Behaviour Misconduct (including Student Harassment and Sexual Misconduct)
The University's regulations, policies and procedures on behaviour misconduct (including student harassment and sexual misconduct), and intimate personal relationships between staff members and students are summarised on this page. This webpage is the 'single comprehensive source of information' required by the Office for Students ().
We are committed to taking steps that make a significant and credible difference to protecting students and staff from behaviour misconduct (including harassment and sexual misconduct). These include:
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Analysing and publishing data from our Report + Support portal. Our cover student and staff disclosures in the academic years 2020/21 to the present.
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Consulting with Warwick Student鈥檚 Union on changes to our student policies on behaviour misconduct (including harassment and sexual misconduct). Students are represented on the committees where these policies are approved.
- Delivering prevention and awareness training to create long-term culture change.
In 2025/26, Report + Support delivered over 154 hours of awareness training and preventative education across the University community. This included dedicated Report + Support awareness sessions, Arrivals and Welcome activities, LISTEN Training for core support services, bespoke training for staff teams, and student conduct and behavioural expectation sessions delivered as part of Welcome Week.
The We Act programme has delivered 14,950 hours of student training since it's full rollout in 2020. The We Act programme supports students to challenge harmful behaviours like bullying, harassment, and sexual misconduct through the development of knowledge, skills, and confidence as active bystanders.
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Our sexual misconduct policies for students and staff align with legal requirements and sector guidance. The introduction of Condition E6 is designed to strengthen protections against harassment and sexual misconduct and sets out clear expectations for universities to create a safer, more supportive environment for students and staff.
Misconduct
Regulation 23Link opens in a new window defines misconduct as 'improper interference in the broadest sense with the proper functioning or activities of the institution, or with those who work or study in the institution, or action which otherwise damages the institution whether on University premises or elsewhere'. Examples of misconduct can be found under Regulation 23, Paragraph 1.1Link opens in a new window .
Harassment
Harassment is contrary to the Protection from Harassment Act 1997, the Equality Act 2010 and the 天美传媒鈥檚 Dignity Principles Policy.
Harassment includes unwanted behaviour or conduct which has the purpose or effect of violating a person鈥檚 dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment, or causing a person distress or alarm.
Harassment or bullying may consist of persistent behaviour, although one single act may be considered sufficiently serious to warrant disciplinary action.
Actions may be harassment whether or not the person behaving in that way intends to cause offence. Actions may also be considered harassment if they are conducted online. These behaviours or conduct might be because of, or connected to, one or more of the following protected characteristics:
- age
- disability
- gender reassignment
- race
- religion or belief
- sex
- sexual orientation
Under our definition, we understand harassment to include domestic violence and abuse (which can also involve control, coercion and threats) and stalking.
We would also consider harassment to include any incidents of physical violence towards another person(s) on the basis of a protected characteristic.
Sexual Misconduct
The Student Sexual Misconduct and Relationship Abuse PolicyLink opens in a new window defines sexual misconduct as:
Sexual Misconduct covers a broad range of inappropriate, unwanted, or attempted unwanted, behaviours of a sexual nature. It covers all forms of sexual violence, including penetration without consent, sexual assault, sexual abuse (including online and image-based abuse), non-consensual sexual touching, sexual harassment (unwanted behaviour of a sexual nature which violates your dignity; makes you feel intimidated, degraded or humiliated or creates a hostile or offensive environment), stalking, abusive or degrading remarks of a sexual nature, female genital mutilation (FGM), 鈥榟onour鈥�-based abuse and a vast range of other behaviours.
The Staff Sexual Misconduct and Sexual Harassment Policy Link opens in a new windowdefines sexual misconduct as:
Sexual misconduct covers a broad range of inappropriate, and unwanted, or attempted unwanted, behaviours of a sexual nature. It also covers all forms of sexual violence, including sex without consent, sexual assault, sexual abuse (including online and image-based abuse), non-consensual sexual touching, sexual harassment (unwanted behaviour of a sexual nature which violates your dignity; makes you feel intimidated, degraded or humiliated or creates a hostile or offensive environment), stalking, abusive or degrading remarks of a sexual nature, and a range of other behaviours.
Victimisation
Victimisation (as defined by section 27 of the Equality Act 2010) occurs when a person is treated worse than before because they have in good faith done a 'protected act'. Victimisation can also occur when a person is thought to have done or intends to do a 'protected act'. In the context of harassment, a 'protected act' might include but may not be limited to: making a disclosure or report of harassment or indicating an intention to do so; helping someone else to make a disclosure or report of harassment; and participating in an investigation of a report such as acting as a witness. A person would not be protected from victimisation where they deliberately make or support an untrue disclosure or report.
is a confidential online platform for disclosing unwanted behaviours, linked to harassment, sexual misconduct, relationship abuse, discrimination, bullying and hate incidents.
Disclosures can be made anonymously, or with details, by staff, students or visitors to the university.
After reporting with details, you will be contacted by one of our Liaison OfficersLink opens in a new window within two university working days to arrange a meeting (online, telephone or in person).
The Liaison Officer will signpost to support at the University and through external charities and organisations, as appropriate.
They will also outline the options available for reporting formally to the University.
Report + Support is a reporter-led service, which means that Liaison OfficersLink opens in a new window provide information to reporters who can then make an informed decision on next steps.
For staff and students:
Dignity Principles
The University Dignity PrinciplesLink opens in a new window set out our expectations of how we behave as a community and inform our approach to taking appropriate action when these expectations are not met. Principle two is clear that we do not tolerate discrimination, bullying or harassment. Principle three is clear that we do not tolerate sexual misconduct or relationship abuse or violence. Principle five is clear that 鈥榳e鈥� means all of us 鈥� students and staff alike.
Values and Behaviours
Staff and Students are expected to be aware of and to abide by the standards of conduct required by the University and our community as set out in Our Values and Behaviours.Link opens in a new window Our values represent the way we work together to deliver our strategy and ambitions.
Online and Social Media Communications Policy
The Online and Social Media Communications PolicyLink opens in a new window sets out our expectations for how our community will behave online, how the University will support them and how the University will take action if inappropriate activity is shared with us.
Reg. 29 Code of Practice relating to Freedom of Speech, Academic Freedom and the prevention of individuals from being drawn into terrorism
Reg. 29 Freedom of Speech Code of Practice provides such safeguards as are reasonably practicable to ensure that Freedom of Speech and Academic Freedom within the law is secured for Members, students and employees of the University and for visiting speakers, and to prevent individuals from being drawn into terrorism.
Personal Relationships Policy and Procedure
The Personal Relationships Policy and ProcedureLink opens in a new window sets out the expectations and obligations with respect to intimate relationships between students and staff and between colleagues. The policy defines an intimate relationship means an emotional or physical relationship that has sexual or romantic overtones.
The policy prohibits intimate relationships between staff and students where the member of staff has some direct or indirect responsibility for the student and any form of intimate relationships between staff and students who are either under the age of 18 or who are 18 and over and classified as an adult at risk.
While intimate relationships between staff/students outside of this context are not prohibited, they are strongly discouraged by the University. Staff have an obligation to disclose an intimate relationship with any student, to enable the University to assess whether any potential or actual conflict of interest exists and/or whether the relationship involves sexual misconduct, an abuse of power or other improper behaviour.
Personal Relationships Policy (January 2022 鈥� January 2025)
For students:
The following regulations, policies, processes and principles are relevant to behaviour misconduct, including harassment and sexual misconduct:
Regulation 23 Student Disciplinary Offences
Allegations of student behaviour misconduct will be dealt with under Regulation 23Link opens in a new window.
Process for Responding to Student Behaviour Misconduct
The Process for Responding to Student Behaviour MisconductLink opens in a new window outlines our process for handling allegations of student behaviour misconduct, including harassment and sexual misconduct.
The student misconduct flowchartLink opens in a new window outlines the process.
Student Sexual Misconduct and Relationship Abuse Policy
The Student Misconduct and Relationship Abuse PolicyLink opens in a new window sits under Regulation 23 and sets out how we:
- provide a campus environment in which all members of our community feel safe and are respected.
- set out our expectations around the unacceptability of sexual misconduct and relationship abuse.
- support students who have experienced any form of sexual misconduct.
- respond appropriately and effectively to disclosed incidents which breach this policy.
Sexual harassment and sexual misconduct refer to a broad spectrum of behaviours that cannot be divorced from other types of gender-based violence including, but not limited to, intimate partner violence domestic abuse, coercive and/or controlling behaviour, stalking, 'honour'-based abuse and tech-facilitated abuse.
Recent, previous versions of Regulation 23, Processes and the Sexual Misconduct Policy may be found by clicking the relevant links below:
Regulation 34 Determination of Fitness to Practise
For certain courses, such as Medicine and Teaching, a further set of expected behaviours come into force. On these courses, students must be seen as 鈥榝it to practise鈥� and any misconduct that falls short of these defined standards is managed under Regulation 34Link opens in a new window. Depending on the type of offence, Regulation 23Link opens in a new window may also apply.
The Student Discipline and Fitness to Practise Flowchart Link opens in a new windowoutlines the process.
Regulation 27 On-Campus Residential Accommodation Regulations
Regulation 27Link opens in a new window governs on-campus residential accommodation concerning misconduct in residence. Whilst this regulation supplements Regulation 23Link opens in a new window, any offences of a serious nature, as identified by the regulations, will be dealt with under Regulation 23. Regulation 27 has its own process which is managed by the Head of Residential Community, along with the Residential Community Coordinators, within the Residential Community Team.
Students with multiple roles
This is the process that will be followed should a student be identified as having more than one role at the university.
In these cases, we do not want the students involved to be interviewed multiple times for different disciplinary investigation processes, to minimise disruption to studies and stress.
The Students with multiple roles flowchart Link opens in a new windowoutlines the process.
Our commitment to Creating Inclusive Student Groups
The 天美传媒 and Warwick Students' Union are reaffirming our shared commitment to safe, welcoming and inclusive student activities.
For staff:
The following regulations, policies, processes and principles are relevant to behaviour misconduct, including student harassment and sexual misconduct:
Staff Sexual Misconduct and Sexual Harassment Policy
The purpose of the Staff Sexual Misconduct and Sexual Harassment PolicyLink opens in a new window is to provide a fair and consistent mechanism for staff disciplinary matters relating to sexual misconduct throughout the University. The policy is also designed to:
- Provide a campus environment in which all members of our community feel safe and are respected;
- Set out our expectations around the unacceptability of sexual misconduct;
- Support individuals who have experienced any form of sexual misconduct;
- Respond to disclosed incidents which breach this policy;
- Set out the terminology and definitions used in relation to sexual misconduct matters;
- Set out the variations to the University鈥檚 existing disciplinary policy to ensure there is clarity for both the reporting and responding parties in relation to sexual misconduct matters.
Disciplinary Policy and Procedure
The Disciplinary Policy and ProcedureLink opens in a new window is designed to encourage improvements where required in the conduct of employees; it aims also to ensure that the required standards of conduct at work are adhered to, and that any alleged failures to observe these standards are dealt with fairly and equitably.
This policy is closely linked to the Staff Sexual Misconduct and Sexual Harassment Policy, as set out above.
Personal Conflicts of Interest Policy and Procedure
The Personal Conflicts of Interest PolicyLink opens in a new window provides guidance on areas where an interest or relationship may conflict, or appear to conflict, with an individual鈥檚 role, duties or responsibilities at the University. The policy is to ensure that individuals do not commit acts of impropriety, bias, abuse of authority, favouritism, or leave themselves open to allegations that they have done so. The principles of this policy apply to all employees and to students. It is also applicable to individuals who are operating on behalf of the University.
Recent, previous versions of staff policies and procedures may be found by clicking the relevant links below:
| Staff Sexual Misconduct Policy and Procedure Staff Sexual Misconduct Policy and Procedure (April 2025 - February 2026) |
| Staff Sexual Misconduct Policy and Procedure (November 2024 鈥� April 2025) |
| Staff Sexual Misconduct Policy and Procedure (April 2021 鈥� November 2024) |
| Staff Disciplinary Policy And Procedure |
| N/A |
| Personal Conflicts of Interest Policy and Procedure |
In accordance with the Process for Responding to Student Behaviour MisconductLink opens in a new window and duties and obligations under data protection legislation, the University will provide the individual that has raised an allegation of behaviour misconduct, including harassment or sexual misconduct, against another student, with an outcome of the investigation and an explanation of any actions that the University has taken. The outcome will include the rationale for the decisions made.
In accordance with the Staff Sexual Misconduct and Sexual Harassment PolicyLink opens in a new window, the outcome of the Disciplinary Hearing will normally be confirmed in writing to the responding party within 7 calendar days. The reporting party will also be informed of the outcome of the Disciplinary Hearing. In exceptional circumstances, for example where it is deemed that the release of the full information may be damaging to other parties, the outcome information may be redacted.
For students:
Current learning and training opportunities for students may be found on the 'Conduct-related support and resources for all students' pageLink opens in a new window.
To ensure students are appropriately informed and understand our policies and the behaviours which amount to behaviour misconduct, including harassment and sexual misconduct, all students must complete the Moodle upon enrolment each year.
Report + Support deliver training to students that includes:
- Awareness sessions that appropriately inform attendees of our policies, how to report breaches and how to access support.
- Tailored sessions based around specific inappropriate behaviours (including harassment and sexual misconduct).
- Annual Student Union Executive Officer training
- Student Union Clubs and Societies training
- Small group and individual sessions
For staff:
Report + Support deliver training to staff that includes:
- Awareness sessions (including who Report + Support are, how they can support, how you can report something yourself and how you can support a student to access the team)
- Tailored preventative sessions, designed in partnership with relevant departments or groups, and guided by data-driven insights.
Ensuring confidentiality is a key principle in creating a culture where students and staff feel safe to make a disclosure about behaviour misconduct, including student harassment and/or sexual misconduct.
The Process for Responding to Student Behaviour MisconductLink opens in a new window, section 2, sets out how we ensure that information received or obtained in connection with incidents of student behaviour misconduct, including harassment and/or sexual misconduct, is handled sensitively and used fairly.
The Staff Sexual Misconduct and Sexual Harassment PolicyLink opens in a new window, section 10.4.7, sets out that all information relating to a sexual misconduct and harassment cases will be treated confidentially. Information relating to the alleged misconduct will be shared with only those who have a legitimate requirement to see the documentation as part of resolution to the disciplinary or any consequent procedure and therefore the processing of data for contractual necessity.
We do not and never have used non-disclosure agreements (NDAs) in relation to complaints of student behaviour misconduct, including student sexual misconduct and harassment. We have been a signatory to since it was launched.