Call Us Now

0151 328 0444

Harrassment and Sexual Misconduct

It is important that CPD Solutions PgCert students and staff can fulfil their potential without fear of harassment, sexual misconduct, abuse, coercive behaviour or related misconduct.

Any form of harassment or sexual misconduct is unacceptable, and we will work to prevent and respond to any incidents.

This webpage summarises CPD Solutions’ approach, policies and procedures related to harassment and sexual misconduct.

Everyone must feel able to report incidents of harassment and/or sexual misconduct without fear of recrimination, and to access support. We will support those who do report, as well as those who are reported, to ensure that PgCert programmes delivered by CPD Solutions offer a safe place to study.

Navigation

  1. Reporting issues and concerns
  2. Support
  3. Investigations and outcomes
  4. Training
  5. Policies and procedures
  6. Freedom of speech
What is harassment?

Harassment encompasses unwanted conduct that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment. This includes sexual harassment, and sexual misconduct which is defined as any unwanted or attempted unwanted conduct of a sexual nature. 

Harassment is defined by using both the Equality Act 2010 (Section 26) and the Protection from Harassment Act 1997 (Section 7). 

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. This also covers situations where someone is treated unfairly due to their past decision to either accept or reject such behaviour. Harassment often involves repetitive actions or behaviours that violate a person’s dignity or create a hostile atmosphere. 

Harassment may involve sexual harassment or be related to a protected characteristic such as age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. We believe that any form of harassment is unacceptable even if it does not fall within any of these categories. 

Signs of harassment can include, for example: 

  • Unwanted physical conduct or ‘horseplay’, including touching, pinching, pushing, grabbing, brushing past someone, invading their personal space 
  • Persistently asking to hang out even after someone has said no 
  • Sharing images or materials that could be considered offensive or image-based abuse 
  • Making offensive comments or jokes about a person’s disability, sex, ethnicity or religion, for example 
  • Deliberately ignoring or excluding someone from a conversation or group 
  • Up-skirting – taking pictures or videos under someone’s clothes without their knowledge. 

Signs of online harassment can include: 

  • Cyber stalking – repeatedly messaging or spying on someone online to frighten or intimidate them. 
  • Spreading lies – posting or sending harmful and false things about someone to other people. 
  • Exposing someone – sharing someone else’s private information without their permission. 
  • Excluding someone – from group chats or online activities to make them feel left out. 
  • Image-based sexual abuse – posting someone’s intimate photos or videos online without their permission, often known as ‘revenge porn’. 
  • Internet pile-on – when a lot of people are encouraged to target one person and send them mean and overwhelming messages. 
  • Impersonation – pretending to be someone else online. 
  • Trolling – sending or posting nasty or controversial messages or comments to make people angry and start fights online. 

Some forms of harassment are considered a hate crime or incident. A hate crime is any act of violence or hostility against a person or property that is motivated by hostility or prejudice towards a person due to a particular protected characteristic. 

A hate incident is one which is perceived by the victim or others as being motivated by prejudice, even if it doesn’t involve a criminal act. Examples include: 

  • Verbal abuse such as name calling or offensive jokes. 
  • Bullying or intimidating behaviour. 
  • Noise nuisance. 
  • Online abuse. 
  • Displaying or sharing discriminatory material. 

See the University of Lancashire’s Report + Support site for further information on harassment, hate crimes and incidents. 

What is sexual misconduct?

Sexual misconduct is any type of sexual activity or contact that a person does not consent to. It can involve manipulation, pressure, bullying, coercion, intimidation, deception, threats or force. 

Sexual misconduct covers a broad range of unwanted or attempted unwanted conduct of a sexual nature and includes, but is not limited to, sexual harassment, sexual assault, and rape. This includes online environments such as social media, email, and photography. 

See the University of Lancashire’s Report + Support site for further information on harassment, hate crimes and incidents. 

What is consent?

It’s important that everyone involved in sexual activity is consenting at all times. To consent to taking part in a sexual activity, an individual needs to have freedom, choice and capacity. Further information on consent can be found here: Report + Support – Report + Support – University of Central Lancashire 

Reporting issues and concerns

We believe that harassment, sexual misconduct, bullying, domestic abuse, hate crime and discrimination are never okay. We also believe that help to tackle issues and break through barriers can make all the difference. 

If you or someone you know has experienced or witnessed an incident of concern, there are several ways you can share this information with the university. 

If you feel you are at immediate risk of harm from yourself or someone else, please do not hesitate to access external emergency support services. Please call 999 and speak with Emergency Services. 

It is your choice whether to make a formal report to the university, police or both. Whatever your decision, your choice will be respected, and you can access support from the University of Lancashire’s specialist team of advisors. 

In extremely exceptional circumstances the university may need to consider reporting directly to the police or other local authorities, particularly if there are wider safeguarding concerns to consider, we will always endeavour to liaise with you prior to making any direct referrals. 

Report and Support

The University of Lancashire’s Report + Support system ensures that students studying on a PgCert delivered by CPD Solutions, and CPD Solutions staff, can share any concerns relating to harassment, sexual misconduct, bullying, discrimination and hate incidents or crimes. You can seek to report with your details, enabling a response and support from an advisor, or you can choose to share information anonymously for the purposes of general information sharing. 

If you choose to provide your details, a trained advisor will contact you to provide information on support available within the university and externally, as well as explaining your reporting options to enable you to make informed decisions. 

Completing a disclosure on Report + Support does not initiate a formal complaints process. The advisor will discuss reporting options with you, both internal and external, and will support you with whatever you decide. If you would like to make a formal report, the advisor can talk you through your reporting options and provide you with support. 

Students who wish to make a formal report to the university of harassment or sexual misconduct can do so by: 

  • Attending the Student Support Drop-In. Staffed by trained advisors and support colleagues, the Student Support Drop-In (Student Hub) provides an alternative space for students to discuss and share any issues or concerns face to face, in a confidential, non-judgemental one-to-one setting. 

Staff can make a formal report to the university: 

Making an appointment

Students can make an appointment with a trained advisor, in the following ways: 

  • Starfish: Make a self-referral for support via Starfish 

If you have any questions or difficulties booking an appointment, please email the student support drop in inbox. 

Third Party Hate Crime Reporting

The Students’ Union Advice and Representation Centre is a designated third party hate crime reporting centre. The Students’ Union have trained advisors to support students with reporting any hate crimes or incidents that happen to you or that you witness. This also includes any form of online harassment. 

The University Harassment Policy for Students, Sexual Misconduct Policy and Domestic Abuse Policy (accessible from Student contracts – taught courses) for Students explains other ways in which students and staff can report concerns 

Anonymous reporting

The university offers multiple avenues for individuals to share concerns, allowing information to be submitted either anonymously or with identifying details. Anonymous reporting may be chosen for various reasons, including fear of retaliation, lack of trust in the reporting process, or concerns about not being taken seriously.

Recognising the importance of anonymous reporting in fostering trust and addressing concerns proactively, the university provides a Report + Support platform. This platform provides students, staff, visitors, and members of the public with a safe, secure, and accessible way to submit anonymous reports.

Key Principles

To ensure anonymous reports are handled effectively, the university adheres to the following principles:

  • The Report + Support platform serves as the primary system for submitting, responding to, and tracking anonymous reports related to both students and staff.
  • All anonymous reports are taken seriously and processed consistently and effectively. However, the absence of identifying details may limit the university’s ability to respond in accordance with procedures or offer direct support to individuals involved.
  • To maintain confidentiality while ensuring appropriate information-sharing, student-related reports are managed by Student Services and Staff-related reports are overseen by the People Team.
  • Wherever possible, anonymity is protected to encourage honest reporting. However, in exceptional circumstances, identifiable information within a report may require action. Examples include cases involving safeguarding concerns, ongoing risks, or known issues. In such situations, reports may need to be shared with specific individuals or teams to mitigate risks.
  • While anonymity is prioritised, individuals named in a report may sometimes infer the identity of the reporting party. This possibility is communicated clearly at the point of submission.
  • If a reporting party chooses to reveal their identity at a later stage, this enables more tailored support and more effective action. In such instances, individuals will be informed of their available options for further reporting and accessing support.
  • Depending on the content of the report and subsequent triage, the following steps may be taken in response:
    • Reach out to named individuals to conduct wellbeing checks
    • Share information with professional services/school
    • Share information with external agencies
    • Review relevant policies and practices
    • Provide anonymised insights to the University Cohesion Group
    • Increase security presence at certain times or in specific locations
    • Develop targeted training or communications
    • Monitor the situation
    • Carry out further investigation (within the anonymity limitations)
    • Redact identifiable information from the report
    • No further action, if deemed appropriate
    • Reports containing personal and identifiable information will be redacted upon closure within Report + Support.
  • Anonymous report data is reviewed and analysed by the Report + Support Working Group. General trends and insights are included in mid-year and annual safeguarding reports and shared with the University Cohesion Group for oversight and scrutiny.

The university welcomes feedback and suggestions regarding the management of anonymous reports. These can be submitted via the Report + Supportt platform, by emailing the wellbeing team or phone the wellbeing service on +44 1772 893020.

Terminology

Disclosing 

This is when an individual chooses to share with anyone who is part of the University, about their own experience of bullying, harassment or sexual misconduct. 

This is an informal step and is different from ‘Reporting’ because it is focused on support and not a formal report to be considered under University policies and procedures (unless the University has a safeguarding obligation). 

 

Sharing 

Sharing is when a third party, such as a tutor, friend, family member or colleague, shares information with a member of staff about behaviours they have witnessed, been told about or have seen online, for example, but haven’t directly experienced themselves. 

 

This is an informal step and is different from ‘Reporting’ because it is focussed on support and not a formal report to be considered under University policies and procedures (unless the University has a safeguarding obligation). 

 

Reporting 

Reporting is when a person chooses to make a formal report about an incident of harassment and/or sexual misconduct to the University for the purpose of the University to consider under the relevant policies and procedures. 

 

Reporting party 

The person who has made a report of harassment and sexual misconduct. 

 

Responding party 

The person whose conduct is alleged to have breached the University regulations. 

What happens if you make a report? 

If you choose to share an experience of harassment or sexual misconduct, you will be listened to with care, supported without judgment, and informed about the options available to you. 

If you submit a named report (rather than anonymous), a trained member of staff will contact you and discuss the options that are available to you. These may include: 

  • Arranging to meet with you to provide advice and information on internal and external reporting options 
  • Explaining the range of support available both internally and externally 
  • Pursuing a formal complaint, in which case you will be advised how to share information with the casework team 
  • Reporting to an external authority such as the police 

If, after talking to the trained member of staff, you decide you wish to speak to the police or access external services, we can support you as you do this. 

You have a choice of how you are contacted: by phone, email or in-person. If you decide to meet with a member of staff in person, you are welcome to bring someone with you to support you. 

You have control of the process: At any time after you submit the report, you can decide not to pursue the matters raised any further. 

Support 

A wide range of support is available within and outside CPD Solutions and the university for those who have experienced harassment and sexual misconduct: 

Within CPD Solutions and the University of Lancashire
  • Contact CPD Solutions – email [email protected] or telephone +44 (0) 151 328 0444.  
  • Report + Support contains information for anyone who has been reported for harassment or sexual misconduct. 
  • Trained advisors from the Student Wellbeing Service can help students who have experienced harassment and/or sexual misconduct. They offer a confidential, professional service, ensuring that students receive personal support. 
  • If you feel your studies have been affected by what has happened, you can consider applying for mitigating circumstances. 

Responding students 

The university aims to offer a fair, structured, and supportive space throughout the process, providing confidential support for students facing allegations of harassment or sexual misconduct, whether related to the university environment or external circumstances. 

This support extends beyond academic guidance to include tailored mental health and wellbeing services, ensuring students have access to the necessary resources as they navigate both formal and informal investigative processes. 

Upon receiving an allegation, the university will inform you, ensuring transparency in the investigative process. You will be provided with a clear explanation of the steps involved, alongside details of any risk assessment conducted. If interim precautionary measures are required to protect your wellbeing and the safety of others, these will be communicated to you in a structured and considerate manner. 

Outside CPD Solutions and the University
  • In an emergency where any person is at risk of immediate harm call emergency services by dialling 999. 
  • Galop - Charity that supports lesbian, gay, bi, trans, and queer people affected by sexual violence. 
  • Humraaz – specialist service in Lancashire led by and for black and minoritized women and girls, supporting survivors of violence, including sexual violence. 

For details of other support available, visit Report + Support. 

Support for staff
  • In an emergency where any person is at risk of immediate harm call emergency services by dialling 999. 
  • Talk to your Line Manager or trusted colleague. 
  • Education Support Partnership provide a free and confidential helpline that any colleague can call in the United Kingdom. It is available 24/7 to everyone working in education and available UK wide on 08000 562 561. Trained counsellors listen without judgement. No issue is too big or too small. 
  • Contact your GP. 

Investigations and outcomes 

Investigating harassment and sexual misconduct

The university ensures that investigating officers are fully trained in carrying out fair, impartial investigations free from judgement. 

Reports of harassment or sexual misconduct will only be investigated by a member of staff who has been trained specifically on investigations of this nature. There is a bank of trained investigators to draw on to ensure all parties are appropriately supported during and after an investigation. 

The following policies explain what harassment and sexual misconduct are and set out the University’s approach to preventing and addressing harassment and sexual misconduct. They provide clear definitions of unacceptable behaviours, procedures for reporting incidents, and the support available to affected individuals. 

  • Harassment Policy for Students 
  • Sexual Misconduct Policy for Students 

The Procedure for Reporting and Responding to Incidents of Harassment, Sexual Misconduct and Domestic Abuse provides clear pathways for students to report incidents of harassment, and sexual misconduct, whether they choose to do so anonymously or through formal channels. All are available on the Student contracts – taught courses webpage. 

Where the responding person is a student, the matter will normally be progressed in line with the University’s Student Disciplinary Procedure.  

Where the responding person is a member of CPD Solutions staff, the report will be progressed in line with the CPD Solutions Personal Harassment Policy and Procedure for CPD Solutions Employees. 

Where the allegation of misconduct is directly relating to the staff member and their behaviours and actions, the student complaint will be referred to CPD Solutions and a disciplinary investigation under the Staff Disciplinary Procedure will be instigated. 

Handling Information

Information received or obtained in connection with incidents of harassment and/or sexual misconduct will be handled sensitively and always used fairly. 

Any information you disclose, share or report regarding harassment or sexual misconduct will be treated with sensitivity and confidentiality. However, if there is an immediate risk of serious harm or a safeguarding concern, a report may be made to emergency services or safeguarding authorities. Where possible, you will be informed beforehand to ensure transparency and support. 

All student records are held securely with restricted permission access. Records will be held for a period of 6 years following withdrawal, completion of a student’s studies or leaving employment. Records may be held for a longer period if reports or investigations relate to someone else within the University. 

Information will be treated confidentially, and in line with the following: 

Information will only be shared where there is a legal basis to do so. 

Informing those affected of outcomes

The University of Lancashire is committed to creating a positive culture where their community feel confident to make a report in the knowledge that the university will take appropriate action and inform those affected of the outcome of any investigation.  

  • The reporting person will be informed of the outcome including whether the alleged behaviour has been proven on the balance of probabilities, the reasons for the decision and any remedies or actions that directly affect them. This will include any measures to support them from an academic, work and wellbeing perspective or to alleviate concerns about their safety on campus. The university will also state where any action will be taken as a result of learning from the report. The university will not normally disclose the details of any sanctions imposed as these are personal to the responding person. However, information about a sanction may be shared where it directly affects the reporting student and their feelings of safety on campus, for example, where conditions have been imposed on the future conduct of the responding person. 
  • The responding person will receive an outcome including whether the alleged behaviour has been proven on the balance of probabilities, the reasons for the decision and, where relevant, any sanction which has been imposed as a result of any disciplinary process. Any sanction will be intended to address the seriousness of the offence, the interests of the reporting student and the wider university community. 
  • Witnesses: The university is unable to provide an absolute guarantee of anonymity to witnesses offering evidence in a disciplinary case. However, the university will take a reasoned decision about whether to disclose a witness statement, where the witness objects to this. This will involve balancing the witness’s right to privacy against the responding persons right to know what information is held about them and to be able to respond to the allegation. If necessary, the university could decide to take steps to anonymise the document before disclosing it. However, where anonymisation would undermine the fairness of the process (e.g. where it would impede the responding party’s ability to understand the case against them) this will not be possible 

Training

Training for Students

In addition to university campaigns delivered to promote awareness of harassment and sexual misconduct, all students are required to complete mandatory training focused on preventing and addressing harassment and sexual misconduct. The training provides students with a comprehensive overview, aiming to equip them with the knowledge and skills to recognise, prevent, and respond to behaviours that constitute harassment and sexual misconduct. 

The training has been developed by experts at the university, in consultation with the Students’ Union and the Change Collective. It has been purposefully tailored to the specific needs and experiences of the student population and aims to foster positive attitudes and behaviours, with Support services and reporting options clearly outlined. 

The training also contains pre-and post-feedback surveys, allowing the university to evaluate the training and implement improvements, as appropriate. We recognise that some participants may have lived experiences related to these topics, and as such, may find certain content challenging to engage with. While participation is strongly encouraged, an alternative option is available for those who may find the content personally difficult. 

By completing the training, students will understand key terms in relation to UK law, be able to identify harmful behaviours and their impact, and understand the importance of being an active bystander. It also covers the university’s responsibility and action being taken to promote a respectful, inclusive and safe community and helps students to understand the role they play. 

Training for Staff

Staff undertake mandatory training in preventing and responding to harassment and sexual misconduct. Developed by the University of Lancashire, this mandatory, online staff training package ensures staff understand what harassment and sexual misconduct is and what their role and responsibilities are. The training equips staff with the skills and knowledge to feel comfortable and confident responding to students who may disclose to them and signposting to support. 

Policies and Procedures

There are a range of staff and student policies and procedures that relate to harassment and/or sexual misconduct. 

Staff and student related policies and procedures

Staff and Student Personal Relationships Policy

Student related policies and procedures

University Harassment Policy for Students

University Sexual Misconduct Policy for Students

University Procedure for Reporting and Responding to Incidents of Harassment, Sexual Misconduct and Domestic Abuse

University Regulations for the Conduct of Students

CPD Solutions – Student Complaints Procedure

University Student Complaints Procedure

University Safeguarding and Prevent Policy and Procedure

Staff related policies and procedures

CPD Solutions – Personal Harassment Policy and Procedure for CPD Solutions Employees

CPD Solutions – Staff Disciplinary Procedure

Freedom of Speech

The University of Lancashire has a Code of Practice to ensure freedom of speech, which is underpinned by its founding documents and commitment to academic freedom. Academic freedom protects the intellectual independence of academics, allowing them to question, test, and share new or controversial ideas without fear of job loss or disciplinary action. 

Read More…

We respect the rights and freedoms of individuals, including the right to express their views freely, even if those views are controversial or unpopular. The code also emphasises the importance of maintaining a safe and respectful environment for all members of the university community. 

We are committed to ensuring that staff or students are not prevented from discussing their experiences of harassment or sexual misconduct. As such, CPD Solutions does not use non-disclosure agreements (NDAs) or confidentiality clauses to prevent reporting students from speaking out in cases of harassment or sexual misconduct. It is important that all our students and staff feel safe and supported and the use of such clauses would be considered to be wholly unacceptable.