Bullying and Harassment Policy
(Students)
Equality and Diversity
Date: November 2012
Page 1
Contents
Page No:
1.
Policy Statement
3
2.
Policy aims and objectives
3
3.
Legal Framework
4
4.
Definition of Bullying
4
5.
Definition of Harassment
5/6
6.
Defintion of Victimisation
6
7.
Effects of Bullying and Harassment
7
8.
Monitoring
7
Equality and Diversity
Date: November 2012
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1.
1.1
Policy Statement
John Leggott Sixth Form College is committed (as defined in the Equal
Opportunities Policy) to ensuring that all its students are treated with dignity
and respect, irrespective of age, disability, gender reassignment, marriage or
civil partnership, pregnancy and maternity, race, religion or belief, sex, or
sexual orientation. It is also committed to the elimination of all forms of
bullying/harassment in College, and the creation of an inclusive, safe and
secure learning environment for all its students.
2. Policy Aims and Objectives
2.1
The aim of this policy is to prevent any form of bullying/harassment within the
College. All members of the College community, including staff, students,
governors and associates have a responsibility for achieving this.
2.2
Where it does occur, the policy aims to take appropriate and effective action to
prevent any recurrence.
2.3
The specific policy objectives are:

To ensure that all students of the College are aware of the types of
behaviour
which
constitute
bullying/harassment,
and
of
their
understand
that
responsibilities to prevent and report any such incidents.

To
ensure
all
students
of
the
College
bullying/harassment will not be tolerated and that appropriate
measures will be taken.

To promote a climate within the College which does not support
bullying/harassment, and where everyone feels confident in bringing
forward complaints of bullying/harassment without fear of victimisation
and recrimination.

To ensure that all allegations of bullying/harassment are responded to
quickly, positively and in complete confidence, and that victims and
perpetrators are offered counselling and support.
Equality and Diversity
Date: November 2012
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3.
Legal Framework
3.1
The
College
recognises
that
any
person
who
has
suffered
bullying/harassment might be able to seek remedies through criminal or civil
law. The legislation under which any breach would be considered includes

The Equality Act 2010.

Human Rights Act 1998

Criminal Justice and Public Order Act 1994

Crime and Disorder Act 1994
4.
Definition of Bullying
4.1
Bullying is deliberate, persistent and often occurs when there are no
witnesses. It involves the intentional belittling of someone through the misuse
of power or position that leaves the victim feeling hurt, upset, vulnerable and
helpless. Examples of bullying behaviour include:

Abuse of power or use of sanctions.

Intimidation.

Malicious or insulting power

Excluding or ignoring others

Deliberate isolation or non co-operation in College activities

Embarassing or insensitive comments

Abusive communication – for example emails or text messages by an
individual or group.
4.2
Bullying is a wilful, conscious desire to hurt, threaten or frighten someone. It
may be targeted at one person, or may be widespread, usually as a result of the
‘bullying style’ of one person. Examples of bullying might include:

Verbal – such as name-calling, teasing, ‘secret whispering’ or malicious
comments.

Physical – such as any form of hitting, punching, pushing or other form of
physical activity.
Equality and Diversity
Date: November 2012
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
Fear – such as any action planned to frighten or threaten someone.
5.
Definition of harassment
5.1
There There are three types of harassment which are unlawful under the
Equality Act 2010:
1) Harassment related to a protected characteristic:

Age

Disability or impairment

Gender reassignment

Pregnancy and maternity

Marriage or civil partnership

Race, including ethnic origin or skin colour

Religion or belief or lack of any religion

Sex

Sexual orientation
and also Political, Trade Union, or other opinion.
2) Sexual harassment
3) Less favourable treatment of someone because they submit to or reject sexual
harassment or harassment related to sex
5.2
Harassment can take many forms. It can be directed at an individual or a
group. It is the effect that it has on an individual that is important, not the
intention of the harasser.
5.3
Harassment is unwanted behaviour or conduct, that might be persistent or an
isolated incident, relating to a protected characteristic that has the purpose or
effect of violating a person’s dignity or creating an intimidating, hostile,
degrading, humiliating or offensive environment for the person.
Equality and Diversity
Date: November 2012
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5.4
Examples of harassment include:

Unwelcome remarks, such as jokes, innuendo, teasing and verbal abuse of
terms of endearment which are uninvited and found to be offensive

Racist and/or sexist comments or jokes

Unfair allocation of work.

The display, storage or circulation of offensive material or graffiti

Unwanted physical contact, pestering, propositioning, spying etc

Embarrassing or insensitive comments

Suggestive remarks about appearance or dress

Intrusive questioning about ethnic origin

Ignoring someone
Note 2: Under the Equality Act 2010 a person has a disability if they have a physical or mental
impairment, which has a substantial and long-term adverse effect on their ability to carry out normal
day-to-day activities. People with HIV, cancer and multiple sclerosis are covered from the point of
diagnosis rather than from the stage when the condition has an adverse effect on their ability to carry
out day-today activities. For more information about the duty to make reasonable adjustments please
contact HR.
Note 3: Pregnancy is the condition of being pregnant or expecting a baby. Maternity refers to the
period after the birth, and is linked to maternity leave. An employee’s absence due to pregnancy
related illness should be recorded separately and should not be taken into account when making
decisions about her employment.
6.
Definition of Victimisation
6.1
Victimisation occurs when an individual is treated less favourably because

the person has made a complaint about the behaviour of someone who has
been harassing/bullying them or a complaint of discrimination (under the
Equality Act 2010)

helped someone else to make a claim by giving truthful evidence, information
or support
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Date: November 2012
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
made an allegation that another person has contravened the Act

done anything else in connection with the Act
7.
Effects of Bullying and Harrassment
7.1
Bullying/harassment can make the recipient feel upset, threatened, humiliated
and vulnerable. The effect on a person can include loss of self-esteem,
defensiveness, hopelessness, illness, isolation, increased use of drugs or
alcohol, strong negative feelings and stress. The result may be the formation
of cliques, an atmosphere of fear that becomes the norm, increased
absenteeism, and the creation of a culture in which bullying and harassing
behaviour becomes accepted and increases.
8.
Monitoring and Review
8. 1
The policy will be monitored annually by the College to judge its effectiveness
and will also be reviewed and updated in accordance with changes in the law.
8.2
The Equality & Diversity Coordinator in conjunction with the HR Manager,
Senior Management Team, staff cohort and student body will be involved in
this process and work collaboratively to ensure that this Policy is fit for
purpose.
8.3
Progress reports will be presented to the Equality & Diversity Core Group and
summarised in the annual report to the Corporation.
10.
Procedures for dealing with bullying and harrassment
10.1 If a student feels that they or others are being bullied, harassed, or
discriminated against in College or whilst taking part in College activities, they
should talk to someone about it. Students should discuss their concerns with
their community mentor, course tutor or any other member of staff. If
necessary they can make a formal complaint.
10.2 Any concerns or complaints will be dealt with in confidence and acted upon
with sensitivity. Copies of the Complaints Procedure can be accessed via the
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Date: November 2012
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College website, are kept by all senior staff and are available from the main
reception office.
10.3
For advice and guidance on how the College may discipline students in
relation to a bullying/harassment claim made against them which has been
proven, please refer to the College’s Student Behaviour Policy.
Equality and Diversity
Date: November 2012
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