Dignity and Respect

Everyone has the right to be treated with dignity and respect and all forms of harassment, bullying, and discrimination in any form are unacceptable and can impact an individual’s health and wellbeing in the workplace or in their studies.

The University of East London is committed to fostering a positive working and learning environment that celebrates diversity, challenges inequality, nurtures an inclusive and diverse community and ensures equality of opportunity for all. We are committed to providing an environment free from bullying, harassment or discrimination and require all our staff students, visitors, the public and contractors to be treated, and to treat others, with dignity and respect.

This page is our Single Comprehensive Source of Information which outlines our policies and procedures regarding harassment and sexual misconduct, ensuring compliance with the Office for Students (OfS) Condition E6.

The page also shows the multiple steps we are taking that could make a significant and credible difference to protecting students from behaviours that may amount to harassment and/or sexual misconduct, as well as the steps we are taking that may reduce the likelihood of such behaviours taking place.

UEL’s student and staff community is collectively responsible for fostering an environment in which all interpersonal relationships and interactions are guided by principles of mutual respect, open communication, and explicit consent.

As part of our ongoing commitment to transparency and accountability, UEL has signed the Can't Buy My Silence pledge. This means we will not use non-disclosure agreements (NDAs) to silence individuals who come forward to report experiences of harassment, abuse, or misconduct.

Definitions

What is harassment?

  1. Harassment is both a criminal offence and a civil action under the Protection from Harassment Act 1997. This means that someone can be prosecuted in the criminal courts if they harass another person. It also means action can be taken against that person in the civil courts.
  2. Under the Equality Act 2010 there are three types of harassment
    • harassment related to certain protected characteristics
    • sexual harassment
    • less favourable treatment as a result of harassment
  3. Harassment related to a relevant protected characteristic is unwanted conduct that has the purpose or effect of violating the individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment. Conduct may be verbal, non-verbal or physical.
  4. The relevant protected characteristics are
    • age
    • disability
    • gender reassignment
    • race
    • religion or belief
    • sex
    • sexual orientation
  5. Unwanted conduct related to marriage and civil partnership, or pregnancy and maternity, could be considered sexual or sexual orientation harassment.
  6. Sexual harassment is unwanted conduct of a sexual nature that has the purpose or effect of violating the individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment.
  7. Harassment also occurs where an individual rejects or submits to the unwanted conduct and is treated less favourably than they would have been if they had not rejected or submitted to the conduct.
  8. In deciding whether the unwanted conduct has the effects described above consideration must be given to
    • the perception of the person experiencing the conduct
    • any other circumstances of the case
    • whether it is reasonable for the conduct to have that effect.
  9. Harassment can occur where someone perceives another person to have a protected characteristic, for example a perception that someone is gay even if they are not.
  10. Harassment can also arise by association, where someone is harassed because they are associated with someone with a protected characteristic, for example having a family member of a particular religion.
  11. Examples of harassment include but are not limited to
    • banter, jokes, taunts or insults that are sexist, racist, ageist, transphobic, homophobic or derogatory against any protected characteristic
    • unwanted physical behaviour such as pushing or grabbing
    • excluding someone from a social event or marginalising them from the group
    • derogatory comments about pregnancy, maternity leave or IVF treatment
    • mimicking or making fun of someone's disability
    • derogatory or offensive comments about religion
    • displaying images that are racially offensive
    • “outing" (i.e. revealing their sexual orientation against their wishes), or threatening to "out", someone
    • excluding or making derogatory comments about someone because of a perceived protected characteristic, or because they are associated with someone with a protected characteristic.
  12. Examples of sexual harassment include but are not limited to.
    • physical conduct of a sexual nature without consent
    • unwelcome physical contact or intimidation
    • persistent suggestions to meet up socially after a person has made clear that they do not welcome such suggestions
    • showing or sending offensive or pornographic material by any means (e.g. by text, video clip, email or social media)
    • unwelcome sexual advances, propositions, suggestive remarks, or gender-related insults
    • leering, whistling or making sexually suggestive gestures
    • gossip and speculation about someone's sexual orientation or transgender status, including spreading malicious rumours.

What is Sexual Misconduct?

Sexual Violence and Misconduct is defined as any unwanted conduct of a sexual nature. The University Code of Conduct cites the following as examples of sexual misconduct;

  • Verbal harassment such as whistling, catcalling, or sexual innuendo.
  • Making unwanted remarks of a sexual nature.
  • Spreading rumours about a person’s sex life.
  • Nonverbal harassment, such as looking someone up and down or displaying pictures of a sexual nature.
  • Sending emails or messages containing sexual content and/or asking for sexual favours.
  • Inappropriately showing sexual organs to another person.
  • Sexual intercourse or engaging in a sexual act (including kissing) without consent.
  • Attempting to engage in a sexual act without consent.
  • Creating, disclosing or threatening to disclose nude, sexual or sexually explicit photos, films or messages without consent and with intent to cause distress.
  • Touching inappropriately through clothes without consent.

What is Gender-Based Violence (GBV)?

Gender-Based Violence (GBV) refers to a spectrum of harmful behaviours and abuses that are linked to gender, gender identity, or perceived gender. GBV can include, but is not limited to, sexual harassment, sexual violence, intimate partner violence, domestic abuse, coercive and controlling behaviour, stalking, discrimination, harassment, and intimidation. It may manifest in physical, sexual, psychological, or economic forms, and can occur both in person and online.

The University recognises that while GBV and sexual misconduct often overlap, they are not identical: not all incidents of GBV are sexual in nature, and not all sexual misconduct arises from GBV. Some behaviours - such as harassment, discrimination, or stalking without sexual intent - may fall under Non-Academic Misconduct but can still form part of a wider context of gender-related harm.

GBV disproportionately affects women, girls, and gender-diverse individuals, but people of all genders and identities including men, LGBTQ+, gender diverse or non-conforming and non-binary people may be affected. GBV also includes less visible or hidden forms of harm such as so-called ‘honour’-based abuse, Female Genital Mutilation (FGM), forced marriage, and historical or non-recent experiences of violence or abuse.

GBV undermines safety, dignity, wellbeing, and academic participation. The University is committed to addressing GBV and sexual misconduct through prevention, clear reporting mechanisms, appropriate support for those affected, and proportionate disciplinary action where required.

You can read further information regarding support, reporting and our commitment to tackling GBV on our dedicated support tile on the Report + Support webpage.

Reporting

The University of East London is committed to providing a safe and respectful environment for everyone. We believe that you should have a positive and rewarding experience at university or work, and harassment or bullying will not be tolerated.

Students and staff can use the Report + Support platform to disclose any incidents of inappropriate behaviour. The site contains a reporting function where you can document an incident with or without contact details. In addition to the reporting tool, the platform offers an expansive list of internal and external support resources and articles. 
If you choose to provide contact information, you will receive a follow up from our professional staff within 3 working days to offer you support and advise on possible next steps. In some cases, the University might take further action depending on the circumstances.

If you choose to submit a report using your contact information, the University of East London will not share your information unless there is a serious concern about someone’s safety.

You are encouraged to report any incident, even if you choose to remain anonymous. If you choose this option, we will not be able to give you direct advice or start any formal process. However, submitting a report helps the University make informed decisions about how to address important issues such as sexual violence, harassment, and hate crimes - so your report still makes a difference.

Support

Students

You can find out more about student wellbeing support on the following webpage: Mental wellbeing for students

Both reporting parties and responding parties have the right to receive UEL wellbeing support, be signposted to external wellbeing support, and request support for their disability during the formal processes followed in the Sexual Violence and Misconduct Policy.

Staff

Both reporting parties and responding parties have the right to receive UEL wellbeing support, be signposted to external wellbeing support, and request support for their disability during the formal processes.

Staff can access the Employee Assistance Programme which offers a confidential helpline, digital gym and more.

Staff are also eligible to participate in the Return to Work Assistance Programme (requires login) if the incident they experience causes them to take time off work.

Staff can also access the resources listed on the Report and Support platform and linked below: 

Processes and Policies

UEL has established a number of processes for investigating incidents of harassment and sexual misconduct which are credible, fair and reflect established principles of natural justice. The “What will be done with my named report?” page outlines the course of action that will be taken when you submit a report with contact details via Report + Support. You can view the detailed process for the following three scenarios:

  1. Reports of non-academic misconduct e.g. bullying, harassment, hate crime, discrimination.
  2. Reports of sexual violence and misconduct e.g. relationship abuse, sexual harassment, sexual assault, stalking and spiking (reported by a student)
  3. Reports of sexual violence and misconduct e.g. relationship abuse, sexual harassment, sexual assault, stalking and spiking (reported by a staff member)

For a more detailed overview of the disciplinary process, broken down by the type of incident, please visit the Student Disciplinary Process Flowchart (requires login).

Students who report an incident of sexual violence and misconduct can visit the FAQ page for Reporting Party.

Students who are alleged to have committed sexual violence and misconduct can visit the FAQ page for Responding Student (requires login).

UEL’s Non-Academic Misconduct Policy sets out how the university handles student behaviour that falls outside academic matters, such as harassment, violence, or misconduct online or on campus. It ensures a fair process, with investigations, possible hearings, and sanctions, while protecting students’ rights to support, representation, and appeal.

How we handle your information

Any information obtained in connection with incidents of harassment and/or sexual misconduct will be handled sensitively and used fairly. Annual statistics on disclosed incidents of sexual misconduct, harassment, discrimination and related matters will be retained by the University for the purposes of education, training and any reporting or publication that may be required.  These will be periodically reported to the Board of Governors, Academic Board and other committees. The statistics will not include any identifying information.

Communicating outcomes

As outlined in the Sexual Violence and Misconduct Policy, the Responding Student will be informed, in writing, of the investigation’s outcome together with reasons and any associated conditions. This information will normally be sent within three working days of the date of the decision.  The Reporting Party may request to be advised of the outcome; however, this would be subject to a risk assessment. The Reporting Party must submit a request to studentconduct@uel.ac.uk

Dignity and Respect Procedure

The University of East London’s Dignity and Respect Procedure outlines its commitment to fostering a respectful, inclusive and safe working environment. This procedure supports employees in addressing bullying, harassment, discrimination and sexual misconduct. It details informal and formal reporting routes, defines key terms, and offers guidance for bystanders and those affected. The procedure is aligned with legal requirements, including the Equality Act 2010 and the OfS Condition E6, and ensures thorough investigation processes, protection of confidentiality, and clear pathways for support and resolution.

Personal Relationships Policy

The University’s Personal Relationships Policy (requires login) includes a ban on personal intimate relationships between staff and students effective from 1 September 2023. Any existing relationships must have been declared by 30 October 2023. This is relevant where the staff member has responsibility for assessing, supervising, tutoring, mentoring, teaching, or has a pastoral responsibility for that student. The University will interpret this in the broadest sense and pastoral responsibility includes wellbeing and security services.

This ban is in addition to the existing ban between staff and students who are under 18 years or ‘adults at risk’ and has the full support of the Student Union.

In addition, all personal relationships, including family relationships, between staff and students must now also be disclosed. This policy is in place to help us protect both our students and staff members.

Campus Exclusion Policy

The Campus Exclusion Policy outlines the expected standards of conduct for all individuals on University premises who are not students or staff members (e.g., visitors, contractors, suppliers, speakers, etc.). Students and staff are covered by separate procedures. The policy explains that all campus users must:

  • Act lawfully and follow University rules.
  • Respect staff, students, and visitors.
  • Avoid discrimination, harassment, or misconduct (including sexual misconduct, stalking, abuse—whether in person or online).
  • Not damage property, create a nuisance (e.g., noise), or break specific campus activity rules (e.g., supervising children, parking, pet access).
  • Seek permission for restricted activities like drone use.

Any breaches of this policy should be reported to University Security or via Report + Support. For more information, please visit the full Campus Exclusion Policy.

Safeguarding Policy

The University is committed to providing a safe environment for children, young people under 18 and adults who may be at risk, on campus or whilst engaged in university activities. The University has legal responsibilities to take appropriate safeguarding action in relation to signs and symptoms of: 

  • Child abuse and neglect
  • Child sexual exploitation
  • Abuse of adults at risk
  • Female genital mutilation
  • Honour-based violence and forced marriage
  • Modern slavery
  • Radicalisation

The university’s approach to safeguarding children and young people under 18 includes:

  • Provide clear leadership and lines of accountability for safeguarding
  • Provide appropriate training
  • Provide supervision and support for staff, students and volunteers
  • Implement procedures for minimising risk including risk assessment and safer recruitment practices
  • Establish clear reporting mechanisms including arrangements for sharing information with the Newham Safeguarding Children Partnership
  • Implement whistleblowing procedures and a culture which enables issues about safeguarding and children’s welfare to be discussed.

For more information on the University Safeguarding Structure, procedures, and Prevent Duty, please visit the Safeguarding Policy and Procedure document.

Sexual Violence and Misconduct Policy

This policy outlines UEL’s commitment to preventing and responding to sexual violence, harassment, and related gender-based misconduct. It ensures a trauma-informed, fair process for all parties and addresses behaviours including stalking, coercive control, and discrimination where they intersect with sexual or gender-based harm.

As per clause 2.3 within this policy, the University recognises that sexual violence and misconduct often occur as part of a broader pattern of gender-based violence (GBV), which may include intimate partner violence, relationship abuse, coercive and controlling behaviour, and stalking. While not all such behaviours are sexual or sexually motivated in nature, they can nonetheless be indicative of a wider context of harm that intersects with issues addressed by the Sexual Violence and Misconduct Policy.

Consequently, where reports involve alleged behaviours that fall under both GBV and non-academic misconduct, such as: harassment; discrimination; or stalking without sexual intent; they may still be pursued under the Sexual Violence and Misconduct Policy to further investigate the intent behind the alleged behaviour.

Student Code of Conduct

The University of East London’s Student Code of Conduct outlines the expectations for respectful, inclusive, and responsible behaviour across all learning and social environments. It emphasises treating others with dignity, upholding academic integrity, and following university policies to foster a safe, supportive community. Unacceptable behaviours such as harassment, sexual misconduct, discrimination, violence, and academic misconduct are not tolerated and may result in disciplinary action. The Code supports freedom of speech and academic freedom while ensuring all students contribute positively to the university’s culture and reputation.

Student Complaint Procedure

The University of East London’s Student Complaint Procedure is a three-stage process for addressing serious concerns about teaching, services, or facilities. It starts with informal resolution, followed by a formal complaint if needed, and ends with a review stage. If unresolved, students can appeal to the Office of the Independent Adjudicator.

Training

Staff Training

All staff are required to complete training on responding to disclosures of unwanted sexual conduct when they start working at the University of East London and repeat the training every 3 years. Staff are also encouraged to participate in further training provided by the Independent Sexual and Domestic Violence Advisors on managing disclosures of abuse and harassment.
Key members of the Student Conduct and Residential Life Team are trained as Sexual Violence Liaison Officers (SVLOs). In addition, our specialist staff are trained as Independent Sexual Violence and Domestic Violence Advisors (ISDVAs).

As explained on the UEL Student Disciplinary Full Guidance on Process and Procedure page (requires login), staff involved in the disciplinary process for harassment and sexual misconduct receive specialised training depending on their role in the process. 

Investigating Officers are university staff who volunteer to assist with the student disciplinary process and receive comprehensive internal and/or external training depending on their level of commitment. Investigating Officers for an incident involving sexual misconduct and/or domestic abuse are required to complete the Unconscious bias e-learning module, Bullying & Harassment e-learning module, Student Disclosures of Unwanted Sexual Incidents e-learning module, GDPR and data sharing training, and a training session with a qualified Investigating Officer and/or external provider. 

A panel member is a permanent member of UEL staff who commits to being impartial and considerate throughout a gross misconduct disciplinary process. Panel members are formally trained in Data Protection Training and receiving information from the Student Conduct Team on how to conduct an unbiased and thorough hearing.

Student training

To ensure that students are informed of the University of East London’s expectations, definitions and processes around harassment and sexual misconduct, all students will be required to complete mandatory training on the subject when they enroll at UEL. The training has been designed by our staff experts at UEL to ensure all content is delivered accurately and is accessible to all. 

In addition, all students who hold a “position of responsibility” (i.e. Student Ambassador, Residential Life Scholar, etc.) are required to attend an Active Bystander and Consent Workshop. This training covers sexual consent, the importance of preventing harassment and sexual misconduct, how to look out for others by being an active bystander, and where to report incidents to get support within the University.

Partners

The University of East London work with a range of trusted academic and professional partners to deliver high-quality learning opportunities and support services for our students.

We work closely with our partners to monitor compliance and foster a culture of respect and inclusion, ensuring that all students, regardless of where or how they study, receive a safe, supportive, and high-quality educational experience.

Version history

You can find the latest versions of our policies on our Student policies website, as well as a full directory of all our policies.

Last review date: 21/07/2025

This webpage will be reviewed annually, any previous versions are downloaded and saved as a document below, with the dates the version was live.