Approved: July 2025
Next review due: August 2026
Policy Owner: Quality Assurance
Reviewed by: Compliance, Chief People Officer, Board of Governors
Approved by: Group Compliance Director
1. Purpose of this policy
1.1. To outline OIEG’s commitment to responding to incidents of harassment, sexual misconduct, bullying and discrimination within all colleges listed in 2.2.
1.2. To raise awareness of harassment, sexual misconduct, bullying and discrimination, with the aim to promote an inclusive culture where issues are tackled appropriately, should they occur.
1.3. To improve understanding of harassment, sexual misconduct, bullying and discrimination and to provide a supportive environment which encourages the disclosure of incidents.
1.4. OIEG will take appropriate steps to deal with behaviour that results in a breach of this policy.
1.5. This policy will be reviewed on annual basis.
2. Policy Scope
2.1. Oxford International Education Group (OIEG) is a trading name of Oxford International Education and Travel (OIET) and is registered with the Office for Students (OfS) under OIET. For the purpose of OfS regulatory requirements, this policy will apply to any OIET registered college and will be referred to in this document as OIEG. [EB1]
2.2. OIEG colleges falling within the scope of this policy will include:
- De Montfort University International College (DMUIC)
- University of Greenwich International College (UGIC)
- University of Bradford International College (UBIC)
- University of Kent International College (UKIC)
- International College Dundee (ICD)
- Edinburgh Napier International College (ENUIC)
- Bangor University International College (BUIC)
- International College Dundee Pathway College
- Edinburgh Napier University Pathway College
- Brighton Centre
- Oxford Centre
- London Centre
- Oxford International Digital Institute (OIDI)
- Roehampton University International College
2.3. This policy applies to registered students, wherever behaviour and conduct is considered by OIEG to be detrimental to:
2.3.1. any member of an OIEG college listed in 2.2; and/or
2.3.2. college/university property; and/or
2.3.3. the interests and reputation of OIEG itself.
2.4. This includes behaviour at any time where the student may be regarded as representing OIEG or their college as an individual or part of a team/group and when the student is at a location away from their college e.g. as part of their study or on an arrangement made through OIEG.
2.5. The policy does not preclude individuals from seeking recourse through criminal or civil proceedings.
2.6. The policy applies equally to all students regardless of any protected characteristics.
2.7. Incidents of harassment, bullying, discrimination and sexual misconduct are not limited to incidents taking place in person. The policy includes incidents taking place through any medium, including online, by email and/or any form of social media.
2.8. Whilst this policy does not apply specifically to staff, OIEG has a zero-tolerance approach to all cases of staff being bullied, harassed, discriminated against or subjected to any form of sexual misconduct. Staff are referred to the UK Anti-Harassment Policy and Anti-Bullying Policy for further information and should contact their line manager if they wish to make a disclosure or need assistance. Staff are reminded of the need to maintain appropriate professional relationships with students as set out in the OIEG Safeguarding and Child Protection Policy.
2.9. OIEG expects its partner institutions and any placement providers to have appropriate processes in place for dealing with any disclosure of harassment, bullying, discrimination and sexual misconduct. Any student making a disclosure or against whom a disclosure is made will be supported appropriately by both OIEG and the partner institution as required/applicable.
3. Timescales
3.1. OIEG usually expects allegations of sexual misconduct, bullying, harassment and/or discrimination to be disclosed within 3 months of the incident taking place, to allow for the most effective investigation. However, we recognise that there may be circumstances where it may take longer for a student to disclose an incident. Where a disclosure is received more than 3 months from the date the incident is alleged to have taken place, the disclosure will be taken seriously, and all reasonable attempts will be made to obtain relevant information to determine the appropriate response.
3.2. Where disclosures are made within the scope of this policy, they will be dealt with in a timely manner, with any student involved in the investigation being notified of the expected timescales throughout the process.
3.3. Where it may be necessary for matters to be referred to the relevant Student Disciplinary Procedure (See Appendix 2), the timescales set out therein will apply, as far as it is reasonable and possible to do so.
4. Definitions
4.1. “Bullying” may be characterised as offensive, intimidating, persistent malicious or insulting behaviour, including an abuse of power to undermine, humiliate 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.
4.2. “Discrimination” occurs when a person is treated less favourably for a reason related to a protected characteristic.
4.3. “Harassment” is unwanted conduct related to a relevant protected characteristic which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment as defined by the Equality Act 2010. This includes harassment by association or perception.
4.4. “Sexual Misconduct” relates to all unwanted conduct of a sexual nature. This includes, but is not limited to:
4.4.1. Sexual harassment as defined by Section 26(2) Equality Act 2010.
4.4.2. Assault as defined by the Sexual Offences Act 2003.
4.4.3. Rape as defined by the Sexual Offences Act 2003.
4.4.4. Physical unwanted sexual advances as set out by the Equality and Human Rights Commission: Sexual harassment and the law, 2017.
4.4.5. Intimidation or promising resources or benefits in return for sexual favours as set out by the Equality and Human Rights Commission: Sexual harassment and the law, 2017.
4.4.6. Distributing private and personal explicit images or video footage of an individual without their consent as defined by the Criminal Justice and Courts Act 2015.
4.5. “Victimisation” occurs when a person is treated less favourably because they have asserted their rights to raise a complaint under this policy. This also applies to those who have acted as witnesses or supporters of individuals who have complained of harassment, bullying and/or sexual misconduct.
5. Relationship with other policies
5.1. Where a college works in partnership with another institution, this policy will be in conjunction with the relevant partner institution’s policies and procedures. See Appendix 2 for where this applies.
5.2. This policy should be read in conjunction with the Student Disciplinary Procedure for each college[RW2] /centre (to include OIDI), which will be applied where it is necessary for allegations of harassment, bullying, discrimination and/or sexual misconduct against students. See Appendix 2 for the list of linked policies.
5.3. Where a disclosure is made that falls within the scope of this policy and concerns an allegation against a student, consideration will be given as to whether it may be possible for the matter to be resolved informally at local level using the Student Disciplinary Procedure.
5.4. If informal resolution is not possible or the disclosure is deemed to be sufficiently serious, a formal investigation may be commenced under the relevant Student Disciplinary Procedure or referred to the Staff Disciplinary Policy and Procedure if the allegation relates to a staff member.
5.5. If a student makes a disclosure falling within the scope of this policy during the formal stages of a Fitness to Study or Fitness to Practice hearing, those proceedings may be suspended in order to consider the disclosure. Where the concerns are related, it will normally be appropriate to deal with the issues concurrently. Each case will be considered on an individual basis, considering the need to provide a fair process without unduly delaying or duplicating formal process. [RW3] [EB4]
5.6. Appropriate reasonable adjustments will be made to any OIEG procedure to enable disabled students to engage and participate fully without disadvantage. Where necessary, appropriate advice will be sought from the relevant college’s wellbeing service as to what adjustments it may be reasonable to implement.
5.7. Students should be aware that making a malicious or vexatious allegation under this policy may be treated as a disciplinary matter under the relevant college’s Student Disciplinary Procedure.
5.8. OIEG is committed to not using non-disclosure clauses or agreements to silence individuals who raise complaints in the areas covered by this policy. In matters which are raised under this policy, or subject to any process under this policy, OIEG will not use non-disclosure clauses which compromise a person’s right to make public interest disclosures either to OIEG or directly to the prescribed third parties nominated by government on matters falling within the scope of this policy.
6. Confidentiality and data protection
6.1. OIEG acknowledge that confidentiality is key to ensuring that any person affected feels safe to make a disclosure. We will take all reasonable steps to protect the confidentiality and privacy of those who make a disclosure within the scope of this policy. However, there may be circumstances where OIEG is required to share information with other agencies in order to protect an individual at risk.
6.2. OIEG may be required to break confidentiality and share information internally or with external agencies if:
6.2.1. the person is a child or young person under 18 who has experienced, or is at risk of, significant harm; or
6.2.2. information is provided about a child or young person under 18 who has experienced, or is at risk of, significant harm; or
6.2.3. that person is a vulnerable adult as set out in OIEG Safeguarding Policy who has experienced, or is at risk of, significant harm; or
6.2.4. information is provided about a person who may be a vulnerable adult who has experienced, or is at risk of, significant harm; or
6.2.5. it is believed that there is a risk of significant harm occurring to any individual; or
6.2.6. it is believed that there is a risk to the public; or
6.2.7. the disclosure is otherwise required by or in accordance with OIEG or the relevant college/university’s duties and obligations under data protection law.
6.3. There may also be circumstances where OIEG needs to share certain information internally and/or with its partner institutions, in accordance with its Data Protection Policy. This could include (but is not limited to):
6.3.1. preventing or detecting criminal behaviour or misconduct;
6.3.2. ensuring appropriate information about support services is passed on;
6.3.3. data collection;
6.3.4. managing conflicts of interest;
6.3.5. seeking advice from other college/university departments;
6.3.6. protecting others.
6.4. Records of any disclosures made under this policy and any subsequent investigation and/or action will be held in accordance with OIEG’s duties and obligations under data protection law.
7. Governance
7.1. OIEG’s Board of Governors has a shared responsibility for and oversight of the approach to tackling sexual misconduct, bullying, harassment and/or discrimination (Students) with HR (Staff).
7.2. An annual report on these areas will be considered by the OIEG Board of Governors, following consideration by the Safeguarding Committee. The report will be made available to Group Compliance Director and Chief People Officer, and the Board of Directors of OIEG.
7.3. Operational responsibility for ensuring an organisation-wide response is delegated to The Associate Director for Academic Quality. OIEG has a Safeguarding Committee with representation from all colleges across OIEG, reporting to the Compliance Department. The Safeguarding Committee will review and provide comment to this policy and implementation of the same.
7.4. Amendments to this policy will be submitted to the Board of Governors for approval, having been considered by the Safeguarding Committee. After which the Group Compliance Director and Chief People Officer will consider and approve this policy and any amendments.
8. Data Collection
8.1. OIEG will maintain annual statistics on disclosed incidents of sexual misconduct, bullying, harassment and/or discrimination for the purposes of education, training and any reporting (internal and external) or publication that may be required.
8.2. The statistics will not include any identifying information.
9. Sexual Misconduct
OIEG’s approach
9.1. OIEG has a zero-tolerance approach to all forms of sexual misconduct.
9.2. We recognise that where sexual misconduct takes place, it is a serious problem that has a significant impact on individuals, their families and friends, and their wider communities and society. Where a student experiences any form of sexual misconduct, OIEG will work with them to identify and implement the appropriate terminology to refer to their own experience
9.3. People who experience sexual misconduct often experience trauma that can have significant long-lasting impact on those who have experienced it. Not all people who experience sexual misconduct react in the same way to their experiences and, as such, their individual needs may vary considerably. These individual needs will be supported by OIEG as reasonable possible.
9.4. Anyone can experience sexual misconduct. However, some individuals may have increased vulnerabilities based on specific factors, such as gender, age, sexual orientation, race, language and physical or mental ability. They may then go on to experience barriers to disclosing, reporting and seeking support. OIEG is committed to breaking down barriers and providing support where disclosures of alleged sexual misconduct are made.
9.5. OIEG recognises its responsibilities for assessing risk factors and putting measures in place to minimise the risk of incidents of sexual misconduct affecting its students.
10. OIEG’s responsibilities and objectives
10.1. This policy has been developed in response to OIEG’s recognition that it must address sexual misconduct within our colleges.
10.2. Our approach has been further informed and reviewed in response to the Office for Students’ statement of expectations for preventing and addressing harassment and sexual misconduct affecting students in higher education.
10.3. OIEG has three key strategic objectives in seeking to prevent sexual misconduct from affecting its college communities:
10.3.1. Prevent sexual misconduct from occurring as follows:
10.3.1.1. OIEG is committed to working towards preventing sexual misconduct from occurring within its colleges.
10.3.1.2. OIEG colleges will seek to maintain an environment in which sexual misconduct is unacceptable.
10.3.1.3. OIEG will ensure that its zero-tolerance approach to sexual misconduct is clearly communicated to all students and staff.
10.3.1.4. OIEG is committed to ongoing education, raising awareness and supporting prevention initiatives to combat sexual misconduct from occurring within its colleges.
10.3.1.5. OIEG’s approach will be overseen by appropriate level of leadership as detailed in section 7 above.
10.3.2. Respond to the needs of those who disclose sexual misconduct, whether personally or as a witness as follows:
10.3.2.1. Any disclosure of sexual misconduct will be treated with sensitivity and understanding.
10.3.2.2. Appropriate support will be provided to any student that discloses an act of sexual misconduct.
10.3.2.3. OIEG has in place appropriate procedures to respond to any allegation of sexual misconduct, regardless of where or when such incidents occur.
10.3.2.4. The Designation Safeguarding Leads (DSL) within each college/centre (to include OIDI) are specially trained members of staff, who have the competence and confidence to respond to the needs of students who disclose sexual misconduct.
10.3.3. Ensure that those who have committed acts of sexual misconduct are held to account through the relevant college’s Student Disciplinary Procedure or Staff Disciplinary Policy and Procedure and/or the criminal justice system where appropriate:
10.3.3.1. Any allegation of sexual misconduct against a student falling within the scope of this policy will be referred for investigation under the relevant college’s Student Disciplinary Procedure. Those who have been found to have committed an act of sexual misconduct may be subject to sanction, including expulsion.
10.3.3.2. OIEG will ensure that those investigating allegations of sexual misconduct under the relevant college’s Student Disciplinary Procedure are appropriately trained. Where necessary and appropriate, OIEG may appoint a specially trained investigator external to the college, to investigate allegations of sexual misconduct under the Student Disciplinary Procedure.
10.3.3.3. Necessary and proportionate precautionary action (including suspension) under the Student Disciplinary Procedure may be taken by the University against any individual who is accused of an act of sexual misconduct.
10.3.3.4. Where an incident of sexual misconduct falling within the scope of this policy is reported to the police, OIEG will liaise with the police as necessary to support its investigation. OIEG will not take any action that may prejudice or otherwise interfere with the criminal investigation process in any way.
10.3.3.5. Save for any necessary precautionary and/or immediate action, OIEG may defer the conclusion of its own investigation under the relevant Student Disciplinary Procedure until the criminal process is at an end.
10.3.3.6. Any allegation of sexual misconduct against a member of OIEG’s staff will be referred for investigation under the OIEG Staff Disciplinary Policy and Procedure
10.3.3.7. Where it is concluded following an investigation under the relevant OIEG or university Student Disciplinary Procedure or OIEG Staff Disciplinary Policy and Procedure that an incident of sexual misconduct has taken place, OIEG will undertake a “lessons learnt” review to consider whether it could have reasonably put in place any steps to prevent the incident from having taken place, together with any additional measures to put in place moving forwards.
10.4. These strategic objectives will be reviewed by OIEG’s Safeguarding Committee on an annual basis and may be updated as necessary and appropriate.
11. How to make a disclosure of sexual misconduct
11.1. Students who have experienced an act of sexual misconduct are strongly encouraged to make a disclosure through their college’s student support and wellbeing service or through their partner university’s support and report service for embedded colleges (See Appendix 2). This enables disclosures to be made anonymously or by speaking to an advisor. For the correct service for each OIEG college, please see 11.1.1 and Appendix 2.
11.1.1. Contact information for disclosures of sexual misconduct
Bangor University International College (BUIC)
Laura Mckenzie (Designated Safeguarding Lead) studentcases@bangor.ac.uk
University of Bradford International College (UBIC)
Kevin Dunkerley (Designated Safeguarding Lead) k.dunkerley@bradford.ac.uk
DeMontfort University International College (DMUIC)
Welfare team: collegewelfare@dmu.ac.uk
Students can also book a welfare meeting with a member of the welfare team via this link: DMUIC Welfare Meeting
International College Dundee (ICD)
Ailen Geraghty (Appointed First Responder) a.geraghty@dundee.ac.uk
Edinburgh Napier International College (ENUIC)
Alejandra Castellano (College Manager) A.Castellano@napier.ac.uk
University of Greenwich International College (UGIC)
Edna Mohamud: Welfare Officer e.a.mohamud@greenwich.ac.uk
University of Kent International College (UKIC)
UKIC admin team: ukicadmin@kent.ac.uk or visit them at the reception.
Brighton Center
Gemma Gargiulo (Principal/Designated Safeguarding Lead) ggargiulo@oxfordinternational.com
Greenwich Centre
Nic Starkey (Principal/Designated Safeguarding Lead) nstarkey@oxfordinternational.com
Oxford Centre
Clare Ahern (Principal/Designated Safeguarding Lead) cahern@oxfordinternational.com
Oxford International Digital Institute
Danyal Saatcioglu (Designated Safeguarding Lead) dsaatcioglu@oxfordinternational.com
Universal Higher Education, London
11.2. Alternatively, students may choose to make a disclosure of sexual misconduct to any member of the college/centre (to include OIDI) or university’s staff. A staff member receiving a disclosure of sexual misconduct affecting a student must refer the disclosure to the relevant Report and Support team above for further action.
11.3. Where an OIEG college is made aware of an allegation made by a student, a Designated Safeguarding Lead or Student Services Advisor will be appointed to support the affected individual and to ensure that the individual understands the options available to them in terms of disclosing the allegation to the police and/or for investigation under the relevant college/university Student Disciplinary Procedure or the OIE Staff Disciplinary Policy and Procedure as appropriate.
11.4. The Designated Safeguarding Lead will ensure that no pressure is put on the individual to take one course of action over another.
11.5. Designated Safeguarding Leads are also able to provide support and assistance to students where the allegations do not involve another member of the OIEG college community.
12. Available Support
12.1. Students who disclose having experienced sexual misconduct will be provided with appropriate support.
12.2. The first point of contact for students will be the relevant college’s university support team or Designated Safeguarding Lead or named contact as in 11.1.1.
12.3. Designated Safeguarding Leads will be responsible for assisting the student to access relevant support services both within and external to the college/university.
12.4. Students who disclose having experienced sexual misconduct have the right to determine what and how much they choose to share about their experience. OIEG will not pressure any individual to make a formal disclosure if they do not wish to do so.
12.5. In some cases, OIEG may be required to take certain action without the student’s consent as set out in section 6 above, for example where there are concerns about a risk of significant harm to the student or to a third party. If this is necessary, the student will be informed and supported unless it is not reasonable, possible or practicable for the college/university to do so.
12.6. OIEG is also committed to providing support to any student against whom an allegation of sexual misconduct is made (see Appendix 1).
13. Bullying and Harassment
13.1. OIEG’s approach
13.1.1. OIEG has a zero-tolerance approach to all forms of bullying, harassment and/or discrimination by students, staff and third parties.
13.1.2. Students are expected to treat all members of their college/university community with dignity, courtesy and respect regardless of any protected characteristic.
13.1.3. Examples of bullying, harassment and discrimination include (but are not limited to):
13.1.3.1. Spreading malicious rumours.
13.1.3.2. Insulting someone by words or behaviour.
13.1.3.3. Ridiculing or demeaning behaviour
13.1.3.4. Unfair treatment
13.1.3.5. Exclusion or vicitimisation
13.1.3.6. Stalking or persistently displaying unwanted conduct to a person face-to-face, online or by another means of communication.
13.1.3.7. Domestic violence and abuse
13.1.3.8. Physical violence based on a protected characteristic
13.1.3.9. Sexual harassment including sexually provocative jokes, comments on appearance, displaying or sharing offensive images, inappropriate texting and emailing.
13.1.3.10. Racial harassment including derogatory name-calling, references to skin colour, racist jokes, ridicule for cultural difference, verbal abuse.
13.1.3.11. Disability harassment including not recognising competencies, drawing attention to disability or personal appearance, jokes, ignoring.
13.1.3.12. Ageist harassment including denigrating competencies, patronising, ridiculing, marginalising, leaving people out of activities.
13.1.3.13. Sexual orientation harassment including homophobic jokes or remarks, displaying or circulating homophobic material, threats to disclose sexual orientation or disclosing sexual orientation without permission, ridiculing civil partnerships or same-sex marriage.
13.1.3.14. Religion or belief harassment including ridiculing dress and personal appearance, offensive jokes or remarks, ridiculing religious requirements in dress.
13.1.3.15. Gender reassignment harassment, including ridiculing dress and personal appearance, offensive jokes/remarks, persistent refusal to refer to another member of the University community by their correct name or gender after having been asked to.
13.1.3.16. Any other unwelcome behaviour that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment.
14. OIEG’s responsibilities and objectives
14.1. This policy aims to ensure that students can challenge behaviour which does not respect the rights, freedoms and dignity of others and to be able to disclose concerns without fear of victimisation.
14.2. OIEG aims to ensure that a fair, constructive and consistent approach is taken when dealing with student concerns and that issues are resolved as fairly and promptly as possible.
14.3. It is normally expected that a student who is experiencing bullying or harassment will disclose the matter. However, where another student or member of staff becomes aware of bullying or harassment affecting a student, they may also make a disclosure.
14.4. Failure by students and/or staff members to respond appropriately when they become aware of bullying and/or harassment affecting students may be regarded by OIEG as a failure to take reasonable steps to prevent this kind of behaviour. This may potentially lead to action being taken under the relevant Student Disciplinary Procedure or Staff Disciplinary Policy and Procedure as appropriate.
14.5. Where OIEG receives a disclosure of bullying, harassment and/or discrimination falling within the scope of this policy and the allegation is against a student, it will endeavour where possible to resolve the matter informally at local level through the relevant Student Disciplinary Procedure’s informal stage.
14.6. If it is not possible for the disclosure to be resolved informally or the matter is identified as sufficiently serious, the allegations will be referred for formal investigation under the Student Disciplinary Procedure or the Staff Disciplinary Policy and Procedure where the allegations are against a staff member.
14.7. Necessary and proportionate precautionary action (including suspension) under the Student Disciplinary Procedure may be taken by OIEG against any individual who is accused of an act of bullying, harassment and/or discrimination.
14.8. Students should therefore be aware that incidences of bullying, harassment and discrimination will not be tolerated and may ultimately lead to sanction, including expulsion.
15. How to make a disclosure of bullying, harassment or discrimination
15.1. In deciding whether conduct is bullying, harassment and/or discrimination, account will be taken of the following:
15.1.1. the individual’s or individuals’ perception of the conduct
15.1.2. any other circumstances of the case; and
15.1.3. whether it is reasonable for the conduct to have had the effect of bullying, harassment and/or discrimination.
15.2. Students and staff are strongly encouraged to submit allegations of bullying and harassment through the relevant college/university’s reporting process as detailed in 11.1.1. This enables disclosures to be made anonymously or by speaking to an advisor.
15.3. Alternatively, allegations of bullying or harassment may also be submitted as follows:
| Who is complaining? | Disclosure |
| Student about another student | Student should raise the matter by contacting a member of staff within their college (or, where it relates to conduct in the University’s halls, to the relevant Accommodation Services), for the matter to be considered under the appropriate procedure.
See Appendix 1 for sources of support. |
| Student about a member of staff or third party | Students should raise the matter using the Student Complaints Procedure. Subsequent investigation will determine whether an allegation about a staff member should be referred to the Staff Disciplinary Policy and Procedure.
See Appendix 1 for sources of support. |
| A member of staff about a student | Staff member should raise the matter under their relevant college/university Student Disciplinary Procedure.
See Appendix 1 for sources of support. |
15.4. Whilst OIEG would encourage disclosures to be made as set out above, it is recognised and appreciated that a student may choose to make a disclosure to any member of staff with whom they feel most comfortable or in the course of another university procedure. In the circumstances, members of staff should direct the student to appropriate sources of support and guidance as indicated in the table above.
16. Available Support
16.1. Any student who makes a disclosure of bullying, harassment and/or discrimination will be provided with appropriate support.
16.2. The first point of contact should be as indicated in 15.2.
16.3. Individuals who disclose having experienced bullying, harassment and/or discrimination have the right to determine what and how much they choose to share about their experience. OIEG will not pressure any individual to make a formal disclosure if they do not wish to do so.
16.4. In some cases, OIEG may be required to take certain action without the individual’s consent as set out in section 6 above, for example where there are concerns about a risk of significant harm to the student or to a third party. If this is necessary, the individual will be informed and supported unless it is not reasonable, possible or practicable to so.
16.5. OIEG is also committed to providing support to any student against whom an allegation of bullying, harassment and/or discrimination is made.
17. Appendix 1
University Support Teams (University embedded international colleges only)
- De Montfort University – Anonymous disclosure form
- University of Greenwich – Student Harassment and Sexual Misconduct
- University of Kent – Sexual Assault and Harassment – Student support
- University of Bradford – Report + Support
- Bangor University – Sexual Misconduct, Violence and Harassment
- University of Dundee – Report an incident of harassment or bullying
- Edinburgh Napier University – Report & Support
Designated Safeguarding Leads
We have members of staff who have received specialist training and can provide sensitive, professional support to students who have experienced sexual assault and sexual violence.
Bangor University International College
Laura Mckenzie – l.mckenzie@bangor.ac.uk
University of Bradford International College
Kevin Dunkerley – k.dunkerley@bradford.ac.uk
De Montfort University International College
Philip Moere – College Director – Philip.moere@dmu.ac.uk
University of Dundee International College
Corinne Wales – College Director – c.wales@dundee.ac.uk
Edinburgh Napier University International College
Corinne Wales – College Director – c.wales@dundee.ac.uk
University of Greenwich International College
Jacqui Ecoeur – College Director – j.ecoeur@greenwich.ac.uk
University of Kent International College
Roshanak Zarabi – College Director – rzarabi@oxfordinternational.com
Greenwich Centre – Nic Starkey – Principal – nstarkey@oxfordinternational.com
Brighton Centre – Gemma Gargiulo – Principal – ggargiulo@oxfordinternational.com
Oxford Centre – Clare Ahern – Principal – cahern@oxfordinternational.com
Oxford International Digital Institute – Danyal Saatcioglu – dsaatcioglu@oxfordinternational.com
Universal Higher Education, London – Jacqui Ecoeur – College Director – j.ecoeur@greenwich.ac.uk
External Support and Information
Help after rape and sexual assault – NHS
Sexual harassment – Victim Support
Specialist help and support – Sexual harassment – Acas (Sexual harassment in the workplace)
What is sexual harassment? | Rape Crisis England & Wales
Bullying | Get help and advice | YoungMinds
Homophobic, biphobic and transphobic bullying
18. Appendix 2
| College | Linked Partner Policies |
| University of Greenwich International College (UGIC) | Student Harassment and Sexual Misconduct Guidance |
| University of Kent International College (UKIC) | Sexual Assault and Harassment University Guidance |
| University of Bradford International College (UBIC) | Report + Support |
| DeMontfort University International College (DMUIC) | No Space for Hate Policy |
| International College Dundee (ICD) | Reporting Incidents of Harassment or Bullying |
| Bangor University International College (BUIC) | Regulation for Student Discipline
Sexual Misconduct, Violence and Harassment Information for Student |
| Edinburgh Napier International College (ENUIC) | Health and Wellbeing Policies |
| Roehampton University International College (RUIC) | Dignity and Respect Policy |