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Request to speak to a Dignity Contact

By completing this form you are requesting to speak with a Dignity Contact. We will only pass the information you have provided in this form to a trained Dignity Contact.

This does not initiate a formal complaints process. We will not disclose any personal or identifiable information to others unless we believe there is a genuine threat to a person’s health and safety.

Once you have completed this form, the nature of your complaint will be passed through to an available Dignity Contact, please note we aim to do this within 48 hours where possible. The assigned Dignity Contact will then contact you directly to discuss further or arrange a meeting. You can read more about the role of a Dignity Contact here.

For further guidance please refer to the Dignity at Warwick Policy.

To support your submission, you will find definitions of key terms at the bottom of this page.

If you are looking for information or support on bullying and harassment and can't find what you need here, contact us and let us know.

 

Note: This form is for staff only, find information about student reporting options here.

Do you have any specific requirements when assigned to a Dignity Contact?
Do you have any specific requirements when assigned to a Dignity Contact?
Do you wish to be assigned a Dignity Contact outside of your department and/or faculty? Tick all that apply
Do you wish to be assigned a Dignity Contact outside of your department and/or faculty? Tick all that apply
Are you
Are you
Which of the following best describes the situation your report relates to?
Which of the following best describes the situation your report relates to?
Is your concern in relation to a Protected Characteristic?
Is your concern in relation to a Protected Characteristic?
The following questions are optional. We monitor reports by these equality groups to inform our future work.
The following questions are optional. We monitor reports by these equality groups to inform our future work.
Disability – Do you consider yourself to be disabled within the definition of the Equality Act 2010?
Disability – Do you consider yourself to be disabled within the definition of the Equality Act 2010?
Ethnicity
Ethnicity
Gender
Gender
Is your gender identity different to what you were assigned at birth?
Is your gender identity different to what you were assigned at birth?
Religion or belief
Religion or belief
Sexual Orientation
Sexual Orientation
Privacy statement
This report will remain confidential. By requesting to speak with a Dignity Contact we will only use the information you have supplied to us. This does not initiate a formal complaints process. We will not disclose any personal or identifiable information to others unless we believe there is a genuine threat to a person’s health and safety.
Spam prevention

 

Definitions

Please note the definitions provided on this page are for illustrative purposes only and are not a definitive list.

  • Bullying - Offensive, intimidating, malicious or insulting behaviour involving the misuse of power that can make a person feel vulnerable, upset, humiliated, undermined or threatened.
  • Harassment - Unwanted physical, verbal or non-verbal conduct which may intentionally or unintentionally violate a person’s dignity or create an intimidating, hostile, degrading, humiliating or offensive environment which interferes with an individual’s learning, working or social environment.
  • Sexual Harassment - Sexual harassment is when someone behaves in a way which makes you feel distressed, intimidated or offended and the behaviour is of a sexual nature. Sexual harassment can include: sexual comments or jokes, physical behaviour, including unwelcome sexual advances and touching.
  • Discrimination - Unlawful discrimination takes place when an individual or a group of people is treated less favourably than others based on one of the nine protected characteristics in the Equality Act 2010.
  • Victimisation - Refers to bad treatment directed towards someone who has made or is believed to have made or supported a complaint under the Equality Act. It includes situations where a complaint hasn't yet been made but someone is victimised because it's suspected they might make one.