Harassment and sexual misconduct

SOAS is a compassionate community, committed to creating a safe environment that respects and embraces our individual differences. 

The university does not tolerate bullying, harassment, discrimination, hate or sexual misconduct within our community. It is our priority to ensure that every student and staff member is protected from harassment and sexual misconduct, and the information on this page sets out:

• How we define relevant terms.
• Our relevant policies and practices.
• How we are looking to prevent bullying, harassment, discrimination and misconduct, and the support available to those who experience any inappropriate behaviour.
• How to report inappropriate behaviour and how complaints are handled.

We are actively putting in place effective safeguards and preventative measures to ensure there is a clear understanding of what is considered harassment and sexual misconduct.

Anyone can report inappropriate behaviour they have experienced or witnessed through Report and Support, and reports can be made anonymously or with your name.

We recognise that not all bullying, harassment and misconduct is overt and obvious to begin with. Behaviours can occur as part of a continuum, beginning with seemingly small events and then escalating. Report and Support enables you to report anything that you think is inappropriate, and can result in less formal, early interventions, as well as full, formal investigations where appropriate. 

Harassment 

We follow the meaning for 'Harassment' as per the following legislation: 

• Section 26 of the Equality Act 2010: ‘harassment, including sexual harassment, includes unwanted behaviour or conduct which has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment because of, or connected to, one or more of the following protected characteristics: age; disability; gender reassignment; race; religion or belief; sex; and sexual orientation.’
• Section 1 of the Protection from Harassment Act 1997: ‘a course of conduct conducted on at least two occasions that harasses one other person, or a course of conduct that harasses two or more persons at least once each. References to harassing a person include alarming the person or causing the person distress.’

We recognise that members of our community will hold different and sometimes conflicting views. The Dignity and Respect policy should be read in conjunction with the SOAS Code of Practice on Freedom of Speech to ensure that lawful academic freedom and freedom of expression are protected, while also maintaining dignity and respect across the university. 

SOAS will always seek to resolve any tensions between this policy and our Code of Practice on Freedom of Speech through dialogue and mutual respect. However, we follow the Equality and Human Rights Commission (EHRC) and Office for Students guidance, and should a situation arise where this policy conflicts with the Code of Practice and resolution cannot be found, the latter will prevail.

Abuse of power

SOAS has a Personal Relationships policy to prevent any potential abuses of power within our university.

Healthy, supportive and professional relationships between staff, and between staff and students are essential for fostering a positive and inclusive culture. Such relationships are encouraged to generate and facilitate collaboration and plurality of thought and discourse, debate and research, as well as supporting the individual development and progression of our staff and students.  

However, the hierarchical nature of academic life has the potential for unequal power dynamics within relationships and the potential for abuses of power within relationships, whether intentional or unintentional. 

We want to ensure transparency and trust across our community, and advise all staff and students to be aware of our full personal relationships policy. In particular:

• Staff members must not be in, or to enter into, an intimate relationship with a student or staff member who is under the age of 18, or who is known or suspected to be an adult at risk. And this links to the SOAS Safeguarding Policy.
• SOAS does not permit any personal or intimate relationships between staff (including contractors and temporary staff) or staff and students where one person in the relationship has any direct responsibility for another's supervision, tutoring, teaching, pastoral care or line management, work allocation, recruitment, appraisal or promotion.
• SOAS as a rule, does not expect any staff member to enter into intimate relationships with undergraduate students, regardless of any direct responsibility (but we recognize there may be legitimate exceptions which should be disclosed to the relevant manager). 

Consent

The Sex and Gender Based Violence Policy defines consent as defined in the Sexual Offences Act 2003, which is agreeing by choice and having the freedom and capacity to make that choice.

A person has freedom to consent if no harm would happen to them if they said no. A person is not free to consent if, for example, they fear discontinuation of studies or employment, they are dependent on the other for financial support, they are being threatened with violence or harm, there is an imbalance of power where trust could be abused. 

Consent may not be explicit. If someone seems unsure, stays quiet, moves away or does not respond, they have not given their consent. Having capacity to consent means that someone is physically and/or mentally able to make a choice and to understand the consequences of that choice. For example, a person does not have the capacity to give consent if they are drunk or under the influence of drugs, if they are asleep or unconscious, if they have a medical problem, mental health condition or learning disability that limits their ability to consent and/or understand what they are consenting to.

Sex and Gender Based Violence (SGBV)

SOAS exists in a world in which oppression and marginalisation based on gender is widespread. Tackling SGBV is necessary to change the structural inequality that exists within the academy and society.

SOAS recognises the intersectional nature of abuse and acknowledges that sexuality, disability, racial and gender identity can compound these oppressions. Experiences of SGBV often intersect with other forms of discrimination and harassment. We recognise that SGBV is a serious and pervasive societal issue, including within higher education, and commit to tackling it as part of our core values.

Within our SGBV policy (which works in conjunction with our Dignity and Respect Policy) we specifically set out our definitions for:

• Sexual violence, which is any unwanted sexual act or activity.
• Sexual misconduct, which refers to behaviours, acts and conduct of a sexual nature which can involve abuse or misuse of power.
• Sexual harassment, which is any unwanted behaviour of a sexual nature that makes you feel intimidated, humiliated, distressed or degraded. It can take a variety of forms and can include or be called sexualised bullying. Its effects may include creating an intimidating, hostile, degrading, humiliating, embarrassing, uncomfortable or offensive environment.

We also set out our definition for consent, which is consistently reiterated in relevant training and communications. We use the definition set out in the Sexual Offences Act 2003, where consent is agreeing by choice and having the freedom and capacity to make that choice.

A person has freedom to consent if no harm would happen to them if they said no. A person is not free to consent if, for example, they fear discontinuation of studies or employment, they are dependent on the other for financial support, they are being threatened with violence or harm, there is an imbalance of power where trust could be abused.

Consent may not be explicit. If someone seems unsure, stays quiet, moves away or does not respond, they have not given their consent.

Having capacity to consent means that someone is physically and/or mentally able to make a choice and to understand the consequences of that choice. For example, a person does not have the capacity to give consent if they are drunk or under the influence of drugs, if they are asleep or unconscious, if they have a medical problem, mental health condition or learning disability that limits their ability to consent and/or understand what they are consenting to.

Our SGBV policy reiterates information on this page, setting out the support available to any survivors of SGBV and ways to report any incidents of SGBV. Report and Support also summarises that information.

In respect of harassment and sexual misconduct the key university policies are:

• Code of Practice on Freedom of Speech
• Dignity and Respect Policy
• Personal Relationships Policy
• Conflict of Interest
• Sex and Gender Based Violence Policy
• Student Disciplinary Procedures
• Student Complaints Procedure
• Safeguarding Policy
• Complaints Procedure 

For copies of previous versions of these policies, please contact governance@soas.ac.uk.

• All staff and students are made aware of information on harassment and sexual misconduct at all induction programmes, including information on where to get support and how to report incidents.
• Report and Support posters are in toilets across campus, to raise awareness.
• Students are required to complete the 'Enough is Enough' training programme, offered on campus and online. The bespoke training provides awareness of what constitutes harassment and sexual misconduct, and the content is regularly reviewed and refreshed to take into account issues which have presented in disciplinary cases investigated. From 2026/27 this is a mandatory training required as set out in the Student Terms and Conditions.
• Students who have experience sexual misconduct are actively referred to the SARSAS charity, who can provide free, anonymous, and confidential support – including information and resources for Victim-Survivors and online self-help courses for individuals who have experienced trauma. https://www.sarsas.org.uk/support-and-information/.
• 'Where Do You Draw the Line?' training is offered to all staff members, and is a comprehensive approach to harassment prevention in academia by empowering departments to analyse and address the individual and contextual factors that may create a work environment conducive to harassment and bullying.
• Staff are also provided 'Active Bystander Training', which is designed to teach people how to recognise harmful situations and take safe, effective action to intervene. The training emphasizes that everyone has the power to act, and that bystanders play a critical role in preventing or stopping harm.
• The campus safety team run regular campus safety events on topics that bring awareness on how individuals can keep safe, which are often delivered alongside campaigns led by Camden Police. Recent topics have included drink-spiking awareness, late-night welfare, and general campus safety.   
• The Student Advice and Wellbeing Team acts as a key point of contact for students requiring advice or support on matters relating to sexual harassment and misconduct, through student support officers, and external support through rape crisis, and therapists.    
• Staff have access to the Digital Wellbeing Hub through Spectrum Life, which helps to promote a healthy and happy community-driven workforce.
• SOAS has good links with the Camden Council Safety Team, who provide information, advice and guidance, including safety walks around the local area.
• Female safety officers are available on campus 24/7.
• We expect our student accommodation providers to have policies and procedures to prevent and manage cases of sexual harassment/misconduct and domestic violence.
• A training plan underway to upskill senior staff members to undertake internal investigations, of which may include those relating to sexual harassment/misconduct. 

If you have experienced or witnessed a situation of harassment or sexual misconduct, or been accused of allegations relating to harassment or sexual misconduct, we would encourage you to seek support from any of the services listed below 

Whatever your circumstances, the university offers confidential guidance, wellbeing resources, and process support to help you navigate each stage fairly and with care. 

For students

• Your academic adviser, supervisor or departmental tutor.
• College Dean or Head of Department.
• Academic support and assistance can be provided to students during difficult times through:
  • Fitness to Support Policy
  • Support to Study Policy
  • Mitigating Circumstances Policy
  • Student Engagement Policies
• Student Advice and Wellbeing Team: available Monday to Friday on 020 7074 5015 or at studentadviceandwellbeing@soas.ac.uk or Lower Ground Floor, Paul Webley Wing.
• Out of hours, students can contact our student assistance programme on 0800 0318227 for  in the moment support at any time of the day or night.
• Pastoral Support Staff in student accommodation.
• The SOAS Student Union can offer advice and support, and has trained Sexual Violence Liaison Officers available to support students involved in a harrassment and/or sexual misconduct incident.

For staff

• Contact a Staff Wellbeing Ambassador. They have been trained in mental health first aid, and can provide a confidential signposting service to your options, and can help ensure you are getting the support that you need. Details are available on the intranet pages.
• Spectrum Life (Employee Advice Service for staff available 24 hours a day, 365 days a year by phone and online):
  • Online: Spectrum.Life
  • By phone: freephone UK: 0808 196 2016
  • WhatsApp: text 'Hi' to 0044 7700185685
• The Human Resources Directorate, or dedicated HR partner.

• Citizens Advice Bureau (rights and responsibilities)
• Crimestoppers (reporting crime)
• Equality Advisory & Support Service (equality and human rights)
• Galop (LGBT anti-violence and abuse)
• The Gender Trust (gender identity)
• Hersana (providing support to Black femme survivors of gender based violence)
• Mencap (learning disabilities)
• Metropolitan Police
• Mind (mental health)
• The Monitoring Group (racial harassment and abuse)
• Rape Crisis South London (rape and sexual abuse)
• Respond (supporting autistic people and people with learning disabilities who have experienced abuse, violence or trauma)
• SARAS (support for people of all genders affected by rape or any kind of sexual assault or abuse at any time in their lives)
• Stop Hate UK (all forms of hate crime and discrimination)
• Survivors UK (male victims of rape and sexual abuse)
• Switchboard (LGBT+ helpline)
• Trans Unite (transgender support groups)
• Victim Support (victims of crime) 

How to report 

We encourage individuals to seek support and to bring forward their concerns if they feel they are able to, without compromising their safety. 

You can report concerns (anonymously if necessary) relating to harassment and sexual misconduct through our Report and Support portal or the Complaints Procedure, and this will be responded to the appropriate team within SOAS.

Staff may also consider raising concerns under the Grievance Procedure. Students may also raise concerns through the Student Complaints Procedure.

Fair, timely and trauma-informed investigations 

Following investigations into allegation of misconduct, the University may take further disciplinary action under the Student Disciplinary Procedure or the Staff Disciplinary Procedure.

We will ensure that any concerns that are raised are investigated promptly and fairly with the support of trained staff or external investigators, with sensitivity to reduce further harm. 

Separate procedures apply for students and staff, with no use of non-disclosure agreements in harassment or sexual misconduct cases. 

Sensitive handling of information 

Information from reports is shared strictly on a need-to-know basis, respecting privacy and data protection laws. Precautionary measures, such as no-contact orders or schedule changes, can be implemented during investigations.  

On occasion it may be necessary for a risk assessment to be conducted based on the seriousness of the allegations brought forward, and if the safety of the individual is at risk there may need to be a need to release information to the police or other third party to ensure the safety of individuals involved. 

We would seek the consent of the individual concerned before making contact  

Keeping individuals informed 

We provide updates on investigation outcomes to involved parties as far as legally possible, ensuring transparency while respecting confidentiality.