Anti-Harassment Policy

1. Policy Statement

An-Najah National University is committed to providing a safe, respectful and inclusive environment, free from all forms of harassment, in which every member of its community can learn, work and thrive. Harassment in any form, whether verbal, physical, sexual, psychological or online, is strictly prohibited. The University takes every report seriously, acts promptly to stop harassment, protects those who come forward and holds those responsible to account.

2. Purpose

This policy aims to:

• Prevent and eliminate all forms of harassment within the University.

• Define clearly what harassment is and what behaviour is unacceptable.

• Provide a clear, fair and confidential process for reporting and resolving complaints.

• Ensure that those affected receive support and protection.

• Uphold the University’s commitment to equality, diversity, inclusion and human dignity.

3. Scope

This policy applies to all members of the University community, including students, faculty, administrative and support staff, contractors, subcontractors and vendors, volunteers and interns, and visitors and guests.

It covers conduct in all University settings and activities, including classrooms, laboratories, libraries, offices and campus facilities; academic, research and extracurricular activities; field trips, practical training and University events; online interactions, email, social media and digital platforms; and conduct off campus where it affects members of the University community or the University’s work.

4. Definitions

• Harassment: any unwanted conduct, whether a single incident or repeated behaviour, that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment for them.

• Sexual harassment: any unwanted conduct of a sexual nature, including: 

  • unwelcome comments, jokes, gestures or questions of a sexual nature;

  • unwanted physical contact or advances;

  • sending or displaying sexual messages, images or material, including online;

  • requests for sexual favours, or making academic or employment decisions, grades, opportunities or benefits conditional on such favours.

• Psychological harassment and bullying: repeated behaviour that intimidates, humiliates, isolates or undermines a person, including threats, insults, public humiliation, spreading rumours or deliberately excluding someone.

• Online harassment: harassment carried out through email, messaging applications, social media or other digital means, including sharing private information or images without consent.

• Discriminatory harassment: harassment related to a person’s gender, religion, disability, ethnicity, nationality, age, social origin or any other characteristic protected under the University’s Anti-Discrimination Policy.

• Abuse of power: harassment by a person in a position of authority, such as a faculty member towards a student or a manager towards an employee, is treated as particularly serious.

• Retaliation: any negative action taken against a person because they reported harassment, supported a complaint or took part in an investigation.

5. Principles

• Zero tolerance: harassment in any form will not be tolerated.

• Respect and dignity: every individual is entitled to be treated with respect and dignity.

• Fairness and impartiality: all complaints are investigated promptly, objectively and impartially, and both parties are treated fairly and heard.

• Confidentiality: reports and related information are handled confidentially and shared only with those who need to know to address the matter.

• Protection against retaliation: retaliation against anyone who reports harassment or takes part in an investigation is prohibited and is itself a disciplinary offence.

• Support for those affected: people affected by harassment are entitled to support, counselling and guidance throughout the process.

6. Reporting Harassment

Anyone who experiences or witnesses harassment is encouraged to report it as soon as possible. Reports can be made:

• Directly to the Grievances and Complaints Committee, which is responsible for receiving and investigating harassment complaints;

• Through the Deanship of Student Affairs (for students) or the Human Resources Department (for staff), which will refer the report to the Committee;

• Through a trusted faculty member, head of department or dean, who must refer the report to the Committee without delay.

Reports may be made in writing or in person. Anyone who is unsure whether to make a formal complaint may first seek confidential advice from the Deanship of Student Affairs or Human Resources.

7. Complaints Procedure

1. Acknowledgement: the Committee acknowledges receipt of the complaint within five working days.

2. Initial assessment: the Committee assesses whether the complaint falls under this policy and, where appropriate and with the complainant’s agreement, may offer an informal resolution such as mediation. Informal resolution is never required, and is not used in cases of sexual harassment or abuse of power unless the complainant requests it.

3. Investigation: where a formal investigation is needed, the Committee interviews the parties and any witnesses and reviews relevant evidence. Both the complainant and the respondent may be accompanied by a support person of their choice, and staff may be accompanied by a representative of the Employees’ Union.

4. Decision: the investigation is normally completed within 30 working days. The Committee informs both parties of the outcome and of any actions taken.

5. Appeal: either party may appeal the decision within ten working days to the University President or a body designated by the President.

8. Interim Protective Measures

While a complaint is being investigated, the University may take temporary measures to protect the complainant and others, such as changing class sections, supervision or work arrangements, limiting contact between the parties or, in serious cases, temporarily suspending the respondent. These measures do not imply that any finding has been made.

9. Support for Those Affected

People affected by harassment can receive confidential psychological and social counselling through the Deanship of Student Affairs, and academic or workplace adjustments where needed. Support is available whether or not a formal complaint is made.

10. Consequences

Where harassment is confirmed, the University takes disciplinary action in proportion to the seriousness of the behaviour, which may include a formal warning, mandatory training, removal from supervisory or teaching duties, suspension, termination of employment or contract, or expulsion. Where conduct may also constitute a crime, the University will advise the person affected about reporting it to the competent authorities and will support them in doing so.

11. False Complaints

Complaints made in good faith are protected, even if they are not upheld. Knowingly making a false or malicious complaint is a disciplinary offence.

12. Education and Awareness

The University provides training, workshops and awareness campaigns for students, faculty and staff on preventing harassment, respectful behaviour, bystander intervention and how to report concerns. New students and staff are introduced to this policy during orientation.

13. Responsibilities

• University leadership: upholds this policy, allocates resources and ensures decisions are enforced.

• Deans, heads of department and managers: prevent harassment in their areas, act on concerns and refer reports to the Committee.

• Grievances and Complaints Committee: receives, investigates and resolves complaints and records anonymised data on cases.

• Equality, Diversity and Inclusion (EDI) Committee: reviews anonymised data and trends and recommends improvements to prevention and support.

• All members of the community: treat others with respect, speak up when they see harassment and cooperate with investigations.

14. Related Policies

This policy is supported by and aligns with the following University policies:

• Anti-Discrimination Policy

• Equality, Diversity and Inclusion Policy

• Anti-Discrimination and Fair Employment Policy

• Employment Matters Policy

15. Monitoring and Review

The University collects anonymised data on harassment complaints, their outcomes and trends, and reviews this policy at least every three years, or sooner if needed, to ensure it remains effective and in line with best practice.

Effective Date: October 12, 2016
Review Date: October 14, 2026