Diversity and Inclusion

Policies and Procedures

Diversity and Inclusion are responsible for the following policies and procedures. Please click on each dropdown menu below to find out more information. If you cannot find the information you are looking for, please contact us directly and we will do our best to respond to your query.

  • Bullying and Harassment
  • Equality Scheme
  • Equality Screening
  • Equality and Diversity Policy
  • Trans Equality Policy
  • BULLYING AND HARASSMENT

    The University is committed to establishing an environment that is free from any form of harassment and bullying. Please click here to read the Bullying Harassment Complaints Procedure 2013.

    ‌In the event that a member of staff or student feels that they are being subjected to harassment on grounds of their religion, sex (including transgender), political opinion, sexual orientation, disability, ethnic origin, or age, they are entitled to make a complaint against their harassor. 

    Anti-Harassment Advisors

    We are fortunate to have a number of trained Anti-Harassment Advisors on campus at Queen's University. Details of the Advisors here.

    ‌To help you understand more about the Network and services they offer staff, some frequently asked questions have been prepared.

    What do the Advisors do?

    Anti-Harassment Advisors work in a variety of roles across campus, providing a confidential information service to staff on issues relating to bullying, harassment and discrimination. All Anti-Harassment Advisors are university staff, volunteers and carry out the role in addition to their day to day duties. If you feel you or someone you know is being bullied or harassed you can contact an advisor confidentially.

    Why contact an Advisor?

    It may be that you have recently experienced an incident of harassment for the first time and want advice on trying to prevent further incidents from occurring. Alternatively, you may have suffered a prolonged period of harassment in silence and feel as though you have finally reached breaking point. Whatever stage or circumstance, there are a number of people who are available to help you.

    Can I talk to someone else confidentially?

    You may, in the first instance, want to discuss the matter in confidence with a friend or colleague who is familiar with the setting in which you work or study. If you are a member of staff, you may want to discuss the matter with your line manager/supervisor (where appropriate), or trade union representative.

    You can of course contact your HR Business Partner who will meet you to have a confidential discussion in person. They can advise you on what to do next and the options open to you. Alternatively the University has a professionally staffed confidential counselling service (provided by INSPIRE) for assistance with personal, emotional and social problems. Please contact them by phoning 0800 389 5362.

    Through a referral system, our Occupational Health Service provides a support service that promotes and preserves both the physical and mental wellbeing of all staff. They assist in ensuring that the work environment is safe and that a person's health is not adversely affected by their work activities.

    You can also contact the Equality Commission for Northern Ireland. Please contact them by phoning 028 90 500600 or visit their website.

    Who are our Anti-Harassment advisors?

    There are a number of Anti-Harassment advisors within the University. Details of the Anti-Harassment advisors can be found here.

    The University recommends that you discuss the situation with an Anti-Harassment advisor before taking any other steps in response to the alleged harassment.

    Talking through the events and your feelings with the advisor will help you decide on the best way to deal with the behaviour and will clarify the options available to you.

    What can the Anti-Harassment Advisor do?

    • Listen to staff who believe they are being harassed, to clarify the options open to them and to assist them in resolving the matter informally where possible and provide similar support to those accused of harassment.
    • Where requested, support individuals throughout the resolution of their concerns.
    • This may include discussing with the individual what they may wish to say or write to the person who they feel has harassed or bullied them or to a senior member of staff who can take action.
    • The aim is to empower and support the individual.
    • Deal with all cases with the utmost confidentiality except in cases where there is an unacceptable risk to a member of staff, student or to the institution.
    • To signpost to other appropriate support.
    • Provide similar support to those accused of harassment.

    The Anti-Harassment Advisor cannot:

    • Make statements to the effect that particular behaviour definitely constitutes harassment that will lead to disciplinary action or to the effect that a particular behaviour is NOT harassment;  
    • act as your representative or advocate; 
    • be involved in any formal stage of the process, be it in writing the formal complaint, the investigation, disciplinary or grievance procedures, except by way of giving you the support you need during this time or
    • Purport to give legal/and or professional advice.

    Bullying & Harassment training

    Staff at the University can avail of a wide range of training available:

    • All staff must complete the elearning diversity training programme. This is accessed through Queen’s Online and is mandatory for all staff. It contains a number of bullying and/or harassment learning scenarios.
    • All staff can attend face to face training on Bullying and Harassment which is delivered by the Diversity and Inclusion Unit a number of times per year. Please contact Diversity and Inclusion to enquire about upcoming courses. This 90 minute session looks at bullying/harassment in the workplace and addresses the following topics:
    • -The legal and moral responsibilities of all staff

      -Inappropriate behaviours

      -How to respond to them

      -Case law

      -QUB Policy and Procedure 

    • Specific LGBT+ training courses also cover the subject of bullying/harassment with reference to homophobic and transphobic harassment. This training is delivered by external trainers. Please contact Diversity and Inclusion to enquire about upcoming courses. 

    Alternatively, please email PRISM if you want to find out more about the work of our Staff LGBT+ Network.

    We also organise and facilitate specific training for staff on LGBT Awareness and Transgender Equality awareness through external providers such as The Rainbow Project, Sail NI and Stonewall.

    • Hate Crime- On campus, staff can avail of support from security, legal services and their HR Business Partner/Line Manager. Outside of work, support can be accessed from the PSNI. Please contact them by phoning 999/101 or visit the website.

  • EQUALITY SCHEME
  • EQUALITY SCREENING

    The following information has been produced for staff to help them understand the importance of Equality Screening.

    Policies Currently Screened

  • EQUALITY AND DIVERSITY POLICY

    Queen’s University Belfast is committed to the promotion of equality of opportunity and to creating and sustaining an environment that values and celebrates the diversity of its staff and student body, in pursuance of the principle of equality of opportunity which was enshrined in the University’s Charter of 1908.

    Equality and Diversity Policy
  • TRANS EQUALITY POLICY

    Queen’s University (“the University”) is committed to providing an inclusive and welcoming community where staff and students are enabled to meet their full potential and are treated as individuals. This includes providing advice, support and understanding to those individuals who are considering, are taking or have taken steps to present themselves in a sex different to that assigned at birth. The University recognises that this can be a very difficult and complex time for an individual and would wish to act in a sensitive and supportive way by having a helpful policy and practices in place to ease any transitional period. We fully recognise our legal responsibility to protect the rights of “trans” people (see Section 5 below) and to ensure that no individual is subject to discrimination, harassment or victimisation as a result of the gender in which they present themselves.

    Trans Equality Policy