Sexual Misconduct
Sexual misconduct is a form of harassment and is unacceptable behaviour of a sexual nature. It can include: sexual harassment; sexual violence; intimate partner violence; sexual assault; grooming; coercion or bullying with sexual elements; sexual invitations and demands; comments; non-verbal communication; creation of atmospheres of discomfort; and promised resources or advancement in exchange for sexual access.
The term ‘sexual harassment’ captures only some of the possible abuses of power that may occur. Sexual misconduct more specifically raises issues of unequal relationships, consent, and the prevention of equal access to education, opportunities and career progression.
Sexual assault
Sexual assault is a criminal offence. A person commits sexual assault if they intentionally touch another person, the touching is sexual and the person does not consent. It involves all unwanted physical contact of a sexual nature and ranges from pinching, embracing, groping and kissing, to rape and sexual assault which involves penetration without consent. Consent is agreeing by choice and having the freedom and capacity to make that choice. A person is free to make a choice if nothing bad would happen to them if they said no. Capacity is about whether someone is physically and/or mentally able to make a choice and to understand the consequences of that choice.
Sexual harassment
Sexual harassment is unwanted and unwelcome words, conduct, or behaviour of a sexual nature that has the purpose or effect of creating an intimidating, embarrassing, hostile, degrading, humiliating or offensive environment for the recipient. It is a misuse of personal or institutional power and often based on a person’s gender although it is rarely about sexual desire.
Whether or not the harasser intended to be offensive is irrelevant. The limit of acceptable behaviour as described by this policy is up to the recipient to decide. A single incident or persistent behaviour can amount to harassment.
Sexual harassment can range from behaviour that stems from obvious to anyone or subtler behaviour less obvious to either the person responsible for the behaviour or to the recipient. Often the impact is not felt or witnessed immediately. The impact may go beyond the recipient to people who see or hear what happens or who try to offer support.
Sexual harassment can include but is not limited to: catcalling, following, making unnecessary and unwanted physical contact, sexual jokes and comments, giving unwelcome personal gifts, wolf-whistling, leering, derogatory comments, unwelcome comments about a person’s body or clothing, unwelcome questions about a person’s sex life and/or sexuality, engaging in unwelcome sexual propositions, invitations and flirtation, making somebody feel uncomfortable through displaying or sharing sexual material. Sexual harassment does not necessarily occur face to face and can be in the form of emails, visual images (such as sexually explicit pictures on walls in a shared environment), social media, telephone, text messages and image based sexual abuse, such as revenge porn and upskirting.
If you think you have been the target of sexual misconduct, assault or harassment, it may be hard to know what to do or how to feel. What happened was not your fault. What you do next is your choice.
What should I do if I have experienced sexual misconduct, harassment or assault?
These behaviours are not tolerated at IDS - they are contrary to our Respect at IDS Policy and unlawful under the Equality Act 2010.
Think
- Are you in immediate danger? If you are in immediate danger or seriously injured, you can contact the emergency services on 999 (or 112 from a mobile phone).
- Find a safe space. If an incident has just happened try and find somewhere you feel safe.
Report
- Report + Support. Staff, visitors, partners and third party contractors can report an incident using IDS's Report + Support platform. You can choose to do this anonymously or give your contact details for a direct response and support. If you're a staff member at IDS you can choose to talk to an advisor they will be able to talk through the options and support available to you, in confidence.
- Resolution and Grievance Procedure. If you are a staff member and choose to make a formal complaint to the IDS you can also do this directly by contacting one of IDS's HR Advisors - at that stage, you will receive support and guidance about IDS's Resolution and Grievance procedures and what to expect.
- IDS's Complaints Procedure. If you are a student, partner, or third party contractor you can also complain directly using IDS's Complaints Procedure.
Get Support
- Find out what support is available if you think you have experienced any form of sexual misconduct, harassment or assault.
- Talk. Talk to your manager or cluster leader, a trusted colleague, or a friend.
Mental Health and Wellbeing
- Find out more on the support available for mental health and wellbeing
- Take care of yourself. It’s important that you take care of yourself. If you’ve heard something distressing or if something is troubling you, IDS's Employee Assistance Programme (EAP) offers confidential help. You can also speak to one of IDS's trained Mental Health First Aiders confidentially.