropriate, take disciplinary action.

Further detail is provided in Appendix B.

Policy interactions with the Dignity and Respect Framework

Sometimes, issues are raised that do not fall neatly into the category of just one University or Students’ Union policy. Where this is the case, the University will be flexible in its approach of application of policy on a case-by-case basis. The Deputy Director, Student Policy and Safeguarding and/or Deputy Director of HR will jointly determine with other relevant Heads of Services whether it is better to use one process after the other (and in what order), to run them at the same time, or to apply the processes more flexibly. It will be explained to all relevant parties how the matters will be investigated, who will coordinate the process, and who will issue the final decision/s.

Principles of the Dignity and Respect Framework

The University is committed to ensuring that all aspects of the Dignity and Respect Framework are as considerate as possible. As such, all policies and procedures within the Framework will follow these key principles.

Safety

The wellbeing and safety of everyone involved will be a priority. The University will put measures in place to protect all parties wherever required. Our approach will be trauma informed. This means recognising that individuals may have experienced difficult or distressing events (known as trauma), and that these may continue to have a lasting impact on them. Accordingly, our approach and processes will aim to minimise harm, avoid re-traumatisation, and prioritise psychological safety for all involved.

Fairness

Everyone will be given the opportunity to be heard, and our processes will be unbiased, transparent and clear.

Empowerment and choice

Wherever possible, individuals will be supported to make informed choices about how their concern is handled.

Compassion

Everyone involved will be treated with respect and care, and their experiences will be taken seriously.

Roles and Responsibilities

University Council

University Council is responsible for ensuring the University’s compliance its legal responsibilities under The Equality Act 2010. This requires the University to:

prevent and eliminate harassment, discrimination, and victimisation based on protected characteristics.
advance equality of opportunity and foster good relations between people from different backgrounds.

University Council is also responsible for ensuring the University fulfills its legal requirements under the Employment Rights Act (1996), the Trade Union and Labour Relations (Consolidation) Act (1992) and other relevant employment law.

All members of the University community

The culture of our community is every member’s responsibility. We all have a responsibility to uphold inclusive practices and challenge systems, behaviours or assumptions that perpetuate exclusion, inequity or harm. Inclusion is not passive - it requires intentional action and accountability at every level.

We are all responsible for:

Always treating all other members of our community with dignity and respect, in line with university policies, and modelling the behaviour we expect from others.
Speaking up and challenging unacceptable behaviour, where it is safe to do so, and supporting those who have experienced it.
Completing and engaging with relevant training and development to ensure we have the knowledge and skills required for these responsibilities. This includes as part of our university induction, as required for new roles, responsibilities and changing best practice, and as part of a culture of continuous learning.

People managers and leaders

In addition to their general responsibilities as a member of our community, those in managerial, supervisory or leadership positions are also responsible for:

Leading by example in implementing this policy and being a role model for positive, respectful, and inclusive behaviour.
Ensuring that everyone in their area of responsibility is aware of this policy and their rights and responsibilities in relation to it.
Drawing the attention of all contractors, secondees and agency workers to this policy as part of their engagement, contracting and induction.
Making themselves familiar with the Dignity and Respect Framework so that they can explain it, and positively promote it, to the students and/or staff they work with and support.

Deputy Director of Human Resources (HR) and Deputy Director of Student Policy and Safeguarding (SP&S)

Provide joint strategic oversight of the Dignity and Respect Framework for staff and students, ensuring alignment with legal, regulatory, and sector standards.
Act as senior escalation points for complex or high-risk cases, ensuring appropriate handling of safeguarding, misconduct, and formal processes.
Lead the development, implementation, and review of relevant policies and procedures.
Oversee reporting, data analysis, and learning to drive continuous improvement.
Support institution-wide training and preventative initiatives to promote a respectful, inclusive culture across the University community.

Third parties and partners (including placement providers and affiliated organisations)

Are expected to uphold the principles of the University’s Dignity and Respect Framework and to provide safe, respectful environments for our students and staff undertaking activities in their setting.
Must have appropriate procedures in place for responding to concerns or allegations of unacceptable behaviour and are expected to liaise with the University where student safeguarding, wellbeing, or conduct issues arise.

Support, Advice and Representation

The University is committed to ensuring that raising a concern is accessible to all, with multiple options available to do this.

Dignity and Respect matters can be challenging for everyone involved. The University is committed to ensuring that the process is handled with empathy, care, and appropriate support. Everyone involved in a matter will be made aware of, and actively encouraged to engage with, the support and advice options that are available to them throughout the process.

Anyone that requires adjustments to the process in order to participate fully will be encouraged to notify the University, and these will be made wherever reasonable and practicable.

Document Control Information

The effectiveness of this policy will be monitored at regular intervals. A formal review will be carried out sooner if required where there is a substantive change to university practice, national legislation, regulation or required guidance.

All records taken under this policy will be held for the recommended period of time for which records should be retained to comply with legal requirements and meet operational needs as defined with the University Records Retention Schedule.

Appendix A - Definitions and Examples of Unacceptable Behaviour

This section provides University definitions and examples of unacceptable behaviour under this policy. This is not an exhaustive list.

Individuals should not be deterred from raising concerns simply because they are unsure whether the behaviour meets a specific definition included here.

Bullying

Bullying is the repetitive, intentional hurting of another person or group, where the relationship involves an imbalance of power.

Power does not always mean being in a position of authority and can also include physical strength, social position, access to resources, and the power to coerce through fear or intimidation.

The harm someone experiences as a result of bullying can be physical, emotional or psychological.

Bullying behaviour can be carried out by an individual or a group. It can be conducted openly or in a subtle, secretive manner.

Bullying behaviours can take many forms. The following are examples of behaviours that may constitute bullying. These examples are illustrative and non-exhaustive:

Physical – pushing, poking, kicking, hitting, biting, pinching.
Verbal – name calling, insults, sarcasm, spreading rumours, threats, teasing, belittling or humiliating someone, excessive criticism
Emotional/psychological – ignoring, excluding or isolating someone, ridicule or humiliating someone, intimidation, tormenting, manipulation and coercion.

These types of behaviour can be face to face, in written communication, and occur online (cyberbullying).

Discrimination

The University defines discrimination in line with the Equality Act 2010.

Discrimination is when an individual is treated unfairly because of a protected characteristic. The relevant protected characteristics are:

age
disability
gender reassignment
marriage and civil partnership
pregnancy and maternity
race (including skin colour, nationality, ethnic or national origin)
religion or belief
sex
sexual orientation

Discrimination can be:

Direct – treating someone with a protected characteristic less favourably than others because of their protected characteristic
Indirect – when rules, regulations, policies and practices that apply to everyone put people with protected characteristics at an unfair disadvantage.
By perception – when someone is perceived to have a protected characteristic and is treated unfairly because of it. This type applies to all protected characteristics except marriage and civil partnership.
By association – when someone is discriminated against due to their association with someone who has a protected characteristic. This type applies to all protected characteristics except marriage and civil partnership.

Harassment

The University defines harassment in line with the Equality Act 2010 and the Protection from Harassment Act 1997.

Harassment includes unwanted behaviour or conduct which has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment. Harassment can also include causing a person distress or alarm.

Harassment may be related to the following actual or perceived protected characteristics:

age
disability
gender re-reassignment
race
religion or belief
sex
sexual orientation

However, the University recognises that harassment can happen to any individual on the basis of other characteristics and identities in addition to those listed above. These may include, but are not limited to, transgender identity, socio-economic background, caring responsibilities, and migration status.

Harassment will normally involve behaviour that has occurred on two or more occasions. However, a single, serious incident could also constitute harassment.

Unwanted behaviour may amount to harassment even if it was not intended to cause harm. In deciding whether behaviour has the effect described above each of the following must be taken into account:

the perception of the person who experienced or witnessed the behaviour
the other circumstances of the case,
whether it is reasonable for the behaviour to have that effect, and
whether the person responsible for the behaviour knew, or should reasonably have known, that their behaviour was likely to be harassing.

Academic Freedom and Freedom of Expression

In applying this policy, the University must also fulfil its statutory duties and meet regulatory requirements, including those set by the Office for Students (OfS).

In line with Condition E6, the University will operate on the basis of an assumption that students being exposed to the following will not normally amount to harassment, unless there is sufficient evidence to the contrary:

The content of university course materials
Statements made or views expressed during teaching, research, or academic discussion linked to course content

Legitimate management and supervision

Reasonable and proportionate performance management by line managers – including setting expectations, providing feedback, and addressing underperformance – does not in itself constitute bullying or harassment. Similarly, academic oversight, including constructive critique and feedback in line with the University’s Quality Assurance Code of Practice, is not considered misconduct when delivered appropriately.

Victimisation

Victimisation occurs when a person is treated badly or put at disadvantage because they have raised, or intend to raise, a concern about discrimination, harassment, bullying or sexual misconduct, or because they have helped/intend to help another person raise a concern by providing information or evidence.

Stalking

Stalking is a serious form of harassment typically characterised by a pattern of behaviour – often repeated but not always - of unwanted, fixated, obsessive or intrusive behaviour that causes a person to feel alarmed, distressed or fearful.

Stalking can affect anyone regardless of gender, age, background or relationship to the person carrying out the behaviour. It can be carried out by someone you know (such as a partner, former partner, colleague or acquaintance) or by a stranger.

Behaviours associated with stalking include, but are not limited to:

Repeated, unwanted communication
Persistent messaging, tracking via social media, or other forms of digital surveillance (often referred to as cyberstalking)
Following someone
Showing up uninvited at someone’s home, place or work or study, or other places they are known to visit
Gathering or seeking personal information about someone without the person’s knowledge
Monitoring someone’s movements or online activity

Stalking behaviours may appear subtle in isolation, but taken together they can have a severe and lasting impact.

Domestic Abuse and Coercive Control

This includes any incident or pattern of incidents of controlling, coercive or threatening behaviour, violence, or abuse between people who are personally connected to each other.
This includes but is not limited to the following types of abuse:

psychological or emotional
physical
sexual
financial or economic
controlling or coercive behaviour

People are “personally connected” if they:

Are, or have been, in an intimate relationship (including but not limited to marriage, civil partnership or plans for either)
Are family members or relatives
Share parental responsibility for the same child

Controlling behaviour is a range of acts designed to make a person subordinate and/or dependent by isolating them from sources of support, exploiting their resources and capacities for personal gain, depriving them of the means needed for independence, resistance and escape and regulating their everyday behaviour.

Coercive behaviour is an act or a pattern of acts of assault, threats, humiliation and intimidation or other abuse that is used to harm, punish, or frighten someone. Coercive behaviour may also include gaslighting.

Gaslighting is a form of psychological manipulation that aims to instill doubt and confusion in someone by causing them to question their own memory, perception, thinking or reality.

Anyone can be a victim of domestic abuse, regardless of gender, age, ethnicity, religion, socio-economic status, sexuality, or background.

Sexual Misconduct

Sexual misconduct is defined as any unwanted, or attempted unwanted, conduct of a sexual nature. This includes, but is not limited to:

Sexual harassment as defined by the Equality Act 2010. This means unwanted behaviour of a sexual nature that has the purpose or effect of creating an intimidating, hostile, degrading, humiliating or offensive environment
Sexual touching without consent
Sexual intercourse without consent

“Conduct of a sexual nature” includes a wide range of behaviours. The following are examples of behaviours that may constitute sexual misconduct if they are unwanted or done without consent. These examples are illustrative and non-exhaustive:

sexual comments or jokes
displaying sexually graphic pictures, posters or photographs
suggestive looks, staring or leering
propositions and sexual advances
making promises in return for sexual favours
sexual gestures
intrusive questions about a person’s private or sex life or a person discussing their own sex life
sexual posts or contact on social media
spreading sexual rumours about a person
sending sexually explicit emails or text messages, including images
unwelcome touching, hugging, massaging or kissing
indecent exposure
sharing, or threatening to share, intimate images or videos of another person

Causing or inciting others to engage in sexual misconduct is also misconduct itself.

A person consents to sexual activity if they agree by choice and have the freedom and capacity to make that choice at the time.

Freedom means that a person is not under pressure, whether physical or emotional, to engage in sexual activity. Freedom may also be affected if there is a power imbalance between two people, such as because of age, status, dependency or physical size.

Capacity means that a person can make their own decisions. They must not be lacking in the mental capacity or be under the influence of alcohol and/or drugs in a way that would mean they could not make their own decisions.

Choice means that a person could say no if they wanted to, without adverse consequences.

Consent can be withdrawn at any time. The decision to withdraw consent should always be respected and sexual activity must immediately stop.

Hate motivated misconduct

Hate-motivated misconduct refers to any behaviour, expression or action that is motivated by hostility or prejudice towards a person because of their actual or perceived identity.

Under UK law, hate crimes are defined as criminal acts motivated by hostility towards the following protected characteristics:

race or ethnicity
religion or belief
sexual orientation
disability
transgender identity

When an incident amounts to a criminal offence and is motivated by one of the above, it may be categorised in law as a hate crime.

The University recognises that hate-motivated behaviour can also cause significant harm even where it does not meet the definition for a criminal offence or is not motivated by a characteristic recognised under hate crime legislation.

Therefore, within this policy, hate-motivated misconduct also includes actions or expressions motivated by hostility or prejudice based on other aspects of identity — such as sex, misogyny, or gender-based prejudice — that do not currently fall within the scope of hate crime legislation but are nevertheless harmful and unacceptable within our community. Examples of hate-motivated misconduct may include:

Anti-Semitism
Islamophobia
Expressing or promoting hatred towards a particular religious or ethnic group
Encouraging others to adopt or act on prejudiced beliefs
Making derogatory or hostile remarks about someone’s protected or perceived identity
Causing deliberate harm or damage to someone’s property because of their protected or perceived identity

Hate-motivated misconduct may occur in person or online, and it may be expressed through speech, conduct, written communication, or displayed material.

The key factor in identifying hate-motivated misconduct is not the type of behaviour, but the underlying motivation — whether it is rooted in prejudice or hostility toward someone’s identity.

Appendix B – Additional Information on the Dignity and Respect Framework Overview

This section provides a more detailed overview of the Dignity and Respect Framework, and the steps that will be taken when an individual raises a concern.

Raising a concern

Individuals who experience or witness behaviours that undermine a person’s dignity, wellbeing, or sense of belonging, are encouraged to raise their concerns.

The University is committed to ensuring that raising a concern is accessible to all, with multiple options available to do this. Concerns can be submitted using the online Support and Report tool or by contacting the team directly at supportandreport@bath.ac.uk Staff may also raise concerns by contacting their HR business partner or advisor.

Before doing so, individuals may prefer to speak in confidence with someone they know and trust. If they wish to, staff are encouraged to speak to their line manager, supervisor, Head of Department, or Trade Union representative. If they wish to, students are encouraged to speak to their academic adviser, doctoral supervisor, the SU Advice team, PGR Independent Advisors or Student Support Advice team. These teams and individuals will be able to offer support and help you to access the Support and Report Service or HR.

These options will be well publicised and students, staff, and other university community members will be routinely reminded of their options for seeking support and making reports.

The Triage Meeting

Triage meetings are usually carried out by a member of the Support and Report Team. This is made up of student Dignity and Respect Liaison and Resolution Officers (DRLROs) and designated members of the University’s Human Resources (HR) team. Other roles referred to in the previous section are not responsible for triaging cases.

After a report or concern is submitted through the Support and Report tool, a member of the Support and Report Team will contact the person who submitted the report within 2 working days to arrange a triage meeting. This excludes reports that are made anonymously.

The purpose of the triage meeting is to:

provide support to the person reporting (including referrals to other relevant support services)
ensure the individual understands their options with informal, formal or external reporting routes (e.g. to the police), and their implications
collaboratively to agree the next steps

The preferences of the person making the report are central to the decision-making process and, wherever possible, they will retain autonomy over the next steps. The DRLRO and / or HR representative also evaluates risks to safety and wellbeing and would only act without the consent of the person making the report where safeguarding concerns or significant risks are identified.

Based on the triage meeting the following actions will be taken:

Referral to the informal resolution approach
Referral to the relevant formal process
Referral to an alternative process outside of the Dignity and Respect Framework
A decision, at the request of the person raising the concern, to take no further action
A decision to dismiss the allegation, with no further action taken

In all cases, the DRLRO or HR representative will ensure appropriate signposting to support services, regardless of which of these options is chosen.

Choosing an informal approach or a formal process

The decision to proceed using an informal approach or a formal process is guided by several factors including but not limited to:

Choice of the person raising the concern – wherever possible, the preference of the person raising the concern will guide the process
Severity, frequency and impact of behaviour – more severe or repeated behaviours may require a formal process
Risk of harm – the situation will be risk assessed as part of the triage meeting. Where there is actual or potential risk to the individuals involved, the university community, or the University itself a formal process may be required
Other factors of the situation – such as whether previous attempts to address it informally have been unsuccessful, and the willingness of all parties involved to engage in an informal approach

Appendix C - Flowchart of the Dignity and Respect Framework

Dignity and Respect Framework process

A concern is raised

When a concern is raised, a Triage Meeting is held. Support and reporting options are discussed.

Which route is used depends on two factors:

is the person who the concern is about a student or a member of staff?
is the matter being progressed using an informal approach or a formal process?

Concerns about a student

For concerns about a student raised using an informal approach, follow the Dignity and Respect Informal Resolution Approach for Staff and Students.

For concerns about a student raised using a formal process, follow Student Regulation 7 and the Student Discipline Procedure.

Concerns about a member of staff

For concerns about a member of staff raised using an informal process, follow the Dignity and Respect Informal Resolution Approach for Staff and Students

For concerns about a member of staff raised using a formal process, follow the Staff Disciplinary Policy and Procedure and the Formal Dignity and Respect Procedure for Staff

Dignity and Respect Policy

The University of Bath is fully committed to promoting inclusion, equality, diversity, and accessibility. This policy applies from 1 August 2025 onwards.