Higher Education Sexual Misconduct and Harassment
The University Wigan & Leigh College is committed to fostering an environment of mutual respect, inclusivity, and safety for all students, staff, and visitors. The College recognises that harassment, including sexual misconduct, can have a significant and detrimental impact on individuals and the wider community. As part of our commitment to ensure equality, dignity, and respect for all, the College has a zero-tolerance policy towards all forms of harassment and sexual misconduct.
Harassment means any of the following:
Harassment (under the Equality Act 2010)
- Unwanted conduct related to a relevant protected characteristic*, which has the purpose or effect of violating another per-son’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that person.
- Unwanted conduct of a sexual nature which has the purpose or effect of violating another person’s dignity, or creating an in-timidating, hostile, degrading, humiliating or offensive environment for that person.
- Unwanted conduct (by person A) of a sexual nature or conduct that is related to gender reassignment or sex which has the purpose or effect of violating another person’s (person B’s) dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment for B and, because of B’s rejection of or submission to the conduct, A treats B less favourably than they would have been had B not rejected or submitted to the conduct.
*The relevant protected characteristics are:
- age;
- disability;
- gender reassignment;
- race;
- religion or belief;
- sex;
- sexual orientation
Harassment (under the Protection From Harassment Act 1997)
Harassment arises where a person pursues a course of conduct* which they know or ought to know amounts to harassment of another and which:
- harasses one other person on at least two occasions;
- or harasses two or more persons on at least one occasion in relation to each person.
*Reference to a course of conduct includes speech and references to harassment of a person include alarming the person or causing the person distress.
When applying the above definitions of harassment, the College will do so in a manner which is consistent with freedom of speech. It will have particular regard to, and place significant weight on, the importance of freedom of speech within the law, academic freedom and tolerance for controversial views. There will also be a rebuttable presumption to the effect that students being exposed to any of the following is unlikely to amount to harassment for the purposes of this definition:
a) the content of higher education course materials, including but not limited to books, videos, sound recordings, and pictures.
b) statements made and views expressed by a person as part of teaching, research or discussions about any subject matter which is connected with the content of a higher education course.
Sexual misconduct means unwanted or attempted unwanted conduct of a sexual nature, which includes but is not limited to:
- Sexual harassment;
- Sexual assault; and
- Rape.
For the purposes of applying this definition, a person will be deemed to have consented to conduct of a sexual nature if he/she has agreed by choice and has the freedom and capacity to make that choice.
Sexual Misconduct and Harassment may include (subject to the elements of the relevant definitions being met), but is not limited to, the following behaviour:
- Engaging, or attempting to engage in a sexual act with another individual without consent;
- Sexually touching another person without their consent;
- Conduct of a sexual nature which creates (or could create) an intimidating, hostile, degrading, humiliating, or offen-sive environment for others including making unwanted remarks of a sexual nature;
- Inappropriately showing sexual organs to another person;
- Repeatedly following another person without good reason;
- Making deep fakes, upskirting or down blousing; recording and/or sharing intimate images or recordings of another person without their consent; and
- Arranging or participating in events which may reasonably be assumed to cause degradation and humiliation to those who have experienced sexual misconduct or harassment, for example inappropriately themed social events or initia-tions.
- A pattern of coercive or controlling behaviour
Abuse of Power means a situation where a staff member exploits a position of power in relation to a student so as to apply pressure in a way which: 1) may result in the student doing something, or refraining from doing something, that they may not have otherwise done; and 2) that action or inaction could reasonably result in something that falls within the scope of an intimate personal relationship.
Our Policy applies to students of the University Centre community across all activities and locations associated with the College, including but not limited to:
- On campus (academic buildings, social spaces)
- College events (academic and extracurricular activities)
- Online platforms (College-affiliated websites, social media groups, etc.)
The Policy relates to all incidents of Sexual Misconduct and Harassment. This Procedure sets out how the University Centre Wigan & Leigh College will deal with reports of Sexual Misconduct and Harassment.
The Reporting Party may choose to make a Disclosure to the College in line the Sexual Misconduct and Harassment Policy with the intention of the College initiating the investigation process set out in this Procedure. To make a disclosure report to the College, the Reporting Party may:
- Report Anonymously HERE – If you choose to submit a Disclosure anonymously, the College will not be able to identify you or contact you, and so will be unable to give you any support or to initiate an investigation or formal process about your concerns. However, anonymous Disclosures enable the College to build a picture of issues where people do not feel able to reveal personal information but would like the College to be aware of something that has taken place. Anonymous reports provide statistical information, which is used to monitor trends at the College and to inform our proactive and preventative work on tackling Sexual Misconduct and Harassment. If you would like the College to take action and offer you direct support, you should consider making a disclosure providing your name and contact details.
- Report via safeguarding@wigan-leigh.ac.uk providing names
- Report in college to a member of staff and/or a Designated Safeguarding Lead or Deputy Designated Safeguarding Lead from the Head of Studies department
If you are a member of staff, you can:
- Report Anonymously HERE – If you choose to submit a Disclosure anonymously, the College will not be able to identify you or contact you, and so will be unable to give you any support or to initiate an investigation or formal process about your concerns. However, anonymous Disclosures enable the College to build a picture of issues where people do not feel able to reveal personal information but would like the College to be aware of something that has taken place. Anonymous reports provide statistical information, which is used to monitor trends at the College and to inform our proactive and preventative work on tackling Sexual Misconduct and Harassment. If you would like the College to take action and offer you direct support, you should consider making a disclosure providing your name and contact details.
- Employees can discuss the situation with the next level manager
- Employees can obtain support from their trade union representative
- Employees can contact a member of the HR Team via people@wigan-leigh.ac.uk
- Employees can submit their complaint to their line manager, next level manager or HR Team on the form in Appendix 1 of the Staff Sexual Harassment Procedure available under ‘Staff and Student Related Information’, by email, in person or by telephone or Microsoft Teams should they find this supportive
- Report via Scribe
The College is committed to providing support for those members of its community affected by these issues. We will provide information on support resources available and offer interim measures as appropriate to the Reporting Party, Responding Party, and witnesses involved in alleged incidents of Sexual Misconduct and Harassment.
Support resources are available to any member of the College who discloses an incident regardless of their choice to make a Disclosure to the University or Police. Support remains available irrespective of the outcome of an investigation.
Speak to one of our trained Head of Studies staff they offer a professional service, ensuring students receive personal support.
Rebecca Donnellan
Senior Safeguarding Officer
07776 456143
Dawn Coles
Head of Studies
07826 919119
Chris Gandy
Head of Studies
07443 726717
Richard Huges
Head of Studies
07826 718735
Katie Anderton
Head of Studies
07920 822122
Maxine Mealey
Assistant Principal Designated Safeguarding Lead
07826 918712
If you feel your studies have been affected by what has happened, you can consider applying for mitigating circumstances.
For Staff:
Managers will conduct regular one to one meetings with staff and have an open-door policy approach. The College also run staff surveys and conduct exit interviews to identify where any potential issues lie.
Employees have access to an Employee Assistant Programme (EAP) from Pluxee Care. Pluxee Care First is a completely confidential life management and personal telephone and on-line support service which is available entirely free to you. Staff can call as many times as they like or alternatively go online at https://wlc.employeebenefitsplatform.com/ where staff are able to access help and advice from experienced, professional advisors 24 hours a day, 365 days a year for a wide range of life situations. Calls will be answered by experienced, professional and non- judgmental advisors and your conversations will remain private.
To access this service you can telephone or view online articles on health and well-being using the below information:
Phone Number: 0808 168 2143
Website: https://wlc.employeebenefitsplatform.com/
Click on Benefits – Employee Assistance Programme
Employees who have made a sexual harassment complaint may also be offered a wellbeing point of contact.
The College will assess and take steps to reduce the risk of sexual harassment in the workplace by completing risk assessments. The College will consider factors that might increase the likelihood of harassment or bullying and the steps that can be taken to minimise them.
Other places you can get help include:
- a doctor or practice nurse at your GP surgery
- a voluntary organisation, such as Rape Crisis, Women’s Aid, Victim Support, The Survivors Trust or Male Survivors Partner-ship
- the 24-hour freephone National Domestic Abuse Helpline, run by Refuge, on 0808 2000 247
- the rape and sexual abuse support line run by Rape Crisis England and Wales – you can call the helpline on 0808 500 2222 or use the online chat (both are free and are open 24 hours a day, every day of the year)
- a hospital accident and emergency (A&E) department
- a genitourinary medicine (GUM) or sexual health clinic
- a contraceptive clinic
- a young people’s service
- call NHS 111 or get help from 111 online
- the police, or dial 101
- in an emergency, dial 999
Help after rape and sexual assault – NHS
About sexual assault referral centres (SARCs)
Sexual assault referral centres (SARCs) are located across the country and available for everyone, regardless of gender, age, the type of incident, or when it happened.
SARCs offer a range of services, including crisis care, medical and forensic examinations, emergency contraception and testing for STIs. They can also arrange access to an independent sexual assault advisor (ISVA), as well as referrals to mental health support and sexual violence support services.
If you are thinking about reporting an assault to the police, the centre can arrange for you to speak to a specially trained police of-ficer who can explain the next steps.
If you decide to report the assault to the police, specially trained advisors can support you through the criminal justice system. They can also support you through the trial if the case goes to court.
Forensic medical examinations can be arranged, even if you have not decided if you want to report the assault.
Rape and sexual assault referral centres near Wigan:
- The Rainbow Centre (Merseyside) 14 miles away
Address: Alder Hey SARC, Eaton Road, Liverpool, Merseyside, L12 2AP
Phone number: 0151 252 5609
Get directions for this organisation (opens in Google Maps) - The Lancashire SAFE Centre (SARC) 17.3 miles away
Address: Royal Preston Hospital, Sharoe Green Lane, Fulwood, Preston, Lancashire, PR2 9HT
Phone number: 01772 523 344 – 24 Hours
Get directions for this organisation(opens in Google Maps) - SAFE Place – Liverpool 17.5 miles away
Address: 6 David Louis Street, Liverpool, Merseyside, L1 4AP
Phone number: 0151 295 3550 – 24 Hours
Get directions for this organisation (opens in Google Maps) - Saint Mary’s Sexual Assault Referral Centre – SARC 17.8 miles away
Address: Peter Mount Building, First Floor, off Hathersage Road, Manchester, Greater Manchester, M13 0HY
Phone number: 0161 276 6515 – 24 Hours
Get directions for this organisation (opens in Google Maps)
Want to talk? | Rape Crisis England & Wales
Wigan – End The Fear
Greater Manchester Domestic Abuse Helpline 0161 636 7525
Monday – Friday 10am – 4pm excl. bank holidays
Wigan Borough Domestic Abuse Service
This is available to anyone affected by domestic abuse. Advice & support can be accessed via our helpline or community drop in sessions. We also offer counselling, group support sessions and healthy relationship sessions in schools. No referral or appointment is needed to access our support services.
01942 311 365 (Open Monday to Friday, 8-6)
admin@diasdvc.org
Wigan Borough Domestic Abuse Service Website
ReMade Wigan CIC
We’re a women’s workshop offering support by means of painting furniture, making homewares, sharing creative skills and being part of a friendly women’s community. We take a strengths based approach – all women have unique skills, strengths and per-spectives and have so much to give. The idea of ReMade is that within a woman only space you can find a voice, connect with others, and feel better. No previous upcycling experience is needed!
hello@remadewigan.co.uk
ReMade Wigan Website
What forms of abuse they support with: Any trauma or violence against women
Independent Choices Greater Manchester
A free and confidential helpline, providing support to anyone over the age of 16 who is experiencing/has previously experienced domestic abuse/violence in any form. Our helpline can not only be accessed by victims, but by professionals, as well as friends and family who want to support loved ones. We also run the Community Helpline Language Service (CHLS), offering advice and support in Urdu and Punjabi. We have a wide knowledge around cultural issues and barriers facing BAME communities, such as Honour Based Violence/Abuse, Forced Marriage, FGM, immigration issues, no recourse to public funds, Sharia divorce, domestic work/slavery. We’re able to access Language Line, for callers who speak other languages.
0800 254 0909 (Open Monday to Friday 10am-4pm)
Helpline@independentchoices.org.uk
Independent Choices website
What forms of abuse they support with: Domestic Abuse & Violence, Sexual Abuse & Violence, So called ‘Honour Based Violence’, Forced Marriage, Female Genital Mutilation, Stalking
Greater Manchester Rape Crisis
GMRC provides information and support to women who have experienced rape or sexual abuse whether as a child or an adult, no matter how long ago it happened and whether or not it has been reported to the police.
0161 273 4500 (Open Monday to Friday 10 am to 4 pm. Wednesday and Thursday evenings 6pm to 9pm)
help@manchesterrapecrisis.co.uk
Greater Manchester Rape Crisis Website
TRC Sexual Abuse & Rape Support Greater Manchester
Face-to face counselling service for women age over 18 who have experienced sexual violence at any time in their life.
0161 647 7559 (Open Tuesday & Thursday 6 -9pm Sunday 3 – 6pm)
traffordrapecrisis@googlemail.com
Trafford Rape Crisis website
What forms of abuse they support with: Sexual Abuse & Violence
LGBT Foundation – LGBT Domestic Abuse Service
Our domestic abuse service offers support to individuals who are currently at risk of, or have previously experienced domestic abuse whether this is from a partner, ex-partner, or family member. This service provides practical help and advice, and emotion-al support for those who have been, or currently are experiencing domestic abuse. Our 1:1 casework support can help with areas like safety planning, power and control, healthy relationships, boundaries, consent, health and wellbeing, and assertive communication. Practical Housing Advice- For those who are at risk of homelessness, or who are currently homeless due to domestic abuse, we can offer practical housing advice. This would include 1:1 sessions with a domestic abuse caseworker where you will be offered advice and guidance around benefits, housing options, safety and budgeting to ensure long term security.
03453 303 030 (Open Monday – Friday 9am – 5pm)
dasupport@lgbt.foundation
LGBT Foundation website
What forms of abuse they support with: Domestic Abuse & Violence
Olive Pathway
Olive Pathway provides specialist support services to BME women victims and survivors of Domestic Violence and Gender Based Violence (GBV) within Greater Manchester.
07958 659203 (Open 9-4pm)
enquiries@olivepathway.org.uk
Olive Pathway website
What forms of abuse they support with: Domestic Abuse & Violence
Reporting and Dealing with Allegations Against Members of Staff
The College has procedures for dealing with safeguarding concerns or allegations against those working in or on behalf of the College in a paid or unpaid capacity, including, members of staff, supply teachers, volunteers and contractors. These procedures are in line with the latest Keeping Children Safe in Education Guidance 2023 and are set out in this procedure.
Sexual Misconduct & Harassment Policy-Employees
The College aims to create a working environment that respects the dignity and rights of all employees, and where individuals have the opportunity to realise their full potential. The procedures detailed in this document may be used where there is a complaint of sexual harassment.
Guidance for safer working practices for those working with children and young people in education settings
This document is an update by the Safer Recruitment Consortium of a document previously published for schools by the Department for Education and Skills (DfES). It was initially issued as those working with children had expressed concern about their vulnerability and requested clearer advice about what constitutes illegal behaviour and what might be considered as misconduct. Education staff asked for practical guidance about which behaviours constitute safe practice and which behaviours should be avoided. This safe working practice document is NOT statutory guidance from the Department for Education (DfE); it is for employers, local authorities and/or the Three Safeguarding Partners to decide whether to use this as the basis for their code of conduct / staff behaviour guidelines.
Student Disciplinary, Suspension and Resolution Procedures
The purpose of this policy is to set out the College’s approach to managing student discipline in a fair, supportive, consistent and transparent way. The College expects high standards of conduct, attendance, behaviour and academic performance from all students, while recognising that students may require support to meet these expectations. The College is committed to promoting an inclusive, safe and respectful environment for all.
Safeguarding Vulnerable Adults Policy
The aim of this policy is to establish a ‘whole College’ approach to safeguarding vulnerable adults, in order to: provide a safe learning environment and identify vulnerable adults who are suffering or likely to suffer significant harm, and ensure appropriate action to preserve their safety both at home, at College and in the wider community where possible.
Equality and Diversity Policy
This Equality and Diversity Policy provides a framework and the overarching principles for the development and promotion of a learning environment that is accessible to all and that promotes equality of opportunity within the learning environment and employment. This Policy will apply to both internal and external customers who come into contact with and work for Wigan and Leigh College. This includes Governors, full time, part time and temporary staff and students, visitors and contractors; additionally it will set the standards we require of subcontracted learning providers.
Fitness to Practise
This Fitness to Practise Policy and Procedure sets out the framework for addressing concerns relating to a student’s suitability to continue on a course of study that includes professional or placement-based elements. It provides a fair, proportionate, and transparent process for considering whether a student is fit to practise in accordance with professional expectations and has been aligned to the University of Lancashire’s Fitness to Practise Procedure (Professional Courses) and Regulations for the Conduct of Students.
University Centre Code of Conduct
The University Centre Code of Conduct outlines expected standards of behaviour. It helps create a respectful, safe and inclusive environment.
Complaints Policy
This Policy and Procedure applies to complaints from any student, former student or external stakeholder who wishes to express dissatisfaction with an aspect of the College’s activities. For the purposes of this Complaints Policy and Procedure, a “complaint” is defined as “an expression of dissatisfaction by one or more students about a provider’s action or lack of action, or about the standard of service provided by or on behalf of the provider.
Staff Disciplinary Procedure
This Procedure applies to all employees, including Senior Postholders of Wigan & Leigh College (‘the College’). In the case of Senior Postholders any hearing or appeal procedures will be undertaken by an appropriate panel from the Board of Governors. The purpose of the Procedure is to help and encourage employees to achieve and maintain acceptable standards of conduct at work. The Procedure is also designed to ensure consistent and fair treatment for all in relation to disciplinary action taken in response to misconduct.
Staff Grievance Procedure
This Procedure applies to all employees of Wigan & Leigh College (“the College).The Procedure aims to help to resolve individual grievances in a manner which is as fair and expeditious as possible. It is the College’s aim to seek to find a resolution to individual grievances as early in the procedure as possible.
Staff Harassment and Bullying Procedures for Staff
The College aims to create a working environment that respects the dignity and rights of all employees, and where individuals have the opportunity to realise their full potential. The procedures detailed in this document may be used where there is a complaint of harassment, (including sexual harassment) or bullying.
Employee Sexual Misconduct and Harassment Policy and Procedure
This policy applies to all employees of Wigan & Leigh College across all sites regardless of length of service. This procedure also applies to volunteers, self-employed and staff employed via third party agencies.
This policy covers harassment from other employees, contractors, students, parents, friends or family of employees, delegates at conferences, any other visitors to College buildings. This list is not exhaustive.
This policy also covers complaints received from students against employees, volunteers, self-employed and staff employed via third party agencies.
