- Inform each member of the College, and member of staff, of the College's determination to eliminate harassment.
- Prevent incidents of harassment that do occur from adversely affecting the work of any individual.
- Emphasise the responsibility of each member of the College, and member of staff, to assist in the implementation of this policy.
- Take such measures within the power of the College deemed necessary and as outlined in this policy.
What is harassment?
An incident of harassment can take the form of a single act or expression, or of a number of different kinds of behaviour. Behaviour (whether directed at an individual or a group in general) which can be shown to have adverse effects on racial grounds or grounds of his or her sex will be harassment even if such behaviour was not intended to have this effect. Such unacceptable behaviour can include belittling, degrading, upsetting, vulgar or insinuating comments or acts. It is recognised that differences in attitude and culture can lead to problems of this sort and counselling to educate in this regard will be undertaken when necessary.
Harassment on grounds of sexual orientation
This is what you can do:
- You can seek help from any of the persons listed in the section on 'Seeking help'; it would be advisable to do this before taking any other steps.
- You may not wish to speak to the person, or persons, causing the offence about their behaviour but, if you are able to do so, approach the person, or persons, explain that their behaviour is unacceptable to you, and ask them to stop. You may wish to have support from a friend or adviser in taking this action.
- It is important to remember that the possibility of counter-accusation or recrimination exists. Given that this is so, it may be wise to alert someone else to your problem before you approach the person concerned.
- If you feel that you cannot make a direct approach, if the behaviour does not stop, if it resumes or if you are still unhappy and believe you have cause for complaint, keep a record of the details of any relevant incidents which distress you, including a note of the ways in which the incidents cause you to change the pattern of your work or social life.
- If you do not feel able to tackle the person concerned, this does not constitute consent to the harassment, nor will it prejudice any complaint you may later bring.
The College regards harassment of any kind as contrary to its own best interests and those of its members and employees. In dealing with cases of harassment and with complaints that arise from them, the College will seek to remedy the effects of harassment. Any person within the College who feels that she or he is being subjected to harassment should not hesitate to seek advice and help from one of the following people:
Students and Fellows: Dr Duncan Needham, Dr Matthew Jones or Dr Sara Baker (https://www.darwin.cam.ac.uk/people/fellows)
These people will advise those who look to them for help on a course of action. They may take the matter further on behalf of, and with the consent of, a person who feels that he or she has been subjected to harassment. You may, of course, also come to the Deanery and we will assist in making an appointment with one of the people listed above. Anyone, against whom a complaint of harassment has been made, is also entitled to seek a private interview with one of the above in order to present his or her side of the case.
Action to take in cases of physical assault, whether involving a racial or sexual element or not
If you have been physically attacked it is very important to seek help immediately. In particular, you should report the attack to the police and, should you wish, to a trusted member of the College staff, a Fellow or to the DCSA. If you have been sexually assaulted or raped you should also seek medical help and advice immediately.
You may wish to approach either of the people listed in the previous section, who will willingly give you support, and will help you to decide what to do next. Advice will be given but the choice of action will be yours. Confidentiality will be respected and further action will not be taken without your express permission. The only exception to this would be if the police required the College to give further information in the event of criminal proceedings being taken. If you decide to go to the police or a senior member of the College you need not go alone, unless you so wish.
Furthering this policy
No member of the College, or member of the College staff, should hesitate to consult either of the persons listed above about any aspect of this guidance, or about any aspect of the problem of harassment that might otherwise be neglected. All members of the College, and of the staff, are urged to assist the College so that it can more easily further its policy of equal opportunity and freedom from discrimination.