If a third party who is not a member of the University staff (for example, a customer, a supplier or a visitor) behaves in an unacceptable manner, this should be reported to the relevant Head of Institution who will determine an appropriate course of action to deal with the issue.If the Head of Institution is not able to resolve the issue, the complaint will be taken forward by the Director of Human Resources.For example ‘teasing’ a colleague about their sexuality or religion can create a humiliating or offensive environment for that person that is likely to be considered harassment.Each of us has a responsibility to acknowledge that views, opinions held by others and decisions made by managers and supervisors may not always coincide with our own; such differences in themselves do not constitute harassment.
It may be defined as any form of unwanted verbal, non-verbal or physical conduct of a sexual nature that creates an intimidating, hostile, degrading or offensive environment.
Acceptable behaviour The University expects that all employees will conduct themselves in a professional manner when interacting with others or when managing colleagues.
All members of the University should consider their own behaviour and the impact that this can have on others.
The University recognises that personalities, characters and management styles may differ but, notwithstanding these differences, as a minimum standard all staff are expected to: The University has a framework of behavioural attributes which communicates the behaviours that are valued in the University of Cambridge. Unacceptable behaviour Unacceptable behaviour (including bullying, harassment and victimisation), may involve actions, words or physical gestures that could reasonably be perceived to be the cause of another person’s distress or discomfort.
Bullying or harassment may be by an individual against an individual or involve groups of people.