Staff Support
Birmingham Newman University is committed to the safety and wellbeing of our staff.
These pages are designed to provide you with a wide range of information about sexual misconduct and harassment. It includes details on advice and support, reporting options and also what steps the university is taking to help to put an end to all forms of sexual misconduct and harassment.
The content of these pages could be sensitive, particularly to those who have experienced some form of sexual violence. Please do reach out and access the support available to you as a member of staff at Birmingham Newman University if required. Alternatively, please contact the Human Resources Department at humanresources@newman.ac.uk for further information about the support options available to you.
If you are in immediate danger
On Birmingham Newman University Campus
- Call Security on 07535 519 828
- Press your nearest emergency alarm button. A map showing the emergency alarms across campus can be found here: Maps – Birmingham Newman
Off Birmingham Newman University Campus
- If you are off campus, call 999
Obtaining Support and Guidance
If you are a member of staff at Birmingham Newman and need any support or guidance on the area of sexual misconduct and harassment, you may choose to:
Contact an Advisor within HR
Disclose an unwanted incident(s) anonymously
We want everyone part of the Birmingham Newman University to feel safe, supported and able to reach their full potential.
We have in place a comprehensive network of support services available across the University. Further information about these can be found here
For staff, support is available via central departments such as Human Resources Department, trained Dignity at Work Contacts and its staff wellbeing provision.
For non-emergency situations
For staff, the University’s internal support options include:
- The University’s designated health and wellbeing information page for employees: Staff Health and Wellbeing.
- University’s Employee Assistance Programme which gives you access to accredited counsellors via their 24/7 confidential telephone support line. The Employee Assistance Programme offers advice and information on a wide range of topics including: stress, relationship difficulties, bereavement, family issues, anxiety, emotional problems, health and wellbeing, financial and debt support, legal support.:
- Human Resources Department: Contact Us Human Resources is an internal department within the University who provide support for both staff and managers relating to the employee lifecycle. The Human Resources Department can advise you of the support options available to you as a member of staff at Birmingham Newman University.
- The University’s Dignity at Work Contact Advisors: Dignity at Work Contacts who are trained contacts within the University, able to provide advice and guidance on the support options available to you as a member of staff.
- The University’s designated Mental Health First Aiders: First Aid Contact List (including Mental Health Advisors) within the University can provide first line mental health support and signpost individuals to mental health and wellbeing support available to them: First Aid
- The University’s designated Safeguarding Officers: Safeguarding, trained individuals who can signpost staff to the University’s Safeguarding Policy and Procedure and talk through the process involved in making a Safeguarding report
The University’s recognised trade unions (UCU and UNISON):
- Unison Branch contact details: UNISON
- UCU email: UCU@newman.ac.uk
- UCU contacts
Chaplaincy Team – the Chaplaincy team is experienced in providing a confidential and welcoming space where staff can receive pastoral and spiritual support, whatever their background or beliefs. Anyone is welcome to visit and access this support.
If you aren’t sure what to do, please contact an advisor within the Human Resources Department:
- Telephone: 0121 387 4587
- Email: Discloseandsupport@newman.ac.uk
- Contact an Advisor
Contact an Advisor within HR:
- Contact: Dignity at Work Contacts
- Email HR: discloseandsupport@newman.ac.uk
Disclose an unwanted incident anonymously:
External support which may be available to you includes, but is not limited to the options listed below:
Immediate Support
If you require immediate support, the options available to you include, but are not limited to:
- If you feel at immediate risk of harm to yourself, go straight to your nearest hospital Accident and Emergency department or call Emergency Services on 999.
- Contact your doctor’s surgery (GP) and request an emergency appointment. If your doctors is not open, contact the NHS Out of Hours Service on 111, which is available 24 hours a day, 365 days a year. Calls are free from landlines and mobiles.
- Call the Samaritans on 116 123 available 24 hours a day, 365 days a year. Calls are free from landlines and mobiles.
- Call the Forward Thinking Birmingham Crisis Team on 0300 300 0099 and select option 1. They support people experiencing an extreme mental health or emotional crisis and are available 24 hours a day, 7 days a week.
Other sources of support
- Mind is a national charity with local centres which provides information, support and guidance for anyone experiencing a mental health problem, or anyone who is supporting someone with a mental health problem. They also have a comprehensive list of specialist organisations and resources.
- Able Futures can offer up to nine months of confidential mental health support to help you cope with work whilst you manage a mental health condition such as anxiety, depression or stress.
- The Priory Wellbeing Centre Birmingham offers outpatient treatment for conditions such as depression, anxiety, stress, addictions and eating disorders.
- Campaign Against Living Miserably (CALM) offers support to men in the UK, of any age, who are down or in crisis via their helpline, webchat and website.
- BAME HUB-UK provided tailored mental health and wellbeing support for BAME communities.
- Mind Out is a national mental health service run by and for the LGBTQ+ community.
- West Midlands Police
Sexual assault referral centres (SARCS)
- Horizon SARC (Birmingham) provides confidential support to anyone affected by rape or sexual assault. The specialist team can provide emotional support, access to counselling, support from an Independent Sexual Violence Advisor (ISVA), medical services such as sexual health care and emergency contraception, forensic examinations, practical help, and information about the process of reporting to the police.
- Blue Sky Centre is a Sexual Assault Referral Centre (SARC) in Coventry offering confidential support, medical care, and forensic services to anyone affected by sexual violence. Support is available 24/7, whether or not you choose to involve the police – 02476 865505.
- The Survivors Trust is a national membership organisation supporting specialist rape and sexual abuse services
- Rape Crisis England provides free, local support and services for victims and survivors of rape, sexual assault, sexual abuse and all other forms of sexual violence
- Refuge is the largest domestic abuse organisation for women, supporting thousands of women and children who are trying to escape domestic abuse
- Mankind is a confidential helpline available for male victims of domestic abuse and domestic violence across the UK
- The NHS domestic violence and abuse page includes phone and email contacts for support organisations. It also includes information about making a safety plan.
- National Rape and Sexual Abuse Support Line – 0808 500 2222
If you have experienced harassment or sexual misconduct, Birmingham Newman University is committed to supporting you. You have control over what steps you take, there are several ways to report the incident, if you choose to do so.
Below we will outline how you can report to the police, the University, or access support without making a formal report.
If you are in immediate danger
On Birmingham Newman University Campus
- Call Security on 07535 519 828
- Press your nearest emergency alarm button. A map showing the emergency alarms across campus can be found here: Maps – Birmingham Newman
Off Birmingham Newman University Campus
- If you are off campus, call 999
Create a safer, more respectful university community – one action at a time.
An active bystander is someone who notices when something isn’t right—like bullying, harassment, or unsafe behavior—and chooses to act in a safe, positive way.
“You don’t have to be a hero. Just don’t stay silent.”
- Direct
- Speak up calmly and clearly.
- “That’s not OK.”
- “They said no.”
- Speak up calmly and clearly.
- Distract
- Interrupt the moment.
- “Hey, can I borrow you for a sec?”
- Interrupt the moment.
- Delegate
- Get help from others.
- Ask a colleague, or security.
- Get help from others.
- Delay
- Check in afterwards.
- “Are you okay?”
- “Do you want to talk?”
- Check in afterwards.
- Document
- Record details (if safe) and share with the person affected.
- Never post publicly without consent.
- Record details (if safe) and share with the person affected.
Be alert to:
- Inappropriate jokes or comments
- Pressuring someone to drink or take drugs
- Unwanted touching or sexual attention
- Exclusion or mocking based on identity
- Someone looking uncomfortable or afraid
“If something feels off, it probably is.”
Your safety comes first. If it feels risky, choose distract, delegate, or delay.
- “Even a quiet check-in can make a big difference.”
- “What if I make it worse?”
- “If you’re respectful and focused on support, you’re helping.”
- “It’s not my business.”
- “A safe campus is everyone’s business.”
- “Someone else will step in.”
- “Don’t assume. Your action could change everything.”
If you or someone you know is affected, you can access support by:
Contacting an Advisor within HR:
- Contact: Dignity at Work Contacts
- Email HR: discloseandsupport@newman.ac.uk
Disclosing an incident with Contact details:
Reporting to the Police
In an emergency or if you are in immediate danger, you should dial 999.
If you feel it is not an emergency, you can still report the incident to the police by calling 101 or by using the West Midlands Police Live Chat or find your local police force. An officer will take some details and should issue you with a crime reference number. There are specially trained staff and units within Police forces that can support you through the reporting process. Find out more about your options for reporting sexual violence to the police.
If you have been formally reported to the University and are going to be the subject of an investigation, you will be contacted directly on your university email address.
If you are under formal or informal investigation, the investigating officer will fully explain the process to you and are able to ask any questions you might have. A member of the Human Resources department will support any formal staff investigation process. They will therefore also be able to provide advice and guidance to support staff to fully understand the process/processes being followed.
You will receive full details of the allegation(s), along with the evidence being considered. You will have an opportunity to respond to the allegations and provide supporting evidence.
You are able to access a range of support both internally and externally to the University throughout the duration of the investigation process and, if necessary, throughout any resulting process/processes. You can find out further information about the support available to you here Staff Health and Wellbeing.
What is Harassment, Bullying, Discrimination and Victimisation?
Harassment:
‘Harassment’ has the meaning given in section 26 of the Equality Act 2010 . It is any behaviour that is unwanted and could reasonably be considered as violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them is potentially harassment. unwanted incident or conduct related to a protected characteristic which has the purpose or effect of:
- violating a person’s dignity; or
- creating an intimidating, hostile, degrading, humiliating or offensive environment for them.
Some examples of harassment include but are not limited to:
- The use of derogatory terms and offensive comments
- Assault or other non-accidental physical contact,
- Ostracising, ignoring and staring
Bullying:
Bullying may be characterised as offensive, intimidating, malicious or insulting behaviour, or misuse of power through means intended to undermine, humiliate, denigrate or injure the recipient. Power does not always mean being in a position of authority, but can include both personal strength and the power to coerce through fear or intimidation. Bullying can take the form of physical, verbal and non-verbal conduct. Non-verbal conduct includes postings on social media outlets. Bullying may include, by way of example:
- shouting at, being sarcastic towards, ridiculing or demeaning others
- physical or psychological threats
- overbearing and intimidating levels of supervision
- inappropriate and/or derogatory remarks about someone’s performance
- abuse of authority or power by those in positions of seniority
- deliberately excluding someone from meetings, communications or presentations without good reason.
Legitimate, reasonable and constructive criticism of performance or behaviour, or reasonable instructions given to staff, students or third parties in the course of their employment, work or studies will not amount to bullying on their own.
Discrimination:
Discrimination is when someone is treated unfairly because of who they are or because of a protected characteristic such as age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership or pregnancy and maternity.
Types of discrimination:
Direct discrimination: Treating someone less favourably because of who they are, especially if it’s because of a protected characteristic as listed above.
Discrimination by perception: This is a form of direct discrimination, and is when someone thinks you have a characteristic and treats you less favourably, regardless of whether you actually have that characteristic. For example if someone mistakenly thinks you are part of a religious group and treats you less favourably because of this, it would still be discrimination, even though you aren’t in that religious group.
Discrimination by association: This is also a form of direct discrimination, and is when someone treats you less favourably because you have an association with someone else who has a protected characteristic. For example, if you are treated differently because you have family members with disabilities, this is still direct discrimination against you.
Indirect discrimination: When a provision, criteria or practice is applied in the same way for everyone, but this has the effect of putting people sharing a protected characteristic at a disadvantage. It doesn’t matter if there was no intention to disadvantage that group. What matters is whether that action does disadvantage that group in some way. An example of this could be a dress-code or rules on appearance which might indirectly discriminate against individuals or groups of a particular religion, belief or gender.
Victimisation:
Treating someone less favourably because they have made a claim or complaint of discrimination, or helped someone else to make a complaint (under the Equality Act), or made a disclosure (whistleblowing) under the Public Interest Disclosure Act 1998, or in either case the affected person is believed to have made or helped make, or is believed that they may make or help make a complaint or disclosure.
Examples of victimisation include:
- Being labelled a troublemaker
- Being left out
- Not being allowed to do something
I think I have experienced harassment, discrimination or victimisation or know someone who has. If you or someone else is in immediate danger:
On Birmingham Newman University Campus:
- Call 999
- Call Security on 0753551928 or
- Press your nearest emergency alarm button. A map showing the emergency alarms across campus can be found here: Maps » Newman
Off Birmingham Newman University Campus:
- Call 999.
The University takes incidents of harassment, discrimination and victimisation very seriously. If you believe you have experienced such behaviour, or think you know someone who has, you can find out more information about your options to report, disclose, access wellbeing support or speak to an advisor here: Disclose and Support.
Practical tips
- Keep a note of what has happened – the time, date, where and anything that will help with an investigation, e.g., details of any witnesses to the incident(s)
- Ask any witnesses if they would be prepared to come forward and record their details if you have them.
- Bring a friend with you if you decide to go in person to report the incident to the police
- Get advice from the police or another specialist agency on how you can keep yourself safe.
Take care of yourself
It’s important that you take care of yourself. Harassment, discrimination or victimisation can have a long-term and serious effect on your emotional and physical health. If you’ve heard something distressing or if something is troubling you, confidential help is available. Please look for support: Support
Report it
- Reporting harassment, discrimination or victimisation stops it from getting worse, stops it from happening to others and helps make communities safer.
- You can tell us about your experience using by making a report or a disclosure:
- The police have created an information page outlining your reporting options. If you want to report something non-urgent to the police you can call 101.
- Birmingham City Council have information on reporting a community safety concern.
Policies, Procedures and Guidance:
Reporting Options
If you have experienced harassment or sexual misconduct, Birmingham Newman University is committed to supporting you. You have control over what steps you take, there are several ways to report the incident, if you choose to do so.
Below we will outline how you can report to the police, the University, or access support without making a formal report.
It’s your choice. It’s completely up to you whether or not to report what’s happened, but you might find it helpful to talk to someone so you are not alone. There are a few options:
Make a Formal Complaint:
A formal complaint against students, staff or third parties (visitors, contractors and members of the public) relating to sexual misconduct or harassment can be made under the Staff Grievance, Staff Dignity at Work and Prevention of Sexual Harassment and Misconduct policies and procedures. Your formal compliant will be acknowledged by a manager within the University who may also signpost you to other support that is available to you.
Contact an Adviser:
Staff have the option to Disclose or Report the unwanted incident or conduct to an Advisor within Human Resources or a Dignity at Work Contact Advisor by:
- Telephone: Contact Us Human Resources
- Book an Appointment: Contact an Advisor Form (includes contact details)
- Contact: Dignity at Work Contacts
- Email HR: discloseandsupport@newman.ac.uk
- OR
- Disclose an incident via our Disclose with Contact Details Form Contact an Advisor Form (includes contact details)
Contact an Advisor within HR:
If you chose to contact an advisor within HR or a Dignity at Work Contact Advisor, they will be able to provide you with advice and guidance about the options available to you so that you can make an informed choice on what you’d like to do next.
Please be aware that there may be occasions where you disclose something to an individual where they are unable to keep the information you have disclosed confidential. They may be obliged to inform the University’s Designated Safeguarding Officer for staff of a disclosure if:
You are under 18 / an ‘adult at risk’ (as defined within the University’s Safeguarding Policy and Procedure: Safeguarding Policy
If the disclosure involves or may impact an individual who is under the age of 18 / an ‘adult at risk’ (as defined within the University’s Safeguarding Policy and Procedure: Safeguarding Policy
If the individual who has received your disclosure suspects that you are at risk of causing harm to yourself or others
In addition to this, in certain circumstances, the University may judge that action is required even if the person disclosing an incident(s) is not requesting any.
Complain about Sexual Misconduct specifically:
The Contact An Advisor within Human Resources form can be used to report or disclose incidents of sexual misconduct against students or staff specifically. The form will be submitted to a trained practitioner within HR. The HR team will then contact you to provide you with advice and guidance about the options available to you so that you can make an informed choice on what you’d like to do next. The team may also signpost you to other support that is available to you.
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Reporting to the Police
In an emergency or if you are in immediate danger, you should dial 999.
If you feel it is not an emergency, you can still report the incident to the police by calling 101 or by using the West Midlands Police Live Chat or find your local police force. An officer will take some details and should issue you with a crime reference number. There are specially trained staff and units within Police forces that can support you through the reporting process. Find out more about your options for reporting sexual violence to the police
If you need any further information, advice or support on any of these reporting options, you can contact a member of the Human Resources Department at discloseandsupport@newman.ac.uk.
Disclosure Options
If you have experienced harassment or sexual misconduct, Birmingham Newman University is committed to supporting you. You have control over what steps you take.
Below we will outline how you can access support without making a formal report.
It’s your choice. It’s completely up to you whether or not to report what’s happened, but you might find it helpful to talk to someone so you are not alone. There are a few options:
Contact an Adviser:
Staff have the option to Disclose or Report the unwanted incident or conduct to an Advisor within Human Resources or a Dignity at Work Contact Advisor by:
- Telephone: Contact Us Human Resources
- Book an Appointment: Contact an Advisor Form (includes contact details)
- Contact: Dignity at Work Contacts
- Email HR: discloseandsupport@newman.ac.uk
- OR
- Disclose an incident via our Disclose with Contact Details Form Contact an Advisor Form (includes contact details)
Contact an Advisor within HR:
If you chose to contact an advisor within HR or a Dignity at Work Contact Advisor, they will be able to provide you with advice and guidance about the options available to you so that you can make an informed choice on what you’d like to do next.
Please be aware that there may be occasions where you disclose something to an individual where they are unable to keep the information you have disclosed confidential. They may be obliged to inform the University’s Designated Safeguarding Officer for staff of a disclosure if:
You are under 18 / an ‘adult at risk’ (as defined within the University’s Safeguarding Policy and Procedure: Safeguarding Policy
If the disclosure involves or may impact an individual who is under the age of 18 / an ‘adult at risk’ (as defined within the University’s Safeguarding Policy and Procedure: Safeguarding Policy
If the individual who has received your disclosure suspects that you are at risk of causing harm to yourself or others
In addition to this, in certain circumstances, the University may judge that action is required even if the person disclosing an incident(s) is not requesting any.
Disclosures about Sexual Misconduct:
The Contact An Advisor within Human Resources form can be used to report or disclose incidents of sexual misconduct against students or staff specifically. The form will be submitted to a trained practitioner within HR. The HR team will then contact you to provide you with advice and guidance about the options available to you so that you can make an informed choice on what you’d like to do next. The team may also signpost you to other support that is available to you.
Disclose an unwanted incident anonymously:
Staff may chose to disclose an unwanted incident anonymously, however, please be aware that choosing to disclose anonymously means we may not be able to help you directly. We will also not be able to contact you directly.
The information provided in anonymous disclosures will help the University to provide better support to others and inform prevention work across the university. Disclosing anonymously may not lead to formal action being taken.
———————————————————————————————————————————————–
Reporting to the Police
In an emergency or if you are in immediate danger, you should dial 999.
If you feel it is not an emergency, you can still report the incident to the police by calling 101 or by using the West Midlands Police Live Chat or find your local police force. An officer will take some details and should issue you with a crime reference number. There are specially trained staff and units within Police forces that can support you through the reporting process. Find out more about your options for reporting sexual violence to the police
If you need any further information, advice or support on any of these reporting options, you can contact a member of the Human Resources Department at discloseandsupport@newman.ac.uk.
Staff, visitors, contractors and members of the public have the option to disclose an incident(s) anonymously:
Disclose an unwanted incident(s) anonymously:
Whilst students are not able to disclose an incident(s) anonymously, they may choose to make a formal report. Further information about this process can be found here.
We understand that choosing to disclose anonymously may be a difficult time for you and we want to help support you.
Disclosing anonymously means that your identity is protected when you submit an anonymous report. We will therefore not be able to contact you or offer you any specific support.
The information you give us will help us to provide better support to others and inform prevention work across the university. However, disclosing anonymously will not lead to formal action being taken. We are not able to take action against individuals as a result of an anonymous disclosure.
The information contained will only be passed on to relevant staff members on a strictly need to know basis. Birmingham Newman will not disclose any personal or identifiable information to others, unless we believe there is a serious safety or welfare concern.
If you would like to speak to someone, or need direct support or guidance, please Contact an Advisor with HR or a Dignity at Work Contact Advisor:
- Telephone: Contact Us Human Resources
- Email HR: discloseandsupport@newman.ac.uk
- Book an Appointment to Speak to an Advisor: Contact an Advisor Form (includes contact details)
- Dignity at Work Contact Advisor: Dignity at Work Contacts
Contact an Advisor within HR:
Disclose an unwanted incident(s) anonymously:
There may be reasons why you would prefer to disclose your experiences anonymously. Disclosing your experience can be an empowering action to take, and we take any information we receive about negative experiences within our staffing community very seriously.
Disclosing anonymously means that your identity is protected when you submit an anonymous disclosure We will therefore not be able to contact you or offer you any specific support.
If you need direct support or guidance, please choose to fill in the form to Contact an Advisor with HR or Dignity at Work Contact Advisor:
- Telephone: Contact Us Human Resources
- Email HR: discloseandsupport@newman.ac.uk
- Book an Appointment to Speak to an Advisor: Contact an Advisor Form (includes contact details)
- Dignity at Work Contact Advisor: Dignity at Work Contacts
We are not able to take any direct action against individuals as a result of anonymous disclosures
Contact an Advisor within HR:
Disclose an unwanted incident(s) anonymously:
The University uses the data within anonymous disclosures to identify trends or patterns emerging in our community and work with relevant Schools, Departments or external agencies, to provide better support to others and inform prevention work across the University.
We will not be able to contact you or act on the specific information contained in an anonymous disclosure, but it will be used to better understand the issues impacting our university community and to shape our prevention and response to unacceptable behaviour.
On the anonymous disclosure form, we ask why you chose to disclose anonymously. Capturing this enables us to identify potential barriers to reporting and means we can review whether there is more information or support we can provide to reduce and remove such barriers.
We will not collect or store any information that goes against our staff privacy policy or wider privacy policy: Birmingham Newman University Privacy Notices. In certain circumstances, the University may judge that action is required even if the person reporting is not requesting any.
The information contained in this disclosure will only be passed on to relevant staff members on a strictly need to know basis. Birmingham Newman will not disclose any personal or identifiable information to others, unless we believe there is a serious safety or welfare concern.
Disclose vs Report – Know the Difference
Disclosure:
By making a disclosure, you are telling an individual(s) within the University about your experience, either indicating that you do not want the University to take further action at this moment in time, or being aware that if you choose to disclose an incident(s) anonymously, the University may not be able to take action based on the information provided.
The University’s disclosure routes include:
Contacting an Advisor within HR about your experience:
Telephone: Contact Us Human Resources
Email HR: discloseandsupport@newman.ac.uk
Book an Appointment with an Advisor in HR: Contact an Advisor Form (includes contact details)
OR
Disclose an unwanted incident(s) anonymously: Disclose Anonymously (limited action can be taken).
OR
Contacting a Dignity at Work Contact Advisor: Dignity at Work Contacts
If you chose to contact an Advisor within HR or a Dignity at Work Contact Advisor, they will be able to provide you with advice and guidance about the options available to you so that you can make an informed choice on what you’d like to do next.
Please be aware that there may be occasions where you disclose something to an individual where they are unable to keep the information you have disclosed confidential. They may be obliged to inform the University’s Designated Safeguarding Officer for staff of a disclosure if:
You are under 18 / an ‘adult at risk’ (as defined within the University’s Safeguarding Policy and Procedure: Safeguarding Policy
If the disclosure involves or may impact an individual who is under the age of 18 / an ‘adult at risk’ (as defined within the University’s Safeguarding Policy and Procedure: Safeguarding Policy
If the individual who has received your disclosure suspects that you are at risk of causing harm to yourself or others
In addition to this, in certain circumstances, the University may judge that action is required even if the person disclosing an incident(s) is not requesting any.
Click here to contact an advisor within Human Resources about your experience:
Telephone: Contact Us Human Resources
Email HR: discloseandsupport@newman.ac.uk
Book an Appointment with an Advisor in HR:
Disclose an unwanted incident(s) anonymously:
Click here to contact to a Dignity at Work Contact Advisor:
———————————————————————————————————————————————–Report:
- Reporting to the Police
In an emergency or if you are in immediate danger, you should dial 999.
If you feel it is not an emergency, you can still report the incident to the police by calling 101 or by using the West Midlands Police Live Chat or find your local police force. An officer will take some details and should issue you with a crime reference number. There are specially trained staff and units within Police forces that can support you through the reporting process. Find out more about your options for reporting sexual violence to the police.
- Reporting to the University
By making a report, you are formally informing the University about your experience(s) with the purpose and/or intent of instigating action under one or more of the University’s relevant policies and procedures.
You may choose to make a report after speaking with an advisor within HR or a Dignity at Work Contact:
Telephone: Contact Us Human Resources
Email HR: discloseandsupport@newman.ac.uk
Book an Appointment to Contact an Advisor:
Click here to contact to a Dignity at Work Contact Advisor Dignity at Work Contacts
Alternatively, there are several key policies under which a complaint or concern can be reported. These include but are not limited to:
Staff Dignity at Work Policy and Procedure: Staff Dignity at Work Policy and Procedure
Grievance Policy and Procedure: Staff Grievance Policy and Procedure
Prevention of Sexual Harassment and Sexual Misconduct Policy and Procedure: Prevention of Sexual Harassment and Misconduct Policy
Safeguarding Policy and Procedure Safeguarding Policy
Whistleblowing Policy and Procedure Whistleblowing Policy
If you choose to contact an Advisor within HR or a Dignity at Work Contact Advisor, they can tell you more about each of these policies and procedures and what is involved within the reporting process.
Contact an Advisor within HR about your experience:
- Telephone: Contact Us Human Resources
- Email HR: discloseandsupport@newman.ac.uk
- Book an Appointment with an Advisor In HR:
Contact a Dignity at Work Contact Advisor: Dignity at Work Contacts
It can be intimidating to begin an anonymous or non-anonymous disclosure form if you are not sure what you’re going to be asked. So that you can feel prepared we have compiled an overview of the types of questions you will be asked.
In the Disclose Anonymously Form there are multi-choice and a limited number of free text response questions.
Disclose an unwanted incident(s) anonymously:
There are a number of mandatory questions asking you to provide information on the disclosure you would like or feel able to make, indicate what best describes the situation your disclosure relates to via the selection of one or more listed definitions, indicate, if you feel able to, whether the incident(s) happened to you or someone else, indicate what area of the University you are connected with and whether the reported party is in the same area of the University, indicate why you chose to disclose anonymously.
In addition to this, there are several optional questions asking you to indicate when the incident(s) started or took place, indicate where the incident(s) took place and provide equality and diversity monitoring information.
Please be aware that choosing to disclose anonymously means we will not be able to help you directly. The information you give us will help us to provide better support to others and inform prevention work across the university. However, disclosing anonymously will not lead to formal action being taken.
In the Contact an Advisor Form (includes contact details), you will be asked to provide your name and contact details so an Adviser can contact you.
Contact an Advisor within HR:
Make a Formal Complaint:
A formal complaint against students, staff or third parties (visitors, contractors and members of the public) relating to sexual misconduct or harassment (sexual and not sexual) can also be made under the Staff Grievance, Staff Dignity at Work and Prevention of Sexual Harassment and Misconduct policies and procedures. Your formal compliant will be acknowledged by a manager within the University who may also signpost you to other support that is available to you.
Contact an Adviser:
Staff have the option to Disclose or Report the unwanted incident or conduct to an Advisor within Human Resources or a Dignity at Work Contact Advisor by:
- Telephone: Contact Us Human Resources
- Book an Appointment: Contact an Advisor Form (includes contact details)
- Contact: Dignity at Work Contacts
- Email HR: discloseandsupport@newman.ac.uk
- OR
- Disclose an incident via our Disclose with Contact Details Form Contact an Advisor Form (includes contact details)
Contact an Advisor within HR:
If you chose to contact an advisor within HR or a Dignity at Work Contact Advisor, they will be able to provide you with advice and guidance about the options available to you so that you can make an informed choice on what you’d like to do next. You can find more information about contacting an Advisor here.
Please be aware that there may be occasions where you disclose something to an individual where they are unable to keep the information you have disclosed confidential. They may be obliged to inform the University’s Designated Safeguarding Officer for staff of a disclosure if:
You are under 18 / an ‘adult at risk’ (as defined within the University’s Safeguarding Policy and Procedure: Safeguarding Policy
If the disclosure involves or may impact an individual who is under the age of 18 / an ‘adult at risk’ (as defined within the University’s Safeguarding Policy and Procedure: Safeguarding Policy
If the individual who has received your disclosure suspects that you are at risk of causing harm to yourself or others
In addition to this, in certain circumstances, the University may judge that action is required even if the person disclosing an incident(s) is not requesting any.
Complain about Sexual Misconduct specifically:
The Contact An Advisor within Human Resources form can be used to report or disclose incidents of sexual misconduct against students or staff specifically. The form will be submitted to a trained practitioner within HR. The HR team will then contact you to provide you with advice and guidance about the options available to you so that you can make an informed choice on what you’d like to do next. The team may also signpost you to other support that is available to you.
Disclose an unwanted incident(s) anonymously:
You may choose to disclose information about an unwanted incident or conduct involving another member of staff anonymously: Disclose Anonymously (limited action can be taken). Whichever option you choose, you need to be aware that disclosing and reporting an incident are separate decisions that result in different levels of response or action from the University.
Please be aware that choosing to disclose anonymously means we will not be able to help you directly. We will not be able to contact you directly. The information you give us will help us to provide better support to others and inform prevention work across the university. However, disclosing anonymously will not lead to formal action being taken.
More information about anonymous disclosures can be found here: Anonymous Disclosures – What to Expect
A formal report about a student can be made under the University’s Student Complaints Procedure: Complaints Procedure. Your formal compliant will be acknowledged by a contact within the University who may also signpost you to other support that is available to you.
Contact an Advisor:
Staff have the option to Disclose or Report the unwanted incident or conduct to an Advisor within Human Resources or a Dignity at Work Contact Advisor by:
- Telephone: Contact Us Human Resources
- Book an Appointment: Contact an Advisor Form (includes contact details)
- Contact: Dignity at Work Contacts
- Email HR: discloseandsupport@newman.ac.uk
- OR
- Disclose an incident via our Disclose with Contact Details Form
If you chose to contact an Advisor within HR or a Dignity at Work Contact Advisor, they will be able to provide you with advice and guidance about the options available to you so that you can make an informed choice on what you’d like to do next. You can find more information about contacting an Advisor here.
Please be aware that there may be occasions where you disclose something to an individual where they are unable to keep the information you have disclosed confidential. They may be obliged to inform the University’s Designated Safeguarding Officer for staff of a disclosure if:
You are under 18 / an ‘adult at risk’ (as defined within the University’s Safeguarding Policy and Procedure: Safeguarding Policy
If the disclosure involves or may impact an individual who is under the age of 18 / an ‘adult at risk’ (as defined within the University’s Safeguarding Policy and Procedure: Safeguarding Policy
If the individual who has received your disclosure suspects that you are at risk of causing harm to yourself or others
In addition to this, in certain circumstances, the University may judge that action is required even if the person disclosing an incident(s) is not requesting any.
Complain about Sexual Misconduct specifically:
This form can be used to report or disclose incidents of sexual misconduct against students or staff specifically. The form will be submitted to a trained practitioner within HR. The HR team will then contact you to provide you with advice and guidance about the options available to you so that you can make an informed choice on what you’d like to do next. The team may also signpost you to other support that is available to you.
Disclose an incident anonymously
You may choose to disclose information about an unwanted incident or conduct involving a student anonymously: Disclose Anonymously. Whichever option you choose, you need to be aware that disclosing and reporting an incident are separate decisions that result in different levels of response or action from the University.
Please be aware that choosing to disclose anonymously means we will not be able to help you directly. We will not be able to contact you directly. The information you give us will help us to provide better support to others and inform prevention work across the university. However, disclosing anonymously will not lead to formal action being taken.
More information about anonymous disclosures can be found here: Anonymous Disclosures – What to Expect
Make a Formal Complaint:
If you wish to make a formal complaint about a visitor, contractor or member of the public, please contact your line manager. Your formal compliant will be acknowledged by a contact within the University who may also signpost you to other support that is available to you.
Contact an Adviser:
Staff have the option to Disclose or Report the unwanted incident or conduct involving a visitor, contractor or member of the public to an Advisor within Human Resources or a Dignity at Work Contact Advisor by:
- Telephone: Contact Us Human Resources
- Book an Appointment: Contact an Advisor Form (includes contact details)
- Contact: Dignity at Work Contacts
- Email HR: discloseandsupport@newman.ac.uk
- OR
- Disclose an incident via our Disclose with Contact Details Form
If you chose to contact an Advisor within HR or a Dignity at Work Contact Advisor, they will be able to provide you with advice and guidance about the options available to you so that you can make an informed choice on what you’d like to do next.
Please be aware that there may be occasions where you disclose something to an individual where they are unable to keep the information you have disclosed confidential. They may be obliged to inform the University’s Designated Safeguarding Officer for staff of a disclosure if:
You are under 18 / an ‘adult at risk’ (as defined within the University’s Safeguarding Policy and Procedure: Safeguarding Policy
If the disclosure involves or may impact an individual who is under the age of 18 / an ‘adult at risk’ (as defined within the University’s Safeguarding Policy and Procedure: Safeguarding Policy
If the individual who has received your disclosure suspects that you are at risk of causing harm to yourself or others
In addition to this, in certain circumstances, the University may judge that action is required even if the person disclosing an incident(s) is not requesting any.
Complain about Sexual Misconduct specifically:
The Contact An Advisor form can be used to report or disclose incidents of sexual misconduct against students, staff, visitors, contractors and members of the public specifically.
Disclose an unwanted incident(s) anonymously:
You may choose to disclose information about an unwanted incident or conduct involving a visitor, contractor or member of the public anonymously: Disclose Anonymously (limited action can be taken). Whichever option you choose, you need to be aware that disclosing and reporting an incident are separate decisions that result in different levels of response or action from the University.
Please be aware that choosing to disclose anonymously means we will not be able to help you directly. We will not be able to contact you directly. The information you give us will help us to provide better support to others and inform prevention work across the university. However, disclosing anonymously will not lead to formal action being taken.
More information about anonymous disclosures can be found here: Anonymous Disclosures – What to Expect
Disclose vs Report – Know the Difference
Disclosure:
By making a disclosure, you are telling an individual(s) within the University about your experience, either indicating that you do not want the University to take further action at this moment in time, or being aware that if you choose to disclose an incident(s) anonymously, the University may not be able to take action based on the information provided.
The University’s disclosure routes include:
Contacting an Advisor within HR about your experience:
Telephone: Contact Us Human Resources
Email HR: discloseandsupport@newman.ac.uk
Book an Appointment with an Advisor in HR: Contact an Advisor Form (includes contact details)
OR
Disclose an unwanted incident(s) anonymously: Disclose Anonymously (limited action can be taken).
OR
Contacting a Dignity at Work Contact Advisor: Dignity at Work Contacts
If you chose to contact an Advisor within HR or a Dignity at Work Contact Advisor, they will be able to provide you with advice and guidance about the options available to you so that you can make an informed choice on what you’d like to do next.
Please be aware that there may be occasions where you disclose something to an individual where they are unable to keep the information you have disclosed confidential. They may be obliged to inform the University’s Designated Safeguarding Officer for staff of a disclosure if:
You are under 18 / an ‘adult at risk’ (as defined within the University’s Safeguarding Policy and Procedure: Safeguarding Policy
If the disclosure involves or may impact an individual who is under the age of 18 / an ‘adult at risk’ (as defined within the University’s Safeguarding Policy and Procedure: Safeguarding Policy
If the individual who has received your disclosure suspects that you are at risk of causing harm to yourself or others
In addition to this, in certain circumstances, the University may judge that action is required even if the person disclosing an incident(s) is not requesting any.
Click here to contact an advisor within Human Resources about your experience:
Telephone: Contact Us Human Resources
Email HR: discloseandsupport@newman.ac.uk
Book an Appointment with an Advisor in HR:
Disclose an unwanted incident(s) anonymously:
Click here to contact to a Dignity at Work Contact Advisor:
—————————————————————————————————————————————Report:
- Reporting to the Police
In an emergency or if you are in immediate danger, you should dial 999.
If you feel it is not an emergency, you can still report the incident to the police by calling 101 or by using the West Midlands Police Live Chat or find your local police force. An officer will take some details and should issue you with a crime reference number. There are specially trained staff and units within Police forces that can support you through the reporting process. Find out more about your options for reporting sexual violence to the police.
- Reporting to the University
By making a report, you are formally informing the University about your experience(s) with the purpose and/or intent of instigating action under one or more of the University’s relevant policies and procedures.
You may choose to make a report after speaking with an advisor within HR or a Dignity at Work Contact:
Telephone: Contact Us Human Resources
Email HR: discloseandsupport@newman.ac.uk
Book an Appointment to Contact an Advisor:
Click here to contact to a Dignity at Work Contact Advisor Dignity at Work Contacts
Alternatively, there are several key policies under which a complaint or concern can be reported. These include but are not limited to:
Staff Dignity at Work Policy and Procedure: Staff Dignity at Work Policy and Procedure
Grievance Policy and Procedure: Staff Grievance Policy and Procedure
Prevention of Sexual Harassment and Sexual Misconduct Policy and Procedure: Prevention of Sexual Harassment and Misconduct Policy
Safeguarding Policy and Procedure Safeguarding Policy
Whistleblowing Policy and Procedure Whistleblowing Policy
If you choose to contact an Advisor within HR or a Dignity at Work Contact Advisor, they can tell you more about each of these policies and procedures and what is involved within the reporting process.
Contact an Advisor within HR about your experience:
- Telephone: Contact Us Human Resources
- Email HR: discloseandsupport@newman.ac.uk
- Book an Appointment with an Advisor In HR:
They will be available if, for any reason you feel unable to seek advice from your line manager, University Management Team (UMT) manager or the Human Resources Department.
The role of the volunteer Dignity at Work Contact Advisor is to meet with individuals and provide appropriate support such as:
- Listening effectively to their concerns and fully exploring the issues involved
- Helping them to analyse the problem they face
- Providing full, clear and accurate information on the University’s Dignity at Work Policy and Procedure and other University policies as appropriate
- Helping them to understand the courses of action open to them and advising on the practicalities involved in progressing each course of action
- Advising on appropriate sources of support – both internal and external to the University.
If the individual wishes to attempt an informal resolution, the Dignity at Work Contacts can:
- Explain the informal procedures
- Help them to think about how they might approach the other party and a form of words to address their concerns
If the individual wishes to make a formal complaint, the Dignity at Work Contacts can:
- Explain the formal procedures
- Advise the individual as to how to prepare a complaint and the process that will be followed.
The Dignity at Work Contacts cannot:
- Decide or give a view about whether the behaviour constitutes harassment
- Give legal advice
- Offer ongoing emotional support
- Except in exceptional cases, meet with you more than once
- Act as a representative if you decide to take action
- Attend meetings with you
- Write letters on your behalf
If you would like to talk confidentially to a Dignity at Work Contact, please contact one of the designated contacts below. The Contact will then call or email you to arrange an appointment.
If an individual suffers a physical or sexual assault, a contact will be able to offer initial advice and support, but the individual should ensure that they read the University’s Prevention of Sexual Harassment and Misconduct Policy and follow the advice in there. The individual may also choose to report their physical or sexual assault to the Police.
Contacts may well be able to provide all the support an individual needs, but they are not professional counsellors and if a party does need longer-term help, especially if a complaint cannot be resolved informally, assistance should be sought from one of the other sources of professional help listed in the Sources of Support section.
Your Dignity at Work Contacts can be found: Dignity at Work Contacts
What is sexual harassment and misconduct?
Sexual harassment is unwanted behaviour of a sexual nature that violates someone’s dignity or creates an intimidating, hostile, degrading or offensive environment. It also includes less favourable treatment due to rejecting or submitting to such conduct.
Sexual misconduct: Sexual misconduct (as defined by the Office for Students: Harassment and Sexual Misconduct Condition E6) means any unwanted or attempted unwanted conduct of a sexual nature and includes, but is not limited to:
- sexual harassment;
- sexual assault; and
iii. rape. i.e. sex without consent, as defined within the Sexual Offences Act 2003.
Sexual misconduct can take many forms, but the important thing is that it is any sexual behaviour which disregards a person’s informed consent. It covers behaviour by an individual or a group which violates a person’s dignity and creates an intimidating, hostile, degrading, humiliating or offensive environment. It can be a single incident, or a string of persistent behaviour. You don’t need to have objected to a certain kind of behaviour in the past for it to be unwanted and constitute sexual misconduct. Examples of sexual misconduct can include, but is not limited to:
- Unwanted sexual advances
- Unwanted sexual contact
- Sex without consent
- Propositions and sexual advances
- Unwelcome touching (under or over clothing), hugging, massaging or kissing
- Upskirting (the action or practice of taking photographs or videos up an individual’s skirt or dress without consent)
- Making promises in return for sexual favours
- Making unwanted sexual comments or degrading remarks
- Sending unwanted emails/texts/images of a sexual nature
- Sending sexually explicit emails or text messages
- Sexual posts or contact on social media
- Recording and/or sharing intimate images or recordings of another person without their consent
- Any attempt to persuade or coerce you to consent to anything sexual
- Spreading sexual rumours about a person
- Making sexual comments or jokes
- Displaying sexually graphic pictures, posters or photographs
- Suggestive looks, staring or leering, sexual gestures including showing sexual organs to another person
- Intrusive questions about a person’s private or sex life or a person discussing their own sex life
- Repeatedly following an individual
Anyone can be targeted by sexual misconduct, regardless of gender or sexuality. It does not matter if you have previously consented to sexual acts with that person, or with others. Whatever the circumstances, nobody has the right to force you to have sex or touch you without your consent. If this happens to you, it’s important to remember it’s not your fault.
You may also have heard or seen the terms ‘sexual assault’, ‘sexual violence’, or ‘sexual harassment’. These all have separate but overlapping meanings, and if there is a term which feels most appropriate to describe what you have experienced, we encourage you to use whatever language feels best for you.
If you have experienced any form of sexual misconduct, you are not alone, and we are here to support you. There is further information about the support available to you via the University and national and local services here.
If you are thinking about reporting or disclosing an incident, you can find out more information here:
Staff: Staff
Students: Students
Third parties, visitors, contractors and others: Third parties, visitors, contractors and others
Our policies and procedures relating to sexual harassment and sexual misconduct can be found here: Policies and Procedures.
- Prevention of Sexual Harassment & Misconduct Policy
- Personal Relationship Policy
- Personal Relationship Declaration Form
- Management Plan – Declaration of Personal Relationship
- Ending of Personal Relationship Declaration Form
- Unacceptable Behaviours
- Conflict of Interest Guidance
- Safeguarding Policy
- Public Interest Disclosure Procedure (‘Whistle blowing’ procedure)
What is consent?
Consent is when everyone involved freely gives informed permission for something to happen and is comfortable with it happening. Consent is about setting and respecting boundaries and checking in regularly if things are not clear. The FRIES acronym is a simple way to remember what’s required for sexual consent. Alternatively, you may find the video resource below helpful.
F: Freely given
Consent should always be given freely without fear, pressure, coercion or manipulation. It can’t be given by someone who’s incapacitated, like if they’re drunk or high.
Example: You meet someone on a night out and you really like them, but you’re not ready for things to progress physically yet. They keep asking you repeatedly, and you like them so much that you eventually say yes to make them happy. In this scenario, because you’re pressured, consent is not freely given.
R : Reversible
Consent can always be revoked – you’re allowed to change your mind at any time about what you’re okay with.
Example: You’re getting physical with your partner, and even though you’ve had sex together before, for some reason you’re just not feeling it right now. You tell your partner you’re not into it and say you want to stop. In this scenario, you gave consent and then revoked it.
I: Informed
You can only consent to something if you know all the details of what you’re agreeing to before, during, and after.
Example: A sexual partner says they’ll use a condom. Partway through, they take it off without you knowing because they say it feels better. In this scenario, you didn’t agree to have sex without a condom so consent was not informed.
E: Enthusiastic
When it comes to sex, you should only ever do things that you really want to do. Consent means the presence of a ‘yes’ – whether it’s verbal or non-verbal – rather than the absence of a ‘no’. Nobody should feel pressured, uncertain, or hesitant.
Example: You’re trying something new with your partner. They seemed a little hesitant at first and you aren’t sure if they’re having a good time, but they haven’t said they don’t like it, so you keep going.
In this scenario, you don’t have full consent because you don’t have any verbal or non-verbal cues that your partner is enthusiastic.
If you’re not sure your partner likes what you’re doing, you should always check in with them to make sure they’re comfortable.
S: Specific
Giving consent to do one thing doesn’t mean that you’re okay with doing anything else. Never assume someone is okay with doing something if you haven’t asked first.
Example: You agree to go to someone’s bedroom to make out. They start taking their clothes off and touching you. In this scenario, your partner doesn’t have your full consent. They should have checked in with you to make sure you were okay with doing more than kissing without making assumptions about what you would be okay with.
Without consent, any kind of sexual activity is assault or rape.
Give, get and take back consent
If you or someone you know is a survivor or victim of sexual violence, find out more about the confidential support available to you here: Support Page.
What is condition ‘E6’ Harassment and Sexual Misconduct (Office for Students)
The ‘E6’ Office for Students Condition of Registration, came into effect on 1 August 2025 and mandates that higher education providers in England must protect students from harassment and sexual misconduct.
This condition requires universities registered with the Office for Students to establish clear policies and procedures for addressing incidents of harassment and sexual misconduct, including training, support, and reporting pathways. The condition also placed a ban on the use of non-disclosure agreements in relation to allegations from students relating harassment and sexual misconduct from students.
You can read more about the Office for Students condition here.
What is the Worker Protection Act?
The Worker Protection (Amendment of Equality Act 2010) Act 2023, often referred to as the Worker Protection Act 2024, came into effect in October 2024. The Worker Protection Act places a legal duty for employers to proactively take reasonable steps to prevent sexual harassment of their employees.
You can read more about the requirements of the Worker Protection Act here.
Reporting Options
If you have experienced harassment or sexual misconduct, Birmingham Newman University is committed to supporting you. You have control over what steps you take, there are several ways to report the incident, if you choose to do so.
Below we will outline how you can report to the police, the University, or access support without making a formal report.
It’s your choice. It’s completely up to you whether or not to report what’s happened, but you might find it helpful to talk to someone so you are not alone. There are a few options:
Make a Formal Complaint:
A formal complaint against students, staff or third parties (visitors, contractors and members of the public) relating to sexual misconduct or harassment can be made under the Staff Grievance, Staff Dignity at Work and Prevention of Sexual Harassment and Misconduct policies and procedures. Your formal compliant will be acknowledged by a manager within the University who may also signpost you to other support that is available to you.
Contact an Adviser:
Staff have the option to Disclose or Report the unwanted incident or conduct to an Advisor within Human Resources or a Dignity at Work Contact Advisor by:
- Telephone: Contact Us Human Resources
- Book an Appointment: Contact an Advisor Form (includes contact details)
- Contact: Dignity at Work Contacts
- Email HR: discloseandsupport@newman.ac.uk
- OR
- Disclose an incident via our Disclose with Contact Details Form Contact an Advisor Form (includes contact details)
Contact an Advisor within HR:
If you chose to contact an advisor within HR or a Dignity at Work Contact Advisor, they will be able to provide you with advice and guidance about the options available to you so that you can make an informed choice on what you’d like to do next.
Please be aware that there may be occasions where you disclose something to an individual where they are unable to keep the information you have disclosed confidential. They may be obliged to inform the University’s Designated Safeguarding Officer for staff of a disclosure if:
You are under 18 / an ‘adult at risk’ (as defined within the University’s Safeguarding Policy and Procedure: Safeguarding Policy
If the disclosure involves or may impact an individual who is under the age of 18 / an ‘adult at risk’ (as defined within the University’s Safeguarding Policy and Procedure: Safeguarding Policy
If the individual who has received your disclosure suspects that you are at risk of causing harm to yourself or others
In addition to this, in certain circumstances, the University may judge that action is required even if the person disclosing an incident(s) is not requesting any.
Complain about Sexual Misconduct specifically:
The Contact An Advisor within Human Resources form can be used to report or disclose incidents of sexual misconduct against students or staff specifically. The form will be submitted to a trained practitioner within HR. The HR team will then contact you to provide you with advice and guidance about the options available to you so that you can make an informed choice on what you’d like to do next. The team may also signpost you to other support that is available to you.
———————————————————————————————————————————————–
Reporting to the Police
In an emergency or if you are in immediate danger, you should dial 999.
If you feel it is not an emergency, you can still report the incident to the police by calling 101 or by using the West Midlands Police Live Chat or find your local police force. An officer will take some details and should issue you with a crime reference number. There are specially trained staff and units within Police forces that can support you through the reporting process. Find out more about your options for reporting sexual violence to the police
If you need any further information about the reporting options available to you, please contact a member of the Human Resources Department at discloseandsupport@newman.ac.uk.
Disclosure Options
If you have experienced harassment or sexual misconduct, Birmingham Newman University is committed to supporting you. You have control over what steps you take.
Below we will outline how you can access support without making a formal report.
It’s your choice. It’s completely up to you whether or not to report what’s happened, but you might find it helpful to talk to someone so you are not alone. There are a few options:
Contact an Adviser:
Staff have the option to Disclose or Report the unwanted incident or conduct to an Advisor within Human Resources or a Dignity at Work Contact Advisor by:
- Telephone: Contact Us Human Resources
- Book an Appointment: Contact an Advisor Form (includes contact details)
- Contact: Dignity at Work Contacts
- Email HR: discloseandsupport@newman.ac.uk
- OR
- Disclose an incident via our Disclose with Contact Details Form Contact an Advisor Form (includes contact details)
Contact an Advisor within HR:
If you chose to contact an advisor within HR or a Dignity at Work Contact Advisor, they will be able to provide you with advice and guidance about the options available to you so that you can make an informed choice on what you’d like to do next.
Please be aware that there may be occasions where you disclose something to an individual where they are unable to keep the information you have disclosed confidential. They may be obliged to inform the University’s Designated Safeguarding Officer for staff of a disclosure if:
You are under 18 / an ‘adult at risk’ (as defined within the University’s Safeguarding Policy and Procedure: Safeguarding Policy
If the disclosure involves or may impact an individual who is under the age of 18 / an ‘adult at risk’ (as defined within the University’s Safeguarding Policy and Procedure: Safeguarding Policy
If the individual who has received your disclosure suspects that you are at risk of causing harm to yourself or others
In addition to this, in certain circumstances, the University may judge that action is required even if the person disclosing an incident(s) is not requesting any.
Disclosures about Sexual Misconduct:
The Contact An Advisor within Human Resources form can be used to report or disclose incidents of sexual misconduct against students or staff specifically. The form will be submitted to a trained practitioner within HR. The HR team will then contact you to provide you with advice and guidance about the options available to you so that you can make an informed choice on what you’d like to do next. The team may also signpost you to other support that is available to you.
Disclose an unwanted incident anonymously:
Staff may chose to disclose an unwanted incident anonymously, however, please be aware that choosing to disclose anonymously means we may not be able to help you directly. We will also not be able to contact you directly.
The information provided in anonymous disclosures will help the University to provide better support to others and inform prevention work across the university. Disclosing anonymously may not lead to formal action being taken.
———————————————————————————————————————————————–
Reporting to the Police
In an emergency or if you are in immediate danger, you should dial 999.
If you feel it is not an emergency, you can still report the incident to the police by calling 101 or by using the West Midlands Police Live Chat or find your local police force. An officer will take some details and should issue you with a crime reference number. There are specially trained staff and units within Police forces that can support you through the reporting process. Find out more about your options for reporting sexual violence to the police
If you need any further information, advice or support on any of these reporting options, you can contact a member of the Human Resources Department at discloseandsupport@newman.ac.uk.
Staff, visitors, contractors and members of the public have the option to disclose an incident(s) anonymously:
Disclose an unwanted incident(s) anonymously:
Whilst students are not able to disclose an incident(s) anonymously, they may choose to make a formal report. Further information about this process can be found here.
We understand that choosing to disclose anonymously may be a difficult time for you and we want to help support you.
Disclosing anonymously means that your identity is protected when you submit an anonymous report. We will therefore not be able to contact you or offer you any specific support.
The information you give us will help us to provide better support to others and inform prevention work across the university. However, disclosing anonymously will not lead to formal action being taken. We are not able to take action against individuals as a result of an anonymous disclosure.
The information contained will only be passed on to relevant staff members on a strictly need to know basis. Birmingham Newman will not disclose any personal or identifiable information to others, unless we believe there is a serious safety or welfare concern.
If you would like to speak to someone, or need direct support or guidance, please Contact an Advisor with HR or a Dignity at Work Contact Advisor:
- Telephone: Contact Us Human Resources
- Email HR: discloseandsupport@newman.ac.uk
- Book an Appointment to Speak to an Advisor: Contact an Advisor Form (includes contact details)
- Dignity at Work Contact Advisor: Dignity at Work Contacts
Contact an Advisor within HR:
Disclose an unwanted incident(s) anonymously:
There may be reasons why you would prefer to disclose your experiences anonymously. Disclosing your experience can be an empowering action to take, and we take any information we receive about negative experiences within our staffing community very seriously.
Disclosing anonymously means that your identity is protected when you submit an anonymous disclosure We will therefore not be able to contact you or offer you any specific support.
If you need direct support or guidance, please choose to fill in the form to Contact an Advisor with HR or Dignity at Work Contact Advisor:
- Telephone: Contact Us Human Resources
- Email HR: discloseandsupport@newman.ac.uk
- Book an Appointment to Speak to an Advisor: Contact an Advisor Form (includes contact details)
- Dignity at Work Contact Advisor: Dignity at Work Contacts
We are not able to take any direct action against individuals as a result of anonymous disclosures
Contact an Advisor within HR:
Disclose an unwanted incident(s) anonymously:
The University uses the data within anonymous disclosures to identify trends or patterns emerging in our community and work with relevant Schools, Departments or external agencies, to provide better support to others and inform prevention work across the University.
We will not be able to contact you or act on the specific information contained in an anonymous disclosure, but it will be used to better understand the issues impacting our university community and to shape our prevention and response to unacceptable behaviour.
On the anonymous disclosure form, we ask why you chose to disclose anonymously. Capturing this enables us to identify potential barriers to reporting and means we can review whether there is more information or support we can provide to reduce and remove such barriers.
We will not collect or store any information that goes against our staff privacy policy or wider privacy policy: Birmingham Newman University Privacy Notices. In certain circumstances, the University may judge that action is required even if the person reporting is not requesting any.
The information contained in this disclosure will only be passed on to relevant staff members on a strictly need to know basis. Birmingham Newman will not disclose any personal or identifiable information to others, unless we believe there is a serious safety or welfare concern.
We want everyone part of the Birmingham Newman University to feel safe, supported and able to reach their full potential.
We have in place a comprehensive network of support services available across the University. Further information about these can be found here
Sexual assault referral centres (SARCS)
- Horizon SARC (Birmingham) provides confidential support to anyone affected by rape or sexual assault. The specialist team can provide emotional support, access to counselling, support from an Independent Sexual Violence Advisor (ISVA), medical services such as sexual health care and emergency contraception, forensic examinations, practical help, and information about the process of reporting to the police.
- Blue Sky Centre is a Sexual Assault Referral Centre (SARC) in Coventry offering confidential support, medical care, and forensic services to anyone affected by sexual violence. Support is available 24/7, whether or not you choose to involve the police – 02476 865505.
- The Survivors Trust is a national membership organisation supporting specialist rape and sexual abuse services
- Rape Crisis England provides free, local support and services for victims and survivors of rape, sexual assault, sexual abuse and all other forms of sexual violence
- Refuge is the largest domestic abuse organisation for women, supporting thousands of women and children who are trying to escape domestic abuse
- Mankind is a confidential helpline available for male victims of domestic abuse and domestic violence across the UK
- The NHS domestic violence and abuse page includes phone and email contacts for support organisations. It also includes information about making a safety plan.
- National Rape and Sexual Abuse Support Line – 0808 500 2222
For staff, support is available via central departments such as Human Resources Department, trained Dignity at Work Contacts and its staff wellbeing provision.
For non-emergency situations
For staff, the University’s internal support options include:
- The University’s designated health and wellbeing information page for employees: Staff Health and Wellbeing.
- University’s Employee Assistance Programme which gives you access to accredited counsellors via their 24/7 confidential telephone support line. The Employee Assistance Programme offers advice and information on a wide range of topics including: stress, relationship difficulties, bereavement, family issues, anxiety, emotional problems, health and wellbeing, financial and debt support, legal support.:
- Human Resources Department: Contact Us Human Resources is an internal department within the University who provide support for both staff and managers relating to the employee lifecycle. The Human Resources Department can advise you of the support options available to you as a member of staff at Birmingham Newman University.
- The University’s Dignity at Work Contact Advisors: Dignity at Work Contacts who are trained contacts within the University, able to provide advice and guidance on the support options available to you as a member of staff.
- The University’s designated Mental Health First Aiders: First Aid Contact List (including Mental Health Advisors) within the University can provide first line mental health support and signpost individuals to mental health and wellbeing support available to them: First Aid
- The University’s designated Safeguarding Officers: Safeguarding, trained individuals who can signpost staff to the University’s Safeguarding Policy and Procedure and talk through the process involved in making a Safeguarding report
The University’s recognised trade unions (UCU and UNISON):
- Unison Branch contact details: UNISON
- UCU email: UCU@newman.ac.uk
- UCU contacts
Chaplaincy Team – the Chaplaincy team is experienced in providing a confidential and welcoming space where staff can receive pastoral and spiritual support, whatever their background or beliefs. Anyone is welcome to visit and access this support.
If you aren’t sure what to do, please contact an advisor within the Human Resources Department:
- Telephone: 0121 387 4587
- Email: Discloseandsupport@newman.ac.uk
- Contact an Advisor
Contact an Advisor within HR:
- Contact: Dignity at Work Contacts
- Email HR: discloseandsupport@newman.ac.uk
Disclose an unwanted incident anonymously:
External support which may be available to you includes, but is not limited to the options listed below:
Immediate Support
If you require immediate support, the options available to you include, but are not limited to:
- If you feel at immediate risk of harm to yourself, go straight to your nearest hospital Accident and Emergency department or call Emergency Services on 999.
- Contact your doctor’s surgery (GP) and request an emergency appointment. If your doctors is not open, contact the NHS Out of Hours Service on 111, which is available 24 hours a day, 365 days a year. Calls are free from landlines and mobiles.
- Call the Samaritans on 116 123 available 24 hours a day, 365 days a year. Calls are free from landlines and mobiles.
- Call the Forward Thinking Birmingham Crisis Team on 0300 300 0099 and select option 1. They support people experiencing an extreme mental health or emotional crisis and are available 24 hours a day, 7 days a week.
Other sources of support
- Mind is a national charity with local centres which provides information, support and guidance for anyone experiencing a mental health problem, or anyone who is supporting someone with a mental health problem. They also have a comprehensive list of specialist organisations and resources.
- Able Futures can offer up to nine months of confidential mental health support to help you cope with work whilst you manage a mental health condition such as anxiety, depression or stress.
- The Priory Wellbeing Centre Birmingham offers outpatient treatment for conditions such as depression, anxiety, stress, addictions and eating disorders.
- Campaign Against Living Miserably (CALM) offers support to men in the UK, of any age, who are down or in crisis via their helpline, webchat and website.
- BAME HUB-UK provided tailored mental health and wellbeing support for BAME communities.
- Mind Out is a national mental health service run by and for the LGBTQ+ community.
- West Midlands Police
In August 2025, The Office for Students (OfS) – the independent regulator for higher education in England introduced rules called Condition E6 that’s designed to help make sure universities and colleges are safe, respectful places for all students.
In August 2025, The Office for Students (OfS) – the independent regulator for higher education in England introduced rules called Condition E6 that’s designed to help make sure universities and colleges are safe, respectful places for all students.
As part of E6, universities must take strong, fair, and effective action to prevent and respond to sexual misconduct, harassment, and abuse.
These webpages are designed to provide you with all of the information that you need to know to learn about sexual misconduct and harassment, how the university will deal with disclosures and reports and find all relevant policies.
What does condition E6 mean for students?
Under Condition E6, the University is expected to:
- Prevent sexual misconduct and harassment by building a positive, respectful campus culture.
- Support students who report experiences of sexual misconduct, including providing clear information, access to help, and a safe space to speak up.
- Respond fairly and consistently to reports or complaints, including having clear procedures in place to handle them.
- Take action against unacceptable behaviour – this could include disciplinary steps, support measures, or safeguarding actions.
- Provide training to students and staff to help build understanding about sexual misconduct and harassment.
Freedom of Speech and Academic Freedom
Birmingham Newman University is committed to protecting freedom of speech and academic freedom within the law. We uphold the rights of students, staff, and visiting speakers to express a broad range of views, recognising that the exchange of diverse perspectives is central to academic inquiry and democratic society.
In line with our Freedom of Expression Code of Practice (2021), the University ensures that lawful speech is not denied or restricted on the basis of its content, provided it does not breach legal limits such as those relating to harassment, discrimination, or public order.
We are mindful of our legal duties under the Office for Students Condition E6 and the Worker Protection Act 2023, and take a proactive approach to compliance. This includes maintaining clear, up-to-date procedures for events and external speakers, training for relevant staff, and regular review of our policies to ensure lawful freedom of expression is secured without compromising the rights and safety of others.
Our approach reflects a commitment to transparency, consistency, and regulatory assurance — supporting open debate while meeting our responsibilities as a registered provider. Find out more information about Freedom of Speech and Academic Freedom.
What is the Worker Protection Act?
The Worker Protection (Amendment of Equality Act 2010) Act 2023, often referred to as the Worker Protection Act 2024, came into effect in October 2024. The Worker Protection Act places a legal duty for employers to proactively take reasonable steps to prevent sexual harassment of their employees.
You can read more about the requirements of the Worker Protection Act here.
- Staff Disciplinary Policy
- Staff Grievance Policy
- Expectations of Behaviours (to follow)
- Public Interest Disclosure Procedure (‘Whistle blowing’ procedure)
- Safeguarding Policy
- Prevention of Sexual Harassment and Sexual Misconduct
- Lone Working Procedure
- Personal Relationship Policy
- Alcohol Drug and Substance Misuse Policy
- A-Z Human Resources Useful Forms
- Dignity at Study
- Student Disciplinary Procedures
- Student Complaints Procedure
- Freedom of Expression
Birmingham Newman University is committed to fostering an inclusive culture which promotes equality, values diversity and, inclusion and to nurturing an environment which is free from harassment (including sexual harassment and misconduct). To support this commitment, the University offers a comprehensive training programme for all staff on the topic(s) of harassment, sexual harassment, and sexual misconduct awareness.
The training programme includes a blend of both online and in-person training, mandatory depending on your role within the institution and, in summary, is designed to ensure that you:
- Recognise behaviours that may constitute harassment, sexual misconduct and sexual harassment in both yourself and others,
- Understand how you may access support if you are experiencing unwanted behaviour and/or if you believe that you may be a perpetrator, or are accused of being a perpetrator of these behaviours,
- Understand how you may support a student who discloses or reports an unwanted sexual incident to you (with specialist follow up disclosure training dependant on role) and,
- Have an awareness of what it means to be an ‘ally’ to others within the Birmingham Newman University, being an ‘active bystander’ and supporting individuals within groups that are different from your own, particularly within communities that may still be experiencing marginalisation and/or were historically marginalised,
- Understand how to appropriately conduct workplace investigations for both staff and/or students (specialist training dependant on role) and how to conduct trauma informed investigations (specialist training dependant on role),
- Understand what is meant by ‘Freedom of Speech’ principles and how to comply with these principles,
The table below provides an overview of the training programme offered by the University, broken down by staffing group.
Where you have been assigned training within the table below, this training is mandatory. In completing this training, you are confirming your understanding of its content. If you have any questions in relation to the scope and content of the training following its completion, please contact training@newman.ac.uk.
Trigger Warning:
Please note that these training courses include discussions on various topics, including but not limited to sexual harassment, sexual abuse, sexual violence and domestic abuse. The University therefore recognises that the content of this training may be difficult and/or triggering for some members of the staffing community.
If you have any concerns in relation to completing this mandatory training which means you feel you are unable to complete any of the mandatory training modules within this suite of training, you are encouraged to contact your line manager and/or a member of the Human Resources department at humanresources@newman.ac.uk.
All mandatory online training will be automatically assigned to you via the Staff Development Team, however, you can book onto in-person training via your iTrent self-service, accessible here (login via the small login button rather than the big login button). Mandatory online training includes:
- Responding to disclosures of unwanted sexual incidents
- Sexual Harassment Awareness in Higher Education
- Safeguarding in Higher Education
- Freedom of Speech
- Allyship and Active Bystander
- LGBTQIA+ Awareness
- Cultural Awareness
- Neurodiversity Awareness
Alternatively, please contact training@newman.ac.uk about upcoming training dates.
The University is constantly looking to evaluate and improve its training provision available to the staffing community. Feedback from staff in relation to this training is therefore strongly encouraged and can be sent to training@newman.ac.uk.
- View the University’s full training schedule.
Please note that in completing this training, you are confirming your understanding of its content. If you have any questions in relation to the scope and content of the training following its completion, please contact mail to: training@newman.ac.uk
All Staff Training Matrix
- Sexual Harassment in HE (online)
- Responding to disclosures of unwanted sexual incidents (online)
- Safeguarding in HE (online)
- Freedom of Speech (online)
- Sexual Harassment in HE (online)
- Responding to disclosures of unwanted sexual incidents (online)
- Safeguarding in HE (online)
- Freedom of Speech (online)
- Allyship and Active Bystander (online)
- Cultural Awareness (online)
- LGBTQIA+ Awareness (online)
- Neurodiversity Awareness (online)
- Sexual Harassment in HE (online)
- Responding to disclosures of unwanted sexual incidents (online)
- Safeguarding in HE (online)
- Freedom of Speech (online)
- Allyship and Active Bystander (online)
- Cultural Awareness (online)
- LGBTQIA+ Awareness (online)
- Neurodiversity Awareness (online)
- Responding to disclosures training (in-person)
- Student Investigation Training
- Sexual Harassment in HE (online)
- Responding to disclosures of unwanted sexual incidents (online)
- Safeguarding in HE (online)
- Freedom of Speech (online)
- Allyship and Active Bystander (online)
- Cultural Awareness (online)
- LGBTQIA+ Awareness (online)
- Neurodiversity Awareness (online)
- Equality Analysis Training (online)
- Addressing Bullying and Harassment Behaviours (in-person, full day – new starters only)
- Conducting staff investigations in the workplace (G7 and above, in-person, half-day),
- Sexual Harassment in HE (online)
- Responding to disclosures of unwanted sexual incidents (online)
- Safeguarding in HE (online)
- Freedom of Speech (online)
- Allyship and Active Bystander (online)
- Cultural Awareness (online)
- LGBTQIA+ Awareness (online)
- Neurodiversity Awareness (online)
- Equality Analysis Training (online)
- Conducting investigations in the workplace (half-day)
- Preventing and responding to sexual harassment in the workplace (half day)
- Conducting an Equality Impact Assessment (half day)
- Sexual Harassment in HE (online)
- Responding to disclosures of unwanted incidents (online and in person)
- Safeguarding in HE (online)
- Freedom of Speech (online)
- Allyship and Active Bystander (online)
- Cultural Awareness (online)
- LGBTQIA+ Awareness (online)
- Neurodiversity Awareness (online)
- Student Investigation Training
- Dignity at Work Contact Training (full day course) – for dignity at work contacts only
- Sexual Violence Liaison Officer Training (for SVLOs only)
- Trauma Informed Investigation Training
Upcoming In-Person Training Dates
Please find information about all upcoming training dates here.