Policies and documents
Our approach to dignity and respect
The social and cultural diversity that everyone brings to our community is of immense value to us.
All students, staff, visitors and contractors are expected to:
- Act with courtesy and respect
- Contribute to our inclusive and welcoming community
- Challenge exclusion and prejudice
- Take responsibility for resolving problems and seek support when needed
For more information, you can access our policies:
The York St John Report and Support online platform provides information about unacceptable behaviours, how to tell someone, and where to seek support internally and outside the University.
Students are encouraged to seek advice and speak to a Welfare Adviser by booking an appointment.
How we implement our approach
At York St John University we are committed to ensuring effective prevention and effective responses to bullying, harassment and hate crime.
Harassment related to age, caring responsibilities, disability, gender, gender identity, pregnancy, maternity and parenting, race, religion, sexual orientation and socio-economic background has no place in our community. This covers (but is not limited to):
- Ableism
- Anti-religious hostility
- Antisemitism
- Biphobia
- Homophobia
- Misogyny
- Racism
- Transphobia
If you have experienced or witnessed bullying, harassment or hate crime, please report it or seek support.
Report and support Speak to a welfare adviser
Further information
- Concerns about bullying, harassment and hate crime
- Staff should read the Dignity at Work section
The Dignity at Work Policy sets out the rights and responsibilities of our staff to act with respect and consideration to others at work. The Dignity at Work Procedure sets out the approach to be taken when dealing with concerns or complaints of harassment, bullying or inappropriate behaviour raised by members of staff.
Staff may speak to their line manager, Head of School, a member of the Human Resources Department, or a Trade Union Representative. Staff may also access counselling services through the Employee Assistance Programme.
The University recognises that making the decision to raise concerns can be difficult. Members of the Dignity and Respect Network are trained volunteers who are there to listen and offer confidential support. They are an impartial first point of contact to discuss your concerns.
Further information is available on the staff intranet:
Sexual misconduct covers sexual violence, which includes sexual assault and rape, and sexual harassment, which is unwanted behaviour of a sexual nature. Domestic abuse is defined as any abusive behaviour or pattern of behaviour between those aged 16 or over who are or have been personally connected to each other.
Sexual harassment is a form of discrimination under the Equality Act 2010. If you have experienced sexual harassment, or other forms of sexual abuse or violence or domestic abuse, now or in the past, please report it or seek support.
Report and support Speak to a welfare adviser
Further information
- Our A-Z of wellbeing resources
- Concerns about sexual misconduct and domestic abuse
- Guide to supporting staff experiencing domestic abuse (Intranet link)
- Student Sexual Harassment and Sexual Misconduct Policy and Procedure (relating to student misconduct towards students or staff)
- Staff Harassment and Sexual Misconduct Policy and Procedure (relating to staff misconduct towards students)
Racism covers unacceptable behaviour in relation to a person’s or persons’ colour, nationality, ethnic or national origins.
Racism can manifest itself through unacceptable language, bullying, harassment, or microaggressions that communicate hostile, derogatory or negative attitudes.
Report and support Speak to a welfare adviser
Further information
Microaggressions have been defined as: brief, everyday interactions that send denigrating messages to people of colour because they belong to a racially minoritised group.
Compared to more overt forms of racism, racial microaggressions are subtle and insidious, often leaving the victim confused, distressed and frustrated and the perpetrator oblivious of the offence they have caused (Rollock, 2012). Microaggressions may amount to harassment depending on the impact of the individual or they may lead to harassment when repeated or escalated. The concept microaggressions is also used for other marginalised groups such as disabled people.
Report and support Speak to a welfare adviser
Further information
On 9 July 2019, the University's Executive Board agreed to adopt the International Holocaust Remembrance Alliance (IHRA) Working Definition of Antisemitism:
"Antisemitism is a certain perception of Jews, which may be expressed as hatred toward Jews. Rhetorical and physical manifestations of antisemitism are directed toward Jewish or non-Jewish individuals and/or their property, toward Jewish community institutions and religious facilities."
Report and support Speak to a welfare adviser
Further information
- The IHRA website provides more information and examples of antisemitism.
- Concerns about bullying, harassment and hate crime
York St John values a learning and work environment which encourages and enables diverse views, values and perspectives to be expressed and that opposes and stands up to all forms of prejudice, discrimination and harassment.
