Harassment and Sexual Misconduct: Our Response

Training was provided to staff of Liverpool Hope by Durham University before the Ofs expectations were released. As a result of this training session and being impressed by Durham’s approach to monitoring H&SM the decision was made to replicate a similar model at Hope in view of good practice.

In particular, we recognise the connectedness of our staff and students in monitoring and preventing H&SM. This report therefore combines in one place the efforts Hope makes to ensure our campus is a safe and welcoming place to be. The report does this by bringing together the five standards we as a University set to ensure our approach to H&SM is effective. These sit alongside our actions to date which are directly linked to the recent Ofs statement of expectation.

Hope Standard 1: Expectations of the University and monitoring

Hope Standard 2: Reporting and disclosing instances of harassment and sexual misconduct are uncomplicated

Hope Standard 3: Investigatory procedures are fair and independent

Hope Standard 4: All involved receive appropriate support

Hope Standard 5: Training needs & Behavioural expectations are set out to the whole University Community

Hope Standard 1: Expectations of the University and monitoring  

We clearly set out behavioural expectations of staff, students and visitors at various points throughout the year. Senior leaders and the Students’ Union monitor closely policies and procedures relating to H&SM.

A monthly meeting takes place consisting of Senior Staff members monitoring and reviewing University policies and processors relating to H&SM. Chaired by the Deputy Vice Chancellor and Provost who has overarching responsibility of monitoring H&SM at Hope, the work of the group is monitored by an action plan document as well as this overview document for staff students and visitors. The group reports directly to the University Senior Executive Team. (1)  

The University has a policy and process in place for handling sexual harassment and misconduct. The policy clearly sets out the University definition of harassment and provides information to staff students and visitors on what will happen if someone reports an incident of H&SM. (5)

Reports made against the Policy and Process for Handling Sexual Misconduct are reported to the University Senior Executive Team. This report is then passed on to the University Governing Body and completed by the Deputy Vice Chancellor providing a verbal update at Governing body meetings. (2)

All Policies and procedures relevant to H&SM have been reviewed to ensure that language being used is consistent throughout.  Changes have been made to ensure policies and procedures link together and are consistent. In particular, we have standardised our definitions of certain terms such as harassment and complaint. (5)

A communication plan has been agreed by the Deputy Vice Chancellor and Corporate Communications to convey the University approach to handling and monitoring. This communication plan ensures that all staff and students get the opportunity to be reminded of relevant roles and responsibilities relevant to H&SM. (1)

Currently, the Universities’ Director of Student Life is visiting all Schools and Departments discussing policies and responsibilities as part of their H&SM roadshow campaign. At these sessions, staff are able to raise any questions or feedback that they have on H&SM procedures/ policies.  The purpose of these sessions is to ensure staff and students are kept up to date with changes to polices and procedures. After these sessions have finished, the final stages of the communication plan will be in place whereby all policies will be shared by our staff and student bulletin. (1)

Student consultation is in place for all matters related to H&SM. The Deputy Vice Chancellor and chair of the H&SM Group has weekly meetings with members of the Students’ Union (SU) and updates the SU on any reports of H&SM. The SU are also heavily involved in Hope’s general approach to H&SM providing feedback on polices, investigations and generally the university approach to H&SM. A member of the SU is present at all meetings of the H&SM group and investigatory procedures. (1,3)

Hope Standard 2: Reporting and disclosing instances of harassment and sexual misconduct are uncomplicated

We take a systematic yet accessible approach to dealing with instances of H&SM. We do wish to be as accessible to all with the mechanisms that we have in place.

The University has a dedicated Harassment and sexual misconduct webpage which provides information on reporting and supporting options. The webpages include support options of both internal and eternal options. This overview document is also published centrally on the staff/ student/ visitor part of the website. (5)

The University have recently reviewed the effectiveness of H&SM reporting forms for staff and students. The forms are now simplified to reduce the complexity as well as ambiguous language and encourage more students and staff to report incidents. (5)

There are various platforms for students and staff to disclose or make a report to the University. These include online anonymous, in person, as well as directly to staff who work out of hours work patterns. The University also has a dedicated senior member of staff who has taken part in specialist sexual harassment and misconduct training. (5,6)

H&SM topics are covered in consent training modules all students are asked to complete. These modules cover topics of thinking about consent, communication skills and the importance of communication in relationships as well as looking out for others. These modules help to build a positive campus community alongside a strong campus culture in regards to the approach to H&SM. 23-24 Academic year will see the consent modules form a part of student registration and induction. These specific modules were sourced after consultation with Student Leaders about the best way to convey messages surrounding consent to the University community. (1,4)

H&SM training is provided to all staff members with a group of staff taking part in further training around responding and dealing with cases of H&SM. These sessions assist in reducing the barriers associated with departments dealing with cases of H&SM and increasing the confidence of staff responding to disclosures or investigations of H&SM. (4)

Campus campaigns take place regularly setting out to reduce the barriers associated with students and staff disclosing cases of H&SM. The campaigns also assist in emphasising the University approach to dealing with H&SM. (6)

The Students’ Union offer an independent advice service with advisors who understand University policy and can assist students with making reports. The University actively encourage all students involved in situations concerning H&SM to seek advice from the trained Student Union Advisors and recommend allowing the advisors to support them with attending relevant meetings. (6,7)

Hope Standard 3: Investigatory procedures are fair and independent

We have a strong procedure framework in place to ensure all investigatory procedures are totally independent and fair. All staff members investigating cases of H&SM are senior and are experienced in dealing with cases.

The University have a group of Executive and Senior staff members who have taken part in detailed training about H&SM. They are called on when an allegation is made under our H&SM policy. These staff members have a responsibility to investigate the allegation. (4,6)

There are a number of staff members at the University who are specialist case managers. These staff members provide answers if needed to the Police and offer specialist guidance and support to specialist cases. For transparency, the company secretary sits on all investigatory panels. (6,7)

All investigating staff members have no connection to the report that they are investigating. If a senior staff member is overseeing the support of either party involved in a complaint, they would not be involved in the investigatory process. (6)

If the person being investigated is of the opinion that the panel may be biased or that they may be treated un fairly, the member is able to request that the panel is changed (if this is deemed to be a reasonable request). (6)

All incidents are communicated to the Students’ Union by the Deputy Vice Chancellor in weekly meetings with sabbaticals. The students’ Union have been consulted through all policy, structural, investigatory procedures. The Students Union are also part of all panels and the University actively encourage all students to seek advice and support in attending investigatory panels from the advisors in the SU. (1,3)

A full review of the investigatory panel process has taken place to ensure panels are as transparent as possible. The review found the appropriate protocol was in place and cases of harassment and misconduct were dealt with successfully. Moving forward, those involved in investigatory panels will be asked to provide feedback to the University to help improve provision of the panels. (6)

Support is provided to both the person making the report and the responding party, as well as anybody else involved in an investigation. Staff members involved in investigating cases of H&SM also receive the appropriate support. (7)

After an investigation and outcome has been decided, there is an option available to request a review or appeal against the decision. At the stage, the Deputy Vice Chancellor or Vice Chancellor will review all relevant documents. (6,7)

Students are signposted to the OIA by the company secretary if they are still un happy with the outcome of the panel. The Student Union Advisors will support with this process. (6,7)

Hope Standard 4: All involved receive appropriate support

The Appropriate support is available across the University as well as externally for all involved. Robust training and experience of staff ensures students receive the appropriate targeted support as soon as possible.

In all circumstances, support is provided to both the person making the report and the responding party alongside anybody else involved in an investigation. (7)

The training modules based on consent build skills to responding to disclosures, positive bystander skills and is clear about support available for staff and students. (7)

Staff members are fully trained to respond to distressed students or students who raise concern. Staff can signpost to students to support services. (4,7)

The student counselling team attend review meetings and will provide support to the reporting and responding part if requested. The University also encourage students to engage with the student’s union early on the process. (7)

The University are in the process of collaborating with partner organisations in order to ensure numerous support options are available for staff and students. (7)

A ‘when to refer guide’ is in the process of being launched to the staff community by the Student Life Department. This guide will outline common scenarios that students raise with staff and will suggest the appropriate responses for staff. (4,6,7)

Hope Standard 5: Training needs & Behavioural expectations are set out to the whole University Community

All students and staff are trained throughout the year to imbed our approach to H&SM. Behavioural expectations are made clear to all staff and students.

All staff and students receive documents outlining core information relating to the University foundation and values. These documents immediately set the standard behaviour expected from the institution to all members of the community. (1)

A full review of training for all staff members took place when the H&SM group launched. A detailed training plan is in place to ensure that all staff members of the Hope community have adequate and effective training to raise awareness of and prevent H&SM. A long-term training plan will launch for students in September 2023 with a calendar of events being put together raising awareness of H&SM for staff and students. (4)

Behavioural expectations are set out in our Student Code of Conduct and Disciplinary process document. All students are expected to engage with the student code of conduct which clearly outlines our approach to H&SM. Expectations of the University are further made clear in accompanying policies as well as at staff training and induction/ orientation days. (1,2)

Residential students attend a compulsory introduction to hall life talk at the start of the year where expectations regarding consent, sexual harassment and misconduct are clearly outlined. Drop in sessions are then offered to further discuss with students the University expectations of conduct and behaviour generally. Consent matters also form a part of the University orientation day talk which all students attend. (1)

The University will be putting on sessions during the 23-24 induction period discussing further the topics within the consent modules that students are expected to complete. Students will have the opportunity to have any questions or queries that they may have answered. (1)

The Student Life team will be running campaigns around campus raising awareness of the University approach to H&SM, the barriers students and staff face reporting incidents as well as what constitutes to positive behaviour. (4,7)