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The Code of Conduct (the Code) provides anyone acting in an official capacity on behalf of the university with guidelines as to what is expected of them whilst doing so. Anyone in scope of the code should read and apply it in conjunction with any other policies and procedures listed below and/or rules/regulations specific to their School or Professional Service. It is the responsibility of anyone acting in an official capacity for the University to read the Code and conduct themselves appropriately in accordance with it. It is designed to encourage us all to consider our own actions in the context of the University community.

The Code applies to all members of staff of the University, as well as external committee members, consultants, honorary appointments, volunteers, wardens/sub-wardens and any other person appointed or engaged to perform duties or functions on behalf of the University. Failure to adhere to the code may result in an investigation under the disciplinary procedure, or other appropriate action.

It is important to note that this Code should be read and adhered to in conjunction with the following University policies, as these also make reference to standards of conduct:

All policies are available on the University’s policy gateway.  Please note that this list is subject to change in line with regular policy reviews.

Anyone acting in an official capacity for the University has a responsibility to promote a culture where everyone is treated with respect and dignity. The University promotes the following workplace values through its People Strategy:

• Authentic. We will be honest, trustworthy and open, we will respect one another and
  build confidence across our community.
• Adventurous. We will be progressive, ambitious and strive to achieve our best.
• Responsible. We will be accountable for our actions, we will care for ourselves, others
  and our environment.
• Creative. We will work imaginatively and innovatively, we will find solutions and be smart
  in the way that we apply our resources and capitalise on our strengths.
• Collaborative. We will foster team spirit and create a strong sense of community; we will
  work together with colleagues, students, alumni and partners.

Managers should ensure that all new employees are provided with a copy of the Code as part of their induction programme. In addition, managers must take appropriate action at the earliest opportunity to address any non-compliance with the standards of the Code using the most appropriate University policy in the circumstances of each case.

It is important to note that the responsibilities contained within the Code are not exhaustive and cannot cover all circumstances. Users of the Code should always seek to observe it and associated policies, but if there is any doubt, they should seek the advice of their manager.

5.1 Respect for others

The University is committed to creating an environment where everyone is treated with dignity and respect, having regard to people’s different needs, attitudes and lifestyles. The University is also committed to upholding freedom of speech and expression within the law.  At
times this might mean that ideas or views are expressed which are challenging, controversial or which cause offense.  You should be mindful at all times of any behaviour that may intimidate or
offend others and take care to act in a manner that helps to foster an environment of dignity, respect and open discussion when exercising your right of lawful free speech. Deliberate discriminatory behaviour will not be tolerated and will be dealt with accordingly. 

5.2 Complying with Legislation and professional practice

At all times, you must protect the legality of the University by complying with relevant legislation. Further information can be found in the policies listed in section 4 above, details of which can be found on the University’s policy gateway webpage. For School and Professional
Services specific information, please speak to the relevant Head of Operations. 

If you are a member of a professional institute or association then you are also obliged to comply with, and will be held to, any professional code and/or standards of practice pertaining to that organisation. This will only apply in circumstances where it impacts on the work undertaken for the University, for example, a member of the Association for Coaching would need to adhere to their Global Code of Ethics while coaching as part of their role at the University.

5.3 Standards of dress

Where no uniform is required, the University does not have a prescriptive dress code. Individuals are free to dress in a way which makes them comfortable, including expressing their own identity, cultural and religious norms. This includes hair styling, clothes, body art and piercings. The University simply require that the choices you make allow you to carry out the duties and responsibilities for your role. Should you be unsure what is suitable, you should contact your manager for guidance. Appropriate safety clothing and equipment must be used where required, and health and safety considerations must take precedence over other preferences when they apply, to protect yourself and others.

Where there is a requirement for you to wear a uniform, it will be provided for you. It will form a condition of your employment and you must wear the uniform provided. If your role requires you to wear a branded uniform, you should be aware of your behaviour when not on official University duty.  For example, your behaviour outside of the campus, while wearing your uniform, would be easily associated with the University and could bring it into disrepute. This would risk disciplinary action. This also extends to the display of an identification card and/or name badge when you are not on official University duty. However, the University will seek to understand such circumstances and will react reasonably. For example, if an employee has a dispute with a neighbour who subsequently reports them to the University, all of the facts will be reviewed and each case will be dealt with on an individual basis. 

Should managers or staff members require any further advice in relation to standards of dress, please speak to the HR Partnering Team. 

5.4 Security and identification

To prevent security breaches, the University issues an identification card to all employees, whether they are University employees or employees of other partners based on campus. Please ensure that you always have your ID card with you and, if asked, show it to confirm your identity. It is important that you do not allow anyone else to use your ID.

5.5 Contractors and volunteers

Due to the nature of our organisation and the work that we do, we sometimes depend on the services of contractors and volunteer staff. If you are responsible for contractors or volunteers, you should ensure that they are aware of this code and that they abide by the standards contained herein. 

Your life away from work is normally your personal concern. You should not, however, put yourself in a position where your job, or the University’s interests and your own personal interests conflict. This includes behaviour which would undermine the University’s confidence or trust in you. For example, inappropriate posts on social media could damage the University’s reputation.  

6.1   Social Events

It is important that you are mindful of your conduct at any social event where you could be linked to the University. For example, a Christmas party where the University’s name has been included at the time of booking or a social gathering as part of a conference where you are representing the University. In such instances, any unprofessional behaviour (sometimes only through perception) could bring the University into disrepute and action may be taken as if the situation had occurred on University premises within work hours. Examples of such behaviour may include, but not limited to:

1. Physical violence or bullying.
2. Theft.
3. Unlawful discrimination.
4. Causing loss or damage through negligence.
5. Serious health and safety violations.

6.2   Membership of organisations

If you are a member of any organisation which has the potential to impact on your work or professionalism, or bring the University into disrepute, you should declare this to your manager who will consider any implications. Examples of such organisations would be those exempted by Article 11 (the right to freedom of assembly and association) of the Human Rights Act 1998 and pose a threat to:

• National security.
• Public safety.
• The prevention of disorder or crime.
• The protection of health or morals.
• The protection of the reputation or rights of others.
• The prevention of the disclosure of information received in confidence.

You should not become a member of any organisation that has been banned by the U.K. Government. For example, proscribed terrorist organisations as detailed by the Government website, linked below. 

Employees must disclose to their manager, at the earliest possible stage, any involvement with the police which result in

• Arrest.
• Charge.
• Summons.
• Fixed penalty notices (excluding minor driving offences).
• Reprimands or cautions being issued.
• Convictions or if any court orders or injunctions are issued

You will also be required to declare driving offences (including speeding and failing to stop at a traffic signal) if your post includes driving as an essential requirement of the role. All convictions will be considered in line with the provisions set out in the Rehabilitation of Offenders Act 1974. The bearing of the offence on your employment will be fully and objectively considered and, if necessary, an investigation may be carried out. Appropriate action will then be taken based on the outcome of this investigation. Should you be arrested, there is an expectation that you provide the Police with full details of your role at the University. Additionally, should you have any involvement with the Police, there is an expectation that you will inform your line manager so the requisite risk assessment can be undertaken.