9.1. Code of Behaviour
9.1.1 All staff are expected to act in line with the University Code of Behaviour, which sets out the University’s expectations around how we should and should not behave towards other members of our community. Whilst all aspects of the Code are applicable in the context of staff interactions with and conduct towards the student community, there are some aspects that are particularly relevant in the context of the Staff and Students Relationships Policy. Sections 9.1.2 and 9.1.3 below set out these particular behaviours and provide non-exhaustive examples of behaviour that is prohibited under the Code in the context of this Policy.
9.1.2 In line with the provision of the Staff and Students Relationships Policy, it should be noted that the Code states staff should always strive to:
- Maintain appropriate and professional relationships with all members of the University, in particular students and those in subordinate positions to us.
- Foster a trusting environment that enables honest and supportive working and studying conditions.
- Honour the need for confidentiality when the nature of our work requires it.
- Promote a culture where colleagues can speak out about inappropriate behaviour.
9.1.3 The Code further states that, to maintain a culture of courtesy and professionalism, staff must never bully, harass, discriminate, victimise or commit sexual misconduct, by avoiding behaviour that includes:
- Imposing overbearing and intimidating levels of supervision or management (such as contacting students outside of reasonable working hours).
- Undermining the reputation of others through malicious rumours or false allegations or by breaching confidential conversations.
- Behaving in a controlling or coercive way, such as
- Misusing their power or control over a student for financial, social, sexual, or other benefit.
- Promising or alluding to rewards in return for sexual favours.
- Suggesting or threatening the withdrawal of teaching or other forms of academic support if sexual access is not granted.
- Using coercive behaviour or forcing a student/s to take part in sexual acts of any kind, or behaving in a way that uses unwanted verbal, non-verbal or physical conduct of a sexual nature.
- Circulating or displaying any type of communication on any form of media that would otherwise constitute a form of inappropriate behaviour contrary to the Dignity at Work Policy.
- Making unwelcome and unpermitted sexual advances, suggestive behaviour or touching someone against their will or without their consent, even if it is perceived as harmless by the individual behaving this way.
- Retaliating to allegations of inappropriate behaviour, including threatening those who have made the allegations, providing unfair or misleading references, or blocking access to career development opportunities.
9.2. Guidance on Professional Behaviour
In general, where members of staff have a primary role of providing supervision, teaching or pastoral support, they should consider in advance how and where they interact with students, in the light of the context and objective of the interaction, the individuals concerned, and any pre-agreed preferences. Factors that might be taken into consideration for example are the location of a meeting, the set-up of a meeting room; the timing of communications and/or the discussion of any personal information. A coffee shop may, for instance, be an appropriate place to discuss a positive scientific development with a PhD student but would be less appropriate for a pastoral conversation with an undergraduate stressed about their exams. An armchair discussion may be appropriate for a pastoral chat, but discussions at a desk might work better for a supervision.
To further assist all staff in maintaining professional and appropriate relationships with students, it is recommended that staff should:
Communications
9.2.1 Maintain appropriate physical and emotional distances from students and perform their duties in the best interests of the University.
9.2.2 Wherever possible, communicate with students via University accounts linked to their role; for example, using University email addresses, telephone numbers, and/or MS Teams accounts.
9.2.3 Give careful consideration before sharing personal mobile phone numbers, particularly with an undergraduate student. It is recognised that sometimes this may be unavoidable; for example, when arranging and taking part in conferences or field trips. The use of personal social media accounts in this context should also be avoided.
9.2.4 Keep in mind that any communications with students and/or colleagues about a particular student may be disclosed to that student or their legal representative under data protection law.
9.2.5 Consider communication style and language; avoid ‘banter’, which may be considered inappropriate, confusing, or intimidating by others.
9.2.6 Be mindful when using social media; whilst this may provide a helpful platform on which staff can share, collaborate and network, it may also blur professional boundaries. Both the University’s Code of Behaviour and the advice in this Guidance apply to any form of media.
Pastoral support
9.2.7 Ensure students with support needs are referred to a relevant University support service and limit roles in providing personal support to a student where this is not part of official employment duties.
9.2.8 Not seek personal information from a student unless required for a University process, such as a counselling referral, medical information required for special consideration, or personal circumstances information as part of an academic progress process. Any information obtained this way must be stored and retained in accordance with local/institutional data protection requirements.
Spaces
9.2.9 Ensure spaces are designed, including College rooms and offices to remind that this is a formal place of work or study.
9.2.10 Avoid inviting a student to their private home, room, or vehicle, especially if others are not present, or visiting a student in their home or room, including while at conferences, overseas trips, or on a placement. However, it is recognised that it is acceptable common practice for students working as part of research groups, as is normal in science laboratories, to be invited to attend group social gatherings at an academic member of staff’s private home, for example a summer BBQ or other similar event that is open to all in the group.
Boundaries
9.2.11 Not give undue special attention to a particular student over another or demonstrate any behaviour that could be interpreted as grooming.
9.2.12 Avoid accepting gifts from a student other than low value items or any gifts of a personal nature and giving gifts, other than low value items, that are solely for academic purposes, e.g., a published Academic text.
9.2.13 Not engage students to work in their home, for example dog walking, child minding, house sitting etc.
9.2.14 Not purchase transactional sex from any student.