Bullying is offensive, intimidating, malicious or insulting behaviour that can make a person feel vulnerable, upset, humiliated, undermined or threatened.
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:
- shouting at, being sarcastic towards, ridiculing or demeaning others
- repeatedly putting down a person or group of people in public or private
- overbearing and intimidating levels of supervision
- criticising a person in an inappropriate manner or belittling them about their work, personality or appearance
- inappropriate and/or derogatory remarks about someone's performance
- abuse of authority or power by those in positions of seniority
- deliberately excluding someone from meetings or communications without good reason.
Legitimate, reasonable and constructive criticism of performance or behaviour, or reasonable instructions will not amount to bullying on their own.
More information
Harassment is unwanted physical, verbal or non-verbal conduct which may (intentionally or unintentionally) violate a person’s dignity or create an intimidating, hostile, degrading, humiliating or offensive environment, which interferes with an individual’s learning, working or social environment.
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:
- unwanted physical conduct or ‘horseplay’, including touching, pinching, pushing, grabbing, brushing past someone, invading their personal space and other forms of physical or sexual intimidation
- offensive or intimidating comments or gestures, or insensitive jokes or pranks
- mocking, mimicking or belittling a person’s disability
- racist, sexist, homophobic or ageist jokes, or derogatory or stereotypical remarks about a particular ethnic or religious group or gender
- outing or threatening to out someone as gay, lesbian, bisexual or trans
- ignoring or shunning someone, for example, by deliberately excluding them from a conversation or a social activity.
More information
Dignity at Work and Study General Guidance
Dignity at Work and Study General Guidance [PDF 465KB]
This provides information on rights, responsibilities, and expected behaviour
Dignity at Work and Study Policy
Dignity at Work and Study Procedure and Guidance for Staff. [PDF 243KB]
This gives information on the possible sanctions in response to unacceptable behaviour
Student Behaviour and Discipline
Student Behaviour and Discipline [PDF 168KB]
This gives information on the possible sanctions in response to unacceptable behaviour
Code of Student Discipline
Code of Student Discipline [PDF 303KB]
Policy on Relationships between Staff and Students
Policy on Relationships between Staff ad Students [PDF 195KB]
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 for Staff
Grievance Resolution Policy and Procedure
Mediation
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.
Changing the Culture
Learn more about Changing the Culture at Queen Mary.
What to do if you are experiencing bullying or harassment:
DO NOT STAY SILENT! Queen Mary has zero tolerance for all forms of bullying and harassment.
Are you happy to attempt to resolve the matter directly?
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.
What if I can’t or feel unable to resolve the matter directly?
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.
Who can I speak to at the Blizard Institute?
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:
What other support is available from Queen Mary, outside of the Blizard Institute?
If you’re unhappy to speak to someone within the Blizard 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.
What happens next?
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:
- an informal warning
- a mediation meeting
- referral.
During the meeting(s) you and your chosen contact person will discuss/decide the best approach to take.
You can also report incidents of bullying or harassment anonymously
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.
Additional support channels
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.
What to do if you are experiencing bullying or harassment:
DO NOT STAY SILENT! Queen Mary has zero tolerance for all forms of bullying and harassment.
Are you happy to attempt to resolve the matter directly?
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.
What if I can’t or feel unable to resolve the matter directly?
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.
Who can I speak to at the Blizard Institute?
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.
If not, there are several members of staff you can reach out to for support. You can contact:
What other support is available from Queen Mary, outside of the Blizard Institute?
If you’re unhappy to speak to someone within the Blizard 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.
What happens next?
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:
- an informal warning
- a mediation meeting
- referral.
During the meeting(s) you and your chosen contact person will discuss/decide the best approach to take.
You can also report incidents of bullying or harassment anonymously
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.
Additional support channels
Students at Queen Mary can find support from:
