Examples of what may be bullying, harassment and victimisation

Examples of what may be considered bullying and harassment are provided below for guidance. Please note that these are not exhaustive.

Bullying

Complainants often define bullying as something that is unwelcome, unwarranted, targeted, persistent and which has a detrimental effect.

Bullying may include repeated occurrences of the following behaviour or actions targeted at individuals or groups.

Examples

Bullying

  • Aggressive, intimidating or threatening behaviour.
  • Overbearing and intimidating levels of supervision.
  • Unfair allocation of work and responsibilities or setting unreasonable goals or targets in study or work.
  • Preventing an individual progressing by intentionally blocking promotions or training opportunities, unjustifiably restricting choice of study options or access to tuition.
  • Excessive and/or unreasonable criticism or fault-finding of any colleague or peer.
  • Ignoring, excluding or marginalising someone.
  • Humiliation or ridicule, whether about work or personal matters.
  • Spreading rumours or gossip about someone in order to discredit them.
  • Using malicious or insulting language.
  • Invading personal space, shoving, blocking or barring the way.

Cyberbullying

Online harassment may take the form of intimidating, offensive, or graphic messages/posts on social network sites, blogs, gaming sites and chat rooms, and communications by email, text, instant messaging, or messaging apps. Here are some examples:

  • offensive, abusive or threatening messages - even if they are meant as a joke
  • humiliating comments with the purpose of ridiculing the individual
  • online stalking - sending repeated messages to intimidate, threaten or harass
  • propagating defamatory and malicious gossip and/or false information about individuals whether in the public domain or within a limited group including where the individual may not be aware of the offensive messages.

Microaggressions

Microaggressions are verbal, non-verbal, and environmental slights or insults.  Whether intentional or unintentional they communicate hostile, derogatory, or negative messages to target people based solely on their marginalised group membership. They are problematic as they are often difficult to prove or substantiate.

Sometimes microaggressions are committed intentionally but often they grow out of unconscious bias, and individuals are not fully aware of the offensive implications of their words and behaviours, believing them to be complimentary.

These small slights can seem inconsequential in the moment but when experienced regularly may corrode confidence, decrease wellbeing, and have a significant impact on mental health.

Microaggressions are typically discussed from the viewpoint of race and racism but any marginalised group can become a target.

  • "You're transgender?  You certainly don't look like your trans." - the implication being that trans isn't desirable.
  • "I don't see colour." - denying racism and people's experiences.
  • "The way you've dealt with your disability is amazing!" - suggesting that disabled people wouldn't be able to achieve.

Harassment

Harassment, whether intentional or not, can take a variety of different forms. Where such conduct is severe or widespread, it can potentially create a hostile or abusive environment. This could lead to individuals having limited benefit or engagement with their environment, and impact negatively on their wellbeing.

The following descriptions are not exhaustive, but give an indication of the types of behaviour which the University considers to be unacceptable:

Sexual harassment

Racial harassment

Harassment of disabled people

Harassment on the grounds of sexual orientation

Harassment on the grounds of a person's sexuality or perceived sexuality can include:

Harassment on the grounds of gender identity

Harassment on the grounds of age

Harassment on the grounds of religion or belief

Antisemitism

Islamophobia

Staff and students who attend work or study related events that are organised by the University, or attended as a University representative, such as:

  • conferences
  • social events
  • field trips
  • training events

should ensure that they do not participate in behaviour that may be construed as harassment or bullying, including inappropriate or offensive behaviour, under the Dignity at Work and Study Policy.

This policy also covers conduct towards people who are not members of the University (such as applicants, contractors, patients and other members of the public who visit University sites or use University services).

What is not bullying or harassment

It is also important to make the distinction between inappropriate behaviour, which will not be tolerated, and normal day-to-day conversations that staff and students are expected to have with each other.

Transparent and fair discussions about matters are appropriate. For example:

  • candid feedback (which may include identification of areas of work where an individual is underperforming or failure to meet the standards of behaviour expected by the University); such feedback should be factual and constructive
  • respectful collaboration and the sharing of ideas and views between individuals, where people may not always agree: such constructive discussions and debates are to be encouraged.

This information can also be viewed on the Cardiff University Student Intranet

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