July 2021.

Antisemitism is abhorrent and runs contrary to everything we stand for as a University. We remain fully committed to using the IHRA definition of antisemitism, alongside other definitions, in any disciplinary process and when considering any complaint or allegation of antisemitism. Nothing has changed in terms of our approach.

We actively support academic freedom and freedom of speech - they are vital components of who we are and what we represent. That is why we respect the rights of all University staff to freely discuss and debate a wide range of issues. This includes putting forward proposals during meetings, which are then voted on by those members who are present, as happens at Assembly meetings.

The Assembly is not a decision making body but it is empowered to make proposals to the University governing bodies, the Senate and Council. Motions are not binding.

FAQs

What role does the Assembly play within the University’s governance?

The purpose of the Assembly is to make proposals to the University’s governing bodies, the Council and Senate on any matter relating to the University. This may include any matters referred to it by the Council or the Senate. The Assembly is not a decision-making body and does not make policy decisions, and so motions are not binding.

Further information on the Assembly and how it works, can be found here: warwick.ac.uk/services/gov/calendar/assembly/

Who sits on the Assembly?

The Assembly membership is made up of all academic and professional services staff (Grades 1-9), which is around 7,389. Attendance is voluntary. There needs to be only 50 members of the Assembly for a meeting to proceed.

How do motions work and who votes on them?

A meeting of the Assembly can be requested with the support of at least 25 members. Motions can be proposed by one member of the Assembly where they are seconded by another member. Motions will be discussed, decided and voted upon by a majority of the members present.

Why is the Assembly allowed to debate issues such as the IHRA definition?

We actively support academic freedom and freedom of speech - they are vital components of who we are and what we represent. That is why we respect the rights of the Assembly to freely discuss and debate a wide range of issues. Just like any other meeting at the University, we expect discussions to be held in a respectful way.

What proportion of the Assembly participated in the meeting on the IHRA in June?

Approximately 200 members of the Assembly participated in the meeting in June 2021 – out of an overall Assembly membership of around 7,389.

Has anything changed following the Assembly vote on the IHRA in June?

No - nothing has changed in terms of our approach. We remain fully committed to using the IHRA definition of antisemitism, alongside other definitions. We will continue to use these definitions when considering any complaint or allegation of antisemitism and in any disciplinary process.

What are the other definitions of antisemitism you refer to alongside the IHRA definition?

There are a number of views on the precise definition of antisemitism, not all of which are in agreement. Therefore, when establishing words or acts as being antisemitic, we will be assisted by, take into account and have regard to:

• The International Holocaust Remembrance Alliance (IHRA) definition.
• The two qualifiers to the IHRA definition proposed by the UK’s Home Affairs Select Committee.
• The Community Security Trust Definition.
• The definitions in the Equalities and Human Rights Commission report into Anti-Semitism and the Labour Party.

What is your approach to tackling antisemitism at Warwick?

Antisemitism is abhorrent and runs contrary to everything we stand for as a University. Any employee or student found guilty of expressing antisemitic views will face sanctions, and all complaints will be investigated and treated extremely seriously.

What can students and staff do if they experience any form of discrimination or harassment?

Everyone has the right to feel safe and supported at Warwick, and we have a zero-tolerance policy to any form of discrimination. We encourage all members of our community to treat one another with respect, whatever their background, beliefs or situation.

In the event that any member of our community is subject to, or witnesses any kind of abuse, we strongly encourage them to contact Report + Support so that we can take action and provide support.

What are you doing to prevent discrimination and educate people?

Education and prevention are critical to our approach of supporting respectful debate and stamping out discrimination. This year, all of our students are required to participate in the Warwick Values training moodle, which outlines clearly that any form of discrimination will not be tolerated, and that inappropriate behaviour should be challenged, where it is safe to do so. There is also a Moodle for staff on as part of their essential learning package.

Members of our community can also report concerns and access specialist support via our Report + Support tool, which we are actively promoting to raise awareness.

Training on Report + Support is provided to key groups of staff who may receive disclosures and is also made available to all other staff and students. Every academic department also includes a mandatory 'Introduction to Active Bystander' workshop for all incoming students. These workshops will help people understand when someone's behaviour is inappropriate or threatening and how to challenge it.

We recognise that there is always more we can do and will continue to work with our whole community to ensure everyone feels safe, valued and respected.