Human Resources Division
Policy
This policy applies to interactions between University staff. It also applies to students who have complaints against members of University staff. If any member of staff has a complaint against any student he or she should contact the HR Consultant assigned to the institution for advice.
The policy also applies to interactions between University staff and all visitors to the University, including academic visitors and visiting researchers, visitors to University museums or those attending public events, contractors and their staff. This list is not exhaustive.
Guidance has being developed in connection with student complaints that do not fall within the scope of this policy.
The University of Cambridge is committed to protecting the dignity of staff, students, visitors to the University, and all members of the University community in their work and their interactions with others.
The University recognises that to work and study effectively staff and students need an environment in which they are respected and valued for their contributions, irrespective of their:
- Age
- Disability
- Gender reassignment (transgender)
- Marriage and Civil Partnership
- Pregnancy and maternity
- Race
- Religion or belief (including lack of belief)
- Sex
- Sexual orientation
The University recognises its duty of care to staff, students, and all other members of the University community. Inappropriate behaviour can result in stress and stress-related illness. All staff, and especially those who have responsibility for other members of staff, share this duty of care. The University therefore expects all members of the University community to treat each other with respect, courtesy and consideration at all times. All members of the University community have the right to expect professional behaviour from others, and a corresponding responsibility to behave professionally towards others.
Appropriate behaviour is fostered by a workplace culture which encourages positive, supportive and open interactions. Such behaviour, normal to the vast majority of members of the University community, will help to promote good working relationships and a positive working atmosphere.
There is a need nevertheless for procedures to deal with less positive relationships in general and in particular inappropriate behaviour, including bullying or harassment, which may affect the well-being of individuals within the University.
All forms of harassment including bullying are inappropriate and prejudice dignity at work (see definitions). Harassment may include, in certain circumstances, off-duty conduct. All forms of victimisation are also inappropriate.
If any member of staff or student feels uncomfortable as a result of the behaviour of another member of the University community, frequently the best resolution is by means of an open and honest discussion, with support if necessary. Support can be provided from within the University or by trained mediators, and the HR Consultant/HR Officer assigned to the institution will advise on how to approach a particular problem.
If difficulties cannot be resolved informally, the Dignity@Work policy provides for a formal complaints procedure. Any complaints made about harassment, bullying or other inappropriate behaviour will be investigated thoroughly and without delay, according to the approved procedures.
If a complaint is judged to be vexatious or malicious, disciplinary action will be taken against the complainant; however disciplinary action will not be taken if a complaint made in good faith is judged to be unfounded.
Any necessary action, including disciplinary action, will be taken towards a member of staff who is demonstrated to have subjected any member of the University community to such treatment. Ideally, except where there is evidence of wilful misconduct, the outcome of disciplinary action should be to solve the problem and prevent a recurrence of the behaviour rather than punishing it. In extreme cases, where there is no prospect of a solution or the behaviour was seriously in breach of this policy, dismissal may be the only possible course of action.