What is  Harassment?

Harassment is unwanted conduct related to a protected characteristic, which has the purpose or effect of violating an individual's dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment. Harassment may occur physically, verbally or non-verbally and it can be intentional or unintentional.  It also includes treating someone less favourably because they have submitted or refused to submit to such behaviour in the past.

GCU is committed to providing a culture and environment which is inclusive of all sections of society and responsive to the needs of individuals.  There is further information at GCU's Harassment and Bullying webpage.   

Protected characteristics under the Equality Act 2010 include: age, disability, gender reassignment, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation.  We believe harassment is unacceptable even if it does not fall within any of these categories. 

Harassment may include, for example:
  • unwanted physical conduct or ‘horseplay’, including touching, pinching, pushing, grabbing, brushing past someone, invading their personal space and more serious forms of physical or sexual assault
  • 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.
A person may be harassed even if they were not the intended "target". For example, a person may be harassed by racist jokes about a different ethnic group if they create an offensive environment.

Perceived or Associated Harassment

People are also protected from harassment if they are perceived to have, or associate with someone with, a protected characteristic.  For example if a male employee is harassed because he is perceived to be gay, but he is not, he is still protected from harassment.  Similarly, if a female member of staff is harassed because her partner is disabled, she still has protection from harassment. 

There are two ways you can tell us what happened