Student safety
Harassment & sexual misconduct
NTC, as part of its commitment to equality and diversity, believes that every student has a right to work and study in an environment which encourages harmonious relationships. NTC is committed to equal opportunities and preventing harassment, bullying and any forms of sexual misconduct. As such, NTC seeks to promote the development of a working environment in which any forms of harassment, bullying and sexual misconduct are known to be unacceptable and where individuals have the confidence to complain about harassment and bullying should they arise, in the knowledge that their concerns will be dealt with appropriately and fairly.
Definitions
Harassment has the meaning given in section 26 of the Equality Act 2010 and section 1 of the Protection from Harassment Act 1997 (in its entirety, and as interpreted by section 7 of the Act). (PHA).
As defined by Section 26 and Section 26(2) of the Equality Act 2010, the Sexual Offences Act 2003, the Criminal Justice and Courts Act 2015 and as set out by the Equality and Human Rights Commission: Sexual harassment and the law, 2017:
Harassment is where a person engages in unwanted behaviour or conduct related to a relevant protected characteristic (age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation) and the conduct has the purpose or effect of violating the other person’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment for the other person.
As defined by the PHA, harassment applies where a person pursues a course of conduct which amounts to harassment of another, and which the perpetrator knows, or ought to know, amounts to harassment of the other. This can include, but is not limited to, alarming the person or causing them distress.
Sexual misconduct means any unwanted or attempted unwanted conduct of a sexual nature and includes, but is not limited to, sexual harassment, sexual assault and rape*. It can be either in the online and/or offline world. It has the purpose or effect of violating the dignity of a person, or creating an intimidating, hostile, degrading, humiliating or offensive environment for them.
Something can still be considered sexual harassment even if the alleged harasser didn’t mean for it to be. It also doesn’t have to be intentionally directed at a specific person.
It is unlikely to amount to harassment or sexual harassment when students are exposed to course materials, and statements made and views expressed by a person as part of teaching, research or discussions about any subject matter that is connected with the content of a Higher Education course.
NTC is committed to protecting and promoting both freedom of speech and academic freedom within the law.
* (as defined by Section 26 and Section 26(2) of the Equality Act 2010, the Sexual Offences Act 2003, the Criminal Justice and Courts Act 2015 and as set out by the Equality and Human Rights Commission: Sexual harassment and the law, 2017)
Actions taken at NTC to reduce the likelihood of harassment and sexual misconduct taking place
1. Mandatory training
All students and staff receive mandatory training on harassment and sexual misconduct taking place. There is also equality training as part of orientation week.
2. Policies to advise students about expected behaviour
Student Policy on Sexual Misconduct.
3. Intimate personal relationships between staff and students
NTC values and relies upon the professional integrity of relationships between employees and students. The College is committed to an environment for UG and PG students (or prospective students) where decisions about assessment, selection and access to resources are based on merit.
The College does not wish to prevent relationships between employees and students but when an employee enters into a romantic relationship with a student, it can jeopardise professional relationships. In this situation, the employee must inform Human Resources who will then be responsible for ensuring that the employee will have no involvement in the student’s assessment and, as far as practical, will separate the employee from other responsibilities in respect of the student. Failure to comply with this may lead to disciplinary action.
NTC’s policy is that no employee should enter into a sexual relationship with a student for whom they have pastoral responsibility or hold a position of trust.
4. Placements
We promote the safety of any student involved with one of our Placement organisations – each placement has a Learning Agreement which includes confirmation that the placement organisation has appropriate policies in place for preventing harassment and sexual misconduct and processes to follow when anything is reported. There will be an independent point of contact (confirmed when placement begins) as well as ongoing support from NTC ([email protected]) in the event of any incident.
5. Pastoral care group structure
Throughout their time at the college, students have access to a pastoral care group and supervisor, where they are able to discuss any concerns in a safe setting or raise with their supervisor later on.
6. Non-disclosure Agreements
NTC does not use non-disclosure agreements in relation to complaints of harassment, sexual misconduct, bullying or discrimination.
All these combine to reduce the likelihood of harassment/sexual misconduct taking place
How to report an incident of harassment or sexual misconduct
There are various ways in which you can report an incident of harassment or sexual misconduct.
Talk to a member of staff or faculty
Speak with a member of staff or faculty you trust, or speak to/email [email protected]
Download the form
Complete the allegation form by downloading it from Moodle or by clicking here and submitting it:
– Harassment
– Sexual misconduct
– Anonymous sexual misconduct
Access via QR code
Scan the QR code to download and complete the allegation form on Moodle.
How NTC will handle information following a report of harassment or sexual misconduct.
At all times, data will be handled sensitively, confidentially and processed in accordance with Data Protection legislation. All concerns will be conducted on a confidential and need-to-know basis and information will only be released to employees in proportion to their role and involvement in the handling of the report.
What support is offered to students following an allegation of harassment or sexual misconduct?
At anytime, you may contact the chaplaincy team at [email protected] or contact:
- Samaritans Phone 116 123 (free) or https://www.samaritans.org
- St Marys (Sexual Assault Referral Centre) https://www.stmaryscentre.org/
- Manchester Rape Crisis https://www.manchesterrapecrisis.co.uk
- Survivors Manchester https://www.survivorsmanchester.org.uk/
- Galop http://www.galop.org.uk/sexualviolence/
How students are informed and kept aware of this information
Throughout the investigation process, a student will have a named member of staff to support them and keep them up to date as appropriate with any investigation
Click here to access the student policy for a harassment allegation
Click here to access the student policy for a sexual misconduct allegation
What training is given to staff who will deal with allegations of harassment or sexual misconduct?
All NTC employees receive annual training on:
- Prevention – aware of the policies and processes in place to maintain a safe learning and living environment for students at NTC
- Awareness – understanding what harassment and sexual misconduct are and how to spot the signs
- Response – how to advise students who disclose an allegation so that the appropriate support and personnel can meet with you and take you through the next steps
Those who then manage the allegation process, the members of the Sexual Misconduct Committee, and our pastoral care leaders will have trauma informed training and will be aware of the range of academic and other support that may be required in the situation.
It is College policy to bring in a suitably qualified independent person to lead any investigations but NTC will provide the pastoral care throughout the process. This should ensure that relevant staff have a clear understanding of a provider’s relevant policies and procedures, which is sufficient to enable appropriate practical application.
How does NTC ensure that any investigations and decisions are credible, fair and reflect natural justice?
We appoint suitably qualified personnel to lead any investigation and follow standard procedures when conducting an investigation. If an allegation is upheld against a student, the disciplinary process will follow the Conduct & Discipline of Students policy and a flowchart of this process can be seen by clicking here.