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Human Resources

 

Context

There is no place for any form of harassment, victimisation or sexual misconduct at Cambridge. Such behaviour is contrary to the values and ideals of our shared community, subverts the University’s mission and core values and diminishes the dignity and integrity of all parties.

The aims of the Dignity at Work Policy are to:

  • Support and sustain a positive (thriving) working environment for all staff, free from any form of inappropriate or unacceptable behaviour;

  • Make it clear that harassment is unacceptable and that all members of the University community have a role to play in creating a thriving environment for everyone, free from harassment;

  • Provide a framework for respect and good conduct to prevent and eliminate all forms of bullying and harassment, including sexual harassment and misconduct;

  • To highlight the options available to staff (and students) who feel they are or have been subject to bullying, harassment, sexual misconduct, or any other inappropriate or unacceptable behaviour;

  • Provide a mechanism by which complaints can, wherever possible, be addressed in a timely way;

  • Set out the responsibilities for managing and supporting staff when concerns are raised under the Dignity at Work Policy.

 

The University expects all members of the University community to treat each other with respect, courtesy and consideration at all times. All members of the University community are expected to behave professionally and have the right to expect professional behaviour from others. All members of the University community have a personal responsibility for complying with this Policy and Procedure and demonstrate active commitment to it by:

  • Treating others with dignity and respect.

  • Discouraging any form of harassment by suitably challenging inappropriate behaviour, making it clear that such behaviour is unacceptable (and raising concerns with managers where appropriate so these can be dealt with).

  • Supporting any member of the University who feels they have been subject to harassment, including supporting them to make a formal complaint if appropriate

  • Managers have particular responsibility for setting standards and ensuring appropriate workplace behaviours are maintained. They should set a good example and ensure concerns raised are acted upon.

 

The Dignity at Work Policy does not form part of and is not intended to vary the contract of employment or worker’s contract. It may be amended from time to time, as necessary.