Bullying and harassment are negative behaviours that can adversely impact on an individual’s or a group’s wellbeing. They are contrary to the Equality Act 2010 and the University Dignity at Work and Study Policies.
Here, you will find information on what options are available to you at the William Harvey Research Institute and Queen Mary if you are a member of staff or a student who is experiencing, or has experienced, bullying or harassment.
We have produced a brochure containing information on what options are available to you at the William Harvey Research Institute and Queen Mary. You will find guidance on what constitutes bullying and harassment, a flow chart to guide you through your options depending on which actions you feel comfortable in taking, and useful links to guide you to more information or how to access support. This information is also available on the page below.
WHRI Bullying and harassment brochure [PDF 207KB]
A black and white version of the brochure is also available:
WHRI Bullying and harassment brochure in black and white [PDF 294KB]
It might be obvious or insidious, persistent or an isolated incident. It can also occur in written communications, by phone or through email, not just face-to-face and can take the form of physical, verbal and non-verbal conduct (the latter includes postings on social media).
Bullying may include, by way of example:
Legitimate, reasonable and constructive criticism of performance or behaviour, or reasonable instructions will not amount to bullying on their own.
More information
It also includes treating someone less favourably because they have submitted or refused to submit to such behaviour in the past. It may involve sexual harassment or be related to a protected characteristic.
Harassment may include, for example:
This provides information on rights, responsibilities, and expected behaviour
This gives information on the possible sanctions in response to unacceptable behaviour
This intends to ensure that the staff-student relationship is one that is founded on mutual trust, confidence and respect
Grievance Resolution Policy and Procedure
Mediation is a confidential, voluntary, and informal process that helps individuals talk through their issues with an impartial mediator and provides a safe space to find a way forward. Find out more.
Learn more about Changing the Culture at Queen Mary.
DO NOT STAY SILENT! Queen Mary has zero tolerance for all forms of bullying and harassment.
Make it clear to the person or persons causing the offence that their behaviour is unacceptable to you. You might want to ask a colleague to support you in this conversation.
It is often possible to sort out matters informally, particularly if the person does not know that their behaviour is unwelcome or upsetting. An informal discussion may help them understand the effect of their behaviour and agree to change it.
It is advisable to talk to someone before taking any action either informally or formally. You can speak to someone within the Blizard Institute or there’s other support and advice available from Queen Mary if you prefer.
If you’re happy to speak to your Line Manager, they should be your first port of call.
If not, there are several members of staff you can reach out to for support. You can contact:
If you’re unhappy to speak to someone within the William Harvey Research Institute, consider talking to a Dignity and Respect Champion (DRC) first before taking any other action in relation to your issue. Talking with a DRC will clarify the options available to you and should help you to decide on the best way forward for you.
A meeting to discuss your situation and to get support. If it is necessary to gather further information/evidence before making a decision, you will be informed about the time scale of the subsequent actions.
Outcomes might involve:
During the meeting(s) you and your chosen contact person will discuss/decide the best approach to take.
Report the incident anonymously
Please note: As no personally identifiable details are provided, you cannot be contacted to receive any advice or support.
It is always best to speak to someone if you feel you can.
Confidential counselling is available to all Queen Mary staff through the University’s Employee Assistance Programme helpline.
Employees can also seek support and advice from the relevant HR Partner on the application of the Grievance Resolution Policy and Procedure at any stage.
Trade unions can also provide representation and support.
It is advisable to talk to someone before taking any action either informally or formally. You can speak to someone within the William Harvey Research Institute or there’s other support and advice available from Queen Mary if you prefer.
If you’re happy to speak to your Personal Tutor (UG or PGT students), or your Supervisor (PGR students) they should be your first port of call.
Students at Queen Mary can find support from: