Examples of what may be bullying, harassment and victimisation

Examples of what may be considered bullying and harassment are provided below for guidance. Please note that these are not exhaustive.

Bullying

Complainants often define bullying as something that is unwelcome, unwarranted, targeted, persistent and which has a detrimental effect.

Bullying may include repeated occurrences of the following behaviour or actions targeted at individuals or groups.

Examples

Bullying

  • Aggressive, intimidating or threatening behaviour.
  • Overbearing and intimidating levels of supervision.
  • Unfair allocation of work and responsibilities or setting unreasonable goals or targets in study or work.
  • Preventing an individual progressing by intentionally blocking promotions or training opportunities, unjustifiably restricting choice of study options or access to tuition.
  • Excessive and/or unreasonable criticism or fault-finding of any colleague or peer.
  • Ignoring, excluding or marginalising someone.
  • Humiliation or ridicule, whether about work or personal matters.
  • Spreading rumours or gossip about someone in order to discredit them.
  • Using malicious or insulting language.
  • Invading personal space, shoving, blocking or barring the way.

Cyberbullying

Online harassment may take the form of intimidating, offensive, or graphic messages/posts on social network sites, blogs, gaming sites and chat rooms, and communications by email, text, instant messaging, or messaging apps. Here are some examples:

  • offensive, abusive or threatening messages - even if they are meant as a joke
  • humiliating comments with the purpose of ridiculing the individual
  • online stalking - sending repeated messages to intimidate, threaten or harass
  • propagating defamatory and malicious gossip and/or false information about individuals whether in the public domain or within a limited group including where the individual may not be aware of the offensive messages.

Microaggressions

Microaggressions are verbal, non-verbal, and environmental slights or insults.  Whether intentional or unintentional they communicate hostile, derogatory, or negative messages to target people based solely on their marginalised group membership. They are problematic as they are often difficult to prove or substantiate.

Sometimes microaggressions are committed intentionally but often they grow out of unconscious bias, and individuals are not fully aware of the offensive implications of their words and behaviours, believing them to be complimentary.

These small slights can seem inconsequential in the moment but when experienced regularly may corrode confidence, decrease wellbeing, and have a significant impact on mental health.

Microaggressions are typically discussed from the viewpoint of race and racism but any marginalised group can become a target.

  • "You're transgender?  You certainly don't look like your trans." - the implication being that trans isn't desirable.
  • "I don't see colour." - denying racism and people's experiences.
  • "The way you've dealt with your disability is amazing!" - suggesting that disabled people wouldn't be able to achieve.

Harassment

Harassment, whether intentional or not, can take a variety of different forms. Where such conduct is severe or widespread, it can potentially create a hostile or abusive environment. This could lead to individuals having limited benefit or engagement with their environment, and impact negatively on their wellbeing.

The following descriptions are not exhaustive, but give an indication of the types of behaviour which the University considers to be unacceptable:

Sexual harassment

Racial harassment

Harassment of disabled people

Harassment on the grounds of sexual orientation

Harassment on the grounds of a person's sexuality or perceived sexuality can include:

Harassment on the grounds of gender identity

Harassment on the grounds of age

Harassment on the grounds of religion or belief

Antisemitism

Islamophobia

Staff and students who attend work or study related events that are organised by the University, or attended as a University representative, such as:

  • conferences
  • social events
  • field trips
  • training events

should ensure that they do not participate in behaviour that may be construed as harassment or bullying, including inappropriate or offensive behaviour, under the Dignity at Work and Study Policy.

This policy also covers conduct towards people who are not members of the University (such as applicants, contractors, patients and other members of the public who visit University sites or use University services).

What is not bullying or harassment

It is also important to make the distinction between inappropriate behaviour, which will not be tolerated, and normal day-to-day conversations that staff and students are expected to have with each other.

Transparent and fair discussions about matters are appropriate. For example:

  • candid feedback (which may include identification of areas of work where an individual is underperforming or failure to meet the standards of behaviour expected by the University); such feedback should be factual and constructive
  • respectful collaboration and the sharing of ideas and views between individuals, where people may not always agree: such constructive discussions and debates are to be encouraged.

This information can also be viewed on the Cardiff University Student Intranet

Staff and Students - Dignity at work and study

We aim to promote a working, learning, and research environment and culture, in which differences are welcomed, and harassment and bullying are known to be unacceptable.

Ensuring that both staff and students have the confidence to deal with bullying and harassment without fear of victimisation is at the core of our policy.

We operate a zero-tolerance approach to behaviours of harassment, bullying and victimisation. This means that any reports of bullying, harassment or victimisation will be treated and dealt with seriously, regardless of the seniority of those involved.

We're committed to:

  • fostering mutual respect and understanding between individuals and within its constituent communities
  • promoting equality of opportunity among employees and students alike

Make a disclosure

For Students: To access the support available through the Student Support Intervention Team, you are required to make an identified referral by telling us with details using our Report & Support tool.

For Staff:  to receive advice from your local HR team, you are encouraged to make an identified disclosure using our Report and support tool.

An anonymous disclosure option is also available using Report & Support. You can use this to make us aware of your experiences without identifying who you are, which helps us to identify patterns of violence and abuse that affect our students. If you choose to make an anonymous disclosure you will not be contacted directly.

Students - Where to go for support

There are a number of different people who can help you, such as:

The university's Student Support Intervention Team are available to speak to you and support you if you are experiencing any kind of violence or abuse, including harassment, hate crime, stalking, relationship abuse, sexual violence and any other inappropriate behaviour. This team can support you in the following ways:

  • managing your safety if this is an immediate concern
  • contacting you by phone, online or face to face. to talk about what you have experienced and look at options of support
  • providing you with practical support with housing, financial and academic needs with specific information on what to do if you live or study with someone who has been violent or abusive
  • signposting you to specialist agencies
  • explaining reporting options and offer support whilst reporting, if this is an option that is right for you
  • explaining the University's complaint procedures

Support available for Staff

The staff intranet provides a variety of wellbeing support options such as the

  • Employee Assistance Programme,
  • dignity and wellbeing contacts
  • occupational health

Your manager, Head of School/Service and local HR will also be able to support you during this time, should you wish to reach out to them. Alongside this, Trade Union support is also available. 

Out of hours helpline

Live Fear Free helpline: 0808 8010 800

The Live Fear Free Helpline, delivered by Welsh Women’s Aid, is a national confidential, free phone support and information service for anyone experiencing sexual violence, domestic abuse or other forms of violence against women, or for anyone wanting more information on available support services. Open 24 hours, 365 days a year.

Freedom of speech

The Education (No 2) Act 1986 places a responsibility upon the University to protect and promote freedom of speech as far as practicably possible and within the law for staff, students and visiting speakers. The University has in place measures to ensure the exercise of freedom of speech does not amount to unlawful harassment.

This information can also be viewed on the Cardiff University Student Intranet

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