Our approach to dignity and respect

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.

• 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:

• Dignity at Work Policy and Procedure
• Dignity and Respect Network
• Your Trade Union

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.

• Concerns about sexual misconduct and domestic abuse
• Guide to supporting staff experiencing domestic abuse (Intranet link)

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.

• Concerns about racism

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 offense 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.

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."

The IHRA website provides more information and examples of antisemitism.