Harassment encompasses unwanted conduct that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment. This includes sexual harassment, and sexual misconduct which is defined as any unwanted or attempted unwanted conduct of a sexual nature.

Harassment is defined by using both the Equality Act 2010 (Section 26) and the Protection from Harassment Act 1997 (Section 7).

Harassment is unwanted physical, verbal or non-verbal conduct which may (intentionally or unintentionally) violate a person’s dignity or create an intimidating, hostile, degrading, humiliating or offensive environment which interferes with an individual’s learning, working or social environment. This also covers situations where someone is treated unfairly due to their past decision to either accept or reject such behaviour. Harassment often involves repetitive actions or behaviours that violate a person’s dignity or create a hostile atmosphere.

Harassment may involve sexual harassment or be related to a protected characteristic such as age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. We believe that any form of harassment is unacceptable even if it does not fall within any of these categories.

Signs of harassment can include, for example:

• Unwanted physical conduct or ‘horseplay’, including touching, pinching, pushing, grabbing, brushing past someone, invading their personal space
• Persistently asking to hang out even after someone has said no
• Sharing images or materials that could be considered offensive or image-based abuse
• Making offensive comments or jokes about a person’s disability, sex, ethnicity or religion, for example
• Deliberately ignoring or excluding someone from a conversation or group
• Up-skirting – taking pictures or videos under someone’s clothes without their knowledge.

Signs of online harassment can include:

• Cyber stalking – repeatedly messaging or spying on someone online to frighten or intimidate them.
• Spreading lies – posting or sending harmful and false things about someone to other people.
• Exposing someone – sharing someone else’s private information without their permission.
• Excluding someone – from group chats or online activities to make them feel left out.
• Image-based sexual abuse – posting someone’s intimate photos or videos online without their permission, often known as ‘revenge porn’.
• Internet pile-on – when a lot of people are encouraged to target one person and send them mean and overwhelming messages.
• Impersonation – pretending to be someone else online.
• Trolling – sending or posting nasty or controversial messages or comments to make people angry and start fights online.

Some forms of harassment are considered a hate crime or incident. A hate crime is any act of violence or hostility against a person or property that is motivated by hostility or prejudice towards a person due to a particular protected characteristic.

A hate incident is one which is perceived by the victim or others as being motivated by prejudice, even if it doesn’t involve a criminal act. Examples include:

• Verbal abuse such as name calling or offensive jokes.
• Bullying or intimidating behaviour.
• Noise nuisance.
• Online abuse.
• Displaying or sharing discriminatory material.

Sexual misconduct is any type of sexual activity or contact that a person does not consent to. It can involve manipulation, pressure, bullying, coercion, intimidation, deception, threats or force.

Sexual misconduct covers a broad range of unwanted or attempted unwanted conduct of a sexual nature and includes, but is not limited to:

1. Sexual harassment: Sexual harassment is any unwanted behaviour of a sexual nature that makes someone feel upset, scared, offended or humiliated.
2. Sexual assault: Sexual assault happens when someone either touches another person in a sexual manner without consent or makes another person touch them in a sexual manner without consent. It includes unwanted kissing and the touching of someone’s genitals, breasts or bottom.
3. Rape: The legal definition of rape in England and Wales is when someone intentionally penetrates another person’s vagina, anus or mouth with their penis, without that person’s consent. This includes if:
   1. two people are in a relationship.
   2. the other person consented to one type of penetration ((e.g. vaginal or oral sex), but not another (e.g. anal sex).
   3. someone removes a condom without the other person’s permission – or lies about putting one on. This is commonly known as ‘stealthing’.

Other examples of sexual misconduct can include stalking, assault by penetration, indecent exposure (also known as flashing), voyeurism (watching someone doing a private act without their consent) catcalling, groping, drugging, sexual comments, non-consensual sharing of sexts and nudes and sexual exploitation.

See our Notify page for further information on harassment, hate crimes and incidents.

It’s important that everyone involved in sexual activity is consenting at all times. To consent to taking part in a sexual activity, an individual needs to have freedom, choice and capacity.

Freedom
If someone is being bullied, manipulated, scared or threatened into sexual activity, they do not have the freedom to consent. Threats can be both physical and verbal, for example threatening to break up with someone if they do not want sex. Consent cannot be assumed based on a lack of verbal or physical resistance, and is not present where there is coercion, force, threat, intimidation or where there is the exploitation of a power imbalance.

Choice
Everyone has the right to make their own choices about their sexual experiences, including the right to choose what type of activity they engage in and to change their mind at any time. This is fundamental to responsible and respectful sexual interaction.

Capacity
Someone who is below the age of consent, is asleep or unconscious, or is not aware of what is going on does not have capacity to consent to sexual activity. Alcohol and drugs can impair a person’s judgment and decision-making abilities. If someone is so intoxicated that they cannot understand what is happening or cannot communicate their consent, then they cannot legally consent.

In each UK nation, the age at which people can legally consent to sexual activity (also known as the age of consent) is 16 years old. This is the same regardless of the person’s gender identity, sexual identity and whether the sexual activity is between people of the same or different gender.

Our Notify system ensures that students, staff and visitors can share any concerns relating to harassment, sexual misconduct, bullying, discrimination and hate incidents or crimes. You can seek to notify us with your details, enabling us to respond and receive support from an advisor, or you can choose to share information anonymously for the purposes of general information sharing.

If you choose to provide your details, a trained advisor will contact you to provide information on support available within Futureworks and externally, as well as explaining your reporting options to enable you to make informed decisions.

Completing a disclosure does not initiate a formal complaints process. The advisor will discuss reporting options with you, both internal and external, and will support you with whatever you decide. If you would like to make a formal report to Futureworks, the advisor can initiate this process on your behalf using the information you provide.

Students who wish to make a formal report to Futureworks of harassment or sexual misconduct can do so by:

Emailing the Student Services Team student.services@futureworks.ac.uk
Visiting the Student Advice Centre (Floor 3) to initiate the process

Staff can make a formal report to Futureworks by emailing the Vice Principal’s Office VPO@futureworks.ac.uk

Futureworks offers multiple avenues for individuals to share concerns, allowing information to be submitted either anonymously or with identifying details. Anonymous reporting may be chosen for various reasons, including fear of retaliation, lack of trust in the process, or concerns about not being taken seriously.

Recognising the importance of anonymous notifying in fostering trust and addressing concerns proactively, Futureworks provides an anonymous Notify option. This option provides students, staff, visitors, and members of the public with a safe, secure, and accessible way to submit anonymous reports.

Key Principles
To ensure anonymous information is handled effectively, Futureworks adheres to the following principles:

• The Notify platform serves as the primary system for submitting, responding to, and tracking anonymous reports related to both students and staff.
• All anonymous reports are taken seriously and processed consistently and effectively. However, the absence of identifying details may limit the Futureworks’ ability to respond in accordance with procedures or offer direct support to individuals involved.
• Student-related reports are managed by Student Services and Staff-related reports are overseen by the Vice Principal’s Office.
• Wherever possible, anonymity is protected to encourage honest reporting. However, in exceptional circumstances, identifiable information within a report may require action. Examples include cases involving safeguarding concerns, ongoing risks, or known issues. In such situations, reports may need to be shared with specific individuals or teams to mitigate risks.
• While anonymity is prioritised, individuals named in the Anonymous Notify process may sometimes infer the identity of the reporting party. This possibility is communicated clearly at the point of submission.
• If a reporting party chooses to reveal their identity at a later stage, this enables more tailored support and more effective action. In such instances, individuals will be informed of their available options for further reporting and accessing support.
• Depending on the content of the report and subsequent triage, the following steps may be taken in response:
  • Reach out to named individuals to conduct wellbeing checks
  • Share information with professional services/school
  • Share information with external agencies
  • Review relevant policies and practices
  • Develop targeted training or communications
  • Monitor the situation
  • Carry out further investigation (within the anonymity limitations)
  • Redact identifiable information from the report
  • No further action, if deemed appropriate
  • Reports containing personal and identifiable information will be redacted upon closure.
• Anonymous report data is reviewed and analysed. General trends and insights are included in safeguarding reports and shared with the Operations Team for oversight and scrutiny.

Futureworks welcomes feedback and suggestions regarding the management of anonymous reports. These can be submitted via the Notify platform.

Disclosing
This is when an individual chooses to share with anyone who is part of Futureworks, about their own experience of bullying, harassment or sexual misconduct.

This is an informal step and is different from ‘Reporting’ because it is focused on support and not a formal report to be considered under Futureworks policies and procedures (unless Futureworks has a safeguarding obligation).

Sharing
Sharing is when a third party, such as a tutor, friend, family member or colleague, shares information with a member of Futureworks staff about behaviours they have witnessed, been told about or have seen online, for example, but haven’t directly experienced themselves.

This is an informal step and is different from ‘Reporting’ because it focussed on support and not a formal report to be considered under Futureworks policies and procedures (unless Futureworks has a safeguarding obligation).

Notifying
Notifying is when an individual chooses to inform Futureworks through the Notify function about either their own experience of bullying, harassment or sexual misconduct or about behaviours they have witnessed, been told about or have seen online.

This will be followed up by a trained Advisor to ensure the individual knows their options, which could include submitting a formal report. It is different from ‘Reporting’ because it is focussed on support and not a formal report to be considered under Futureworks policies and procedures (unless Futureworks has a safeguarding obligation).

Reporting
Reporting is when a person chooses to make a formal report about an incident of harassment and/or sexual misconduct to Futureworks for the purpose of Futureworks to consider under the relevant policies and procedures.

Reporting party
The person who has made a report of harassment and sexual misconduct.

Responding party
The person whose conduct is alleged to have breached Futureworks regulations.

Students and staff have the choice to report incidents of harassment or sexual misconduct to Futureworks, the police, or both. This decision will be fully respected, a specially trained advisor will be available to provide support whatever your decision.

If the police initiate a criminal investigation, any Futureworks-led student investigation or disciplinary process related to the allegations will be paused for the duration of the criminal proceedings.

For Futureworks staff members subject to a criminal investigation, charge, or conviction, Futureworks will review the facts before deciding whether formal disciplinary action is necessary. In most cases, Futureworks will not wait for the outcome of any prosecution before proceeding, unless a statutory body instructs otherwise.

Any student or staff member under investigation must notify Futureworks as soon as a police investigation begins. They are also responsible for providing regular updates throughout the process and informing the Futureworks of the final outcome once the investigation concludes.

Once legal proceedings have concluded, or a decision has been made not to prosecute, Futureworks will reassess the case to determine whether internal investigations or disciplinary actions should resume. This decision is made independently, recognising the differences in the standards of proof required in legal and Futureworks disciplinary processes. Futureworks retains the right to close cases upheld through the legal system or to proceed with cases where no conviction was reached.

If misconduct is determined under the Student Disciplinary Policy (in the Regulations for the Conduct of Students) or Staff Disciplinary Procedure, and a formal court outcome has been issued, Futureworks’ disciplinary process will take the court’s decision into account when determining an appropriate sanction.

Students must notify Futureworks of any criminal convictions, regardless of the penalty by informing the Vice Principal, who will make an informed decision of whether the matter needs to be considered under Futureworks process. Staff members must also report such matters to the Vice Principal.

• Trained advisors from Student Services can help students who have experienced harassment and/or sexual misconduct. They offer a confidential, professional service, ensuring that students receive personal support.
• If you feel your studies have been affected by what has happened, you can consider applying for mitigating circumstances.
  Responding students

Futureworks aims to offer a fair, structured, and supportive space throughout the process, providing confidential support for students facing allegations of harassment or sexual misconduct, whether related to the Futureworks environment or external circumstances.

This support extends beyond academic guidance to include tailored mental health and wellbeing services, ensuring students have access to the necessary resources as they navigate both formal and informal investigative processes.

Upon receiving an allegation, Futureworks will inform you, ensuring transparency in the investigative process. You will be provided with a clear explanation of the steps involved, alongside details of any risk assessment conducted. If interim precautionary measures are required to protect your wellbeing and the safety of others, these will be communicated to you in a structured and considerate manner.

• In an emergency where any person is at risk of immediate harm call emergency services by dialling 999

• Sexual Assault Referral Centres (SARC): Manchester – Saint Mary’s and Lancashire SAFE Centre

• Manchester – Victim Support

• Rape Crisis England and Wales

• National Male Survivor helpline

• Galop – Charity that supports lesbian, gay, bi, trans, and queer people affected by sexual violence.

In an emergency where any person is at risk of immediate harm call emergency services by dialling 999

• Talk to your Line Manager or trusted colleague
• Education Support Partnership provide a free and confidential helpline that any colleague can call in the United Kingdom. It is available 24/7 to everyone working in education and available UK wide on 08000 562 561. Trained counsellors listen without judgement. No issue is too big or too small.
• Telephone the Samaritans
• Contact your GP

Information received or obtained in connection with incidents of harassment and/or sexual misconduct will be handled sensitively and always used fairly.

Any information you disclose, share or report regarding harassment or sexual misconduct will be treated with sensitivity and confidentiality. However, if there is an immediate risk of serious harm or a safeguarding concern, a report may be made to emergency services or safeguarding authorities. Where possible, you will be informed beforehand to ensure transparency and support.

All student and staff records are held securely with restricted permission access. Records will be held for a period of 6 years following withdrawal, completion of a student’s studies or leaving employment. Records may be held for a longer period if reports or investigations relate to someone else within Futureworks.

Information will be treated confidentially, and in line with the following:

• Privacy Notice for Students
• Privacy Notice for Alumni
• Data Protection Notice for Staff

Information will only be shared where there is a legal basis to do so.

Futureworks is committed to creating a positive culture where our community feel confident to make a report in the knowledge that Futureworks will take appropriate action and inform those affected of the outcome of any investigation.

• The reporting person will be informed of the outcome including whether the alleged behaviour has been proven on the balance of probabilities, the reasons for the decision and any remedies or actions that directly affect them. This will include any measures to support them from an academic, work and wellbeing perspective or to alleviate concerns about their safety on campus. Futureworks will also state where any action will be taken as a result of learning from the report. Futureworks will not normally disclose the details of any sanctions imposed as these are personal to the responding person. However, information about a sanction may be shared where it directly affects the reporting student and their feelings of safety on campus, for example, where conditions have been imposed on the future conduct of the responding person.
• The responding person will receive an outcome including whether the alleged behaviour has been proven on the balance of probabilities, the reasons for the decision and, where relevant, any sanction which has been imposed a result of any disciplinary process. Any sanction will be intended to address the seriousness of the offence, the interests of the reporting student and the wider Futureworks community.
• Witnesses: Futureworks is unable to provide an absolute guarantee of anonymity to witnesses offering evidence in a disciplinary case. However, Futureworks will take a reasoned decision about whether to disclose a witness statement, where the witness objects to this. This will involve balancing the witness’s right to privacy against the responding persons right to know what information is held about them and to be able to respond to the allegation. If necessary, Futureworks could decide to take steps to anonymise the document before disclosing it. However, where anonymisation would undermine the fairness of the process (e.g. where it would impede the responding party’s ability to understand the case against them) this will not be possible.

All students are required to complete mandatory training focused on preventing and addressing harassment and sexual misconduct. The training provides students with a comprehensive overview, aiming to equip them with the knowledge and skills to recognise, prevent, and respond to behaviours that constitute harassment and sexual misconduct.

The training has been developed by experts at the University of Lancashire, in consultation with the University’s Students’ Union and the Change Collective. It aims to foster positive attitudes and behaviours, with support services and reporting options clearly outlined.

The training also contains pre-and post-feedback surveys, allowing us to evaluate the training and implement improvements, as appropriate. We recognise that some participants may have lived experiences related to these topics, and as such, may find certain content challenging to engage with. While participation is strongly encouraged, an alternative option is available for those who may find the content personally difficult.

By completing the training, students will understand key terms in relation to UK law, be able to identify harmful behaviours and their impact, and understand the importance of being an active bystander. It also covers Futureworks’ responsibility and action being taken to promote a respectful, inclusive and safe community and helps students to understand the role they play.

In addition to Futureworks campaigns delivered to promote awareness of harassment and sexual misconduct, all staff at Futureworks undertake annual mandatory training in preventing and responding to harassment and sexual misconduct.

• Mandatory staff training ensures staff understand what harassment and sexual misconduct is and what their role and responsibilities are. The training equips staff with the skills and knowledge to feel comfortable and confident responding to students or staff who may disclose to them and signposting to support.

We recognise that some participants may have lived experiences related to these topics, and as such, may find certain content challenging to engage with. While participation is strongly encouraged, an alternative option is available for those who may find the content personally difficult.

Additional role specific training is provided for staff who have specific roles, such as mental health and wellbeing advisors and staff involved in carrying out investigations.

Student Harassment and Sexual Misconduct Policy
This policy aims to prevent and address all forms of harassment, including bullying, discrimination, and victimisation. It also aims to prevent and address sexual misconduct by fostering a supportive community where all members can thrive. It outlines clear definitions of unacceptable behaviours, procedures for reporting incidents, and the support available to affected individuals. It provides a definition of harassment, and outlines clear procedures for reporting incidents, ensuring that complaints are taken seriously and handled with sensitivity and confidentiality. Futureworks provides support services for affected individuals and emphasises the importance of treating all members of the community with dignity and respect.

Domestic Abuse Policy for Students
This policy aims to prevent and address domestic abuse by providing clear definitions, support mechanisms, and procedures for reporting incidents. It recognises the serious impact of domestic abuse on individuals’ mental, emotional, and physical wellbeing, as well as their academic performance. The policy outlines Futureworks’ commitment to supporting affected students, ensuring they are taken seriously and provided with appropriate resources and assistance.

Procedure for Reporting and Responding to Incidents of Harassment, Sexual Misconduct and Domestic Abuse
This procedure provides clear pathways for students to report incidents of harassment, sexual misconduct or domestic abuse, whether they choose to do so anonymously or through formal channels. It emphasises a trauma-informed approach, ensuring that students feel supported and can trust Futureworks’ processes and staff. The procedure includes steps for initial reporting, support services, risk assessment, and precautionary measures. It also outlines the process for informal resolution and the involvement of external authorities, such as the police, when necessary.

Regulations for the Conduct of Students
Futureworks has established comprehensive regulations for the conduct of students, particularly addressing issues related to sexual misconduct and harassment. These regulations are designed to protect students, promote a safe learning environment, and ensure that any incidents are handled with the utmost care and seriousness.

Student Complaints Process
Futureworks has a structured complaints procedure designed to address concerns and issues raised by students, applicants, and other stakeholders. It is intended to provide a clear and accessible process for students to raise concerns about any aspect of their experience at the Futureworks. The procedure aims to ensure that complaints are handled in a fair, transparent, and timely manner, promoting a supportive environment for all members of the Futureworks community.

Safeguarding Policy and Procedure
The Safeguarding Policy and Procedure aims to create a secure environment for children, young people, and adults at risk by preventing and responding to harm and abuse. It integrates the Prevent duty to safeguard individuals from being drawn into terrorism while balancing obligations related to equality, diversity, freedom of speech, and academic freedom. The policy outlines clear procedures for reporting concerns, designates specific roles and responsibilities, and emphasises the importance of education and training in safeguarding practices. Regular monitoring and compliance checks are conducted to ensure the effectiveness of these measures, promoting a safe and inclusive community for all members.

Student Social Media Policy
Social media has created increased opportunity for communications that have an impact on Futureworks both as a collaboration tool for teaching, learning and research, and for interactions with students, parents, alumni and the business and wider community. Futureworks has clear policies and guidelines for other aspects of its operations however, these do not explicitly cover the use of social media by students. This Policy has been compiled to help students understand the reputational, legal and ethical implications of engaging in on-line communication of this nature – and what can happen if social media is misused, whether intentionally or otherwise.

Employee Handbook
The Disciplinary Policy & Procedure included in this handbook aims to ensure that staff disciplinary matters are dealt with fairly, consistently and swiftly in line with specific and transparent guidance. The policy aims to promote and facilitate the highest standards of conduct and behaviour and to support and encourage improvement. It encourages early intervention and informal resolution with commitment from staff and support from managers and where alleged misconduct does occur it is dealt with in a non-discriminatory way, within a reasonable timescale, and where possible at an early stage.

Staff and Student Personal Relationships Policy
This policy addresses personal relationships between staff and students. This policy applies to current intimate personal relationships and those that have ended but where the student is still studying at Futureworks. It prohibits staff with direct academic or professional responsibilities towards a student from establishing or attempting to establish an intimate personal relationship with that student, except in cases of excluded relationships.

The policy aims to prevent conflicts of interest and abuse of power, ensuring that any potential or actual conflicts are managed effectively. Upon disclosure of an intimate personal relationship, Futureworks will take necessary measures to address and mitigate any conflicts. Staff and students are encouraged to report concerns regarding compliance with this policy.

Additionally, staff are not permitted to enter into an intimate personal relationship with a student under the age of 18 or an adult who may be at risk, as detailed in the Safeguarding Policy and Procedure.

You may wish to notify us about an incident and request confidential support from an advisor. It is important to understand that notifying us about an incident does not initiate a formal complaints process.

Any information you provide will remain confidential unless we have a serious and immediate concern for your safety or welfare or that of another person. For more information you can read our Privacy Notice for Students, Privacy Notice for Alumni or Employee Handbook (Data Protection Notice for Staff) if you are a member of staff.

One you have notified us of an incident under this process an advisor will contact you to discuss your reporting options.

You can notify us with your contact details using this form.

You may wish to to notify us about an incident anonymously. It is important to understand that by notifying us about an incident anonymously we cannot progress your concern under the formal complaints process. The following guidance will explain to you what we can and cannot do with an anonymous report.

We take all disclosures seriously, and notifying us of an incident anonymously can help us to address issues which may be affecting you or your fellow students. Notifying us can help us to provide better support to others and inform prevention work across Futureworks.

It is important to understand that if you choose not to provide your name or contact details, this may constrain our ability to take action in some instances and we will not be able to contact you to offer advice/support or provide a progress update. In most circumstances, Futureworks cannot take action against individuals on the basis of an anonymous report. Please also note that notifying us about an incident does not initiate a formal complaints process.

When notifying us of an incident, if you share any information which makes it possible to identify other people, we may, in exceptional circumstances, be required to act on that information. This may result in the need to share the details of your notification with the individuals concerned. In such circumstances we cannot guarantee that the other person will not know, or be able to conclude, that you submitted the report. For example: if an anonymous notification informs us of an incident which raises a serious safeguarding concern Futureworks has a duty to act on this information. We will not take steps to identify you from your report unless we have good reason to do so, such as if we suspect you are abusing the reporting procedure.

You can notify us anonymously using this form.