1. Policy Statement

WNU is committed to maintaining a learning and professional environment in which all members of the WNU community can participate free from discrimination, harassment, bullying, victimisation and retaliation. WNU expects all Participants, staff, mentors, speakers, faculty, hosts, alumni, contractors and authorised visitors to act with dignity, respect and professionalism.

WNU will not tolerate discrimination, harassment or bullying in connection with any WNU Programme or activity. Concerns will be considered fairly, promptly and sensitively, with appropriate action taken where concerns are upheld.

2. Scope

This policy applies to conduct by or towards Participants, staff, mentors, speakers, faculty, hosts, alumni, contractors, visitors and third parties where the conduct occurs during, in connection with, or because of a WNU Programme or activity.

It applies to conduct in person, online, in writing, during travel, at accommodation connected with the Programme, during Technical Visits, at social or networking events, on social media, and outside scheduled Programme hours where the conduct affects WNU, WNA, the Programme, the cohort or any member of the WNU community.

Where a concern involves sexual harassment or sexual violence and WNU has a separate policy covering those matters, that policy will apply to the extent of any inconsistency.

3. Protected Characteristics and Grounds

This policy covers discrimination, harassment or bullying connected with any personal characteristic, background, identity or status, including but not limited to sex, gender, gender identity, gender reassignment, sexual orientation, pregnancy or maternity, marital or family status, race, colour, nationality, national origin, ethnic origin, religion or belief, age, disability, neurodiversity, physical appearance, political opinion, professional background, seniority, language, socioeconomic background or any other status protected by applicable law.

4. Definitions

4.1 Discrimination

Discrimination is less favourable treatment, exclusion, disadvantage or unfair restriction connected with a protected characteristic, identity or status. It may be direct, indirect, intentional or unintentional.

4.2 Harassment

Harassment is unwanted conduct that has the purpose or effect of violating a person's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment. A single incident may amount to harassment.

4.3 Sexual Harassment

Sexual harassment is unwanted conduct of a sexual nature that has the purpose or effect of violating a person's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment. It may include verbal, non-verbal, physical, written, visual, digital or online conduct.

4.4 Bullying

Bullying is offensive, intimidating, malicious, insulting or undermining behaviour, or misuse of power, that humiliates, threatens, denigrates or injures the recipient. It may be persistent or arise from a serious single incident.

4.5 Victimisation and Retaliation

Victimisation or retaliation occurs where a person is treated badly because they have raised a concern, supported someone else's concern, acted as a witness, refused to participate in unacceptable behaviour, or otherwise engaged with this policy.

5. Freedom of Expression and Respectful Disagreement

WNU supports lawful freedom of expression, academic discussion, professional disagreement and robust debate. This does not protect behaviour that is discriminatory, harassing, bullying, threatening, abusive, humiliating, or otherwise inconsistent with WNU policies and Programme standards.

6. Responsibilities

All members of the WNU community are expected to help prevent discrimination, harassment and bullying by being aware of the impact of their conduct, challenging unacceptable behaviour where safe and appropriate, and reporting concerns promptly.

WNU staff, mentors and others in positions of responsibility should respond to concerns sensitively, avoid dismissing or minimising reports, preserve confidentiality where possible, and escalate matters through the appropriate WNU process.

7. Reporting a Concern

Concerns may be reported to any member of the WNU Team, including a mentor, Programme Lead, Supporting Programme Lead, Head of Leadership and Capacity Development, or another designated reporting contact. Where the concern involves one of these individuals, it may be reported to another WNU contact or designated alternative contact.

Reports should, where possible, include what happened, who was involved, when and where it occurred, whether there were witnesses, any evidence available, and what action the reporting person is seeking. However, WNU may consider reports even where full information is not immediately available.

8. Informal and Formal Handling

Where appropriate and safe, some concerns may be resolved informally through clarification, facilitated discussion, apology, behaviour agreement, additional support or other corrective action. Informal handling will not normally be used for serious allegations, repeated conduct, safety concerns, sexual misconduct, threats, violence or where the person affected does not wish to engage informally.

Formal handling may include fact-finding, interviews, review of documents or digital evidence, written records, temporary protective measures, and a decision on whether the concern is upheld.

9. Interim and Protective Measures

WNU may take interim measures while a concern is being reviewed. These may include separating individuals, changing working groups, restricting access to activities, requiring a Participant to leave accommodation or activities temporarily, notifying a Sponsor or employer, involving venue security, or contacting emergency services or relevant authorities.

10. Outcomes

Where a concern is upheld, outcomes may include a warning, Behavioural Modification Request, Compliance Assessment, required apology, exclusion from activities, removal from the Programme, ineligibility to graduate, withdrawal of alumni access, notification to a Sponsor or employer, or referral to law enforcement or other authorities. No refund will be provided where removal or ineligibility results from breach of this policy, except where WNU decides otherwise at its sole discretion.

11. Malicious or Knowingly False Reports

WNU will not penalise a person for raising a concern in good faith, even if the concern is not upheld. However, knowingly false, malicious or deliberately misleading reports may be treated as misconduct.

12. Confidentiality and Records

Information will be handled sensitively and shared only where necessary to review the concern, protect individuals, meet legal obligations, manage Programme risk or implement outcomes. WNU may keep records of reports, decisions and actions taken in accordance with applicable data protection requirements.

13. Review and Modification

This policy is subject to periodic review and may be updated by WNU where required for legal, operational, safeguarding, safety, security, academic or Programme quality reasons. Any material changes affecting current Participants will be communicated promptly.