Everyone Has the Right to Be Treated Fairly
The University of Wolverhampton is committed to creating an environment where students and staff are treated with dignity, respect and fairness.
Disagreement, conflict and complaints can sometimes arise within any community. However, nobody should experience exclusion, isolation or detrimental treatment because they have raised a concern, sought support, participated in an investigation or exercised their rights under University policies and procedures.
Ostracism and victimisation can have a significant impact on an individual's wellbeing, confidence, academic success and working life.
What Is Ostracism?
Ostracism occurs when an individual is deliberately excluded, ignored or isolated by others.
Ostracism can occur in both student and staff environments and may involve individuals, groups or teams.
Examples may include:
- deliberately excluding someone from conversations;
- ignoring contributions in meetings or classes;
- excluding someone from social or professional activities;
- withholding information that others receive;
- refusing to engage with someone without good reason;
- creating an environment where an individual feels isolated or unwelcome.
Ostracism is not always obvious.
Sometimes the absence of interaction can be just as harmful as overt hostility.
What Is Victimisation?
Victimisation occurs when someone is treated less favourably because they have:
- raised a complaint;
- reported a concern;
- made a safeguarding disclosure;
- reported bullying, harassment or discrimination;
- participated in an investigation;
- acted as a witness;
- supported another person who has raised a concern;
- exercised their rights under University policies or the Equality Act 2010.
Victimisation is unacceptable and may constitute unlawful conduct under equality legislation.
Why Are These Behaviours Harmful?
Ostracism and victimisation can affect:
- confidence and self-esteem;
- mental health and wellbeing;
- academic performance;
- workplace engagement;
- team relationships;
- feelings of belonging.
Individuals who experience exclusion often report feeling invisible, unsupported or unable to participate fully in university life.
Student Examples
Example 1
A student raises concerns about inappropriate behaviour during a group project.
Following the report, other members of the group deliberately stop communicating with them and exclude them from meetings.
This may constitute victimisation and/or ostracism.
Example 2
A student expresses a different viewpoint during a seminar.
Other students disagree but continue to engage respectfully in discussion.
This is unlikely to constitute ostracism.
Disagreement is not the same as exclusion.
Example 3
A student who has reported a concern finds that peers deliberately avoid them, exclude them from social activities and encourage others not to engage with them.
This may constitute ostracism and should be reported.
Staff Examples
Example 1
A member of staff raises a concern through a formal procedure.
Following this, they are excluded from meetings they would normally attend and are no longer invited to professional opportunities.
This may constitute victimisation.
Example 2
A manager provides constructive feedback and performance management following established procedures.
The employee feels disappointed by the outcome.
This would not normally constitute victimisation.
Reasonable management action is not victimisation.
Example 3
A colleague acts as a witness during an investigation.
Following this, other colleagues stop speaking to them and deliberately isolate them from the team.
This may constitute ostracism and victimisation.
Disagreement Is Not Victimisation
People are entitled to:
- disagree respectfully;
- challenge ideas;
- hold different views;
- choose their friendships and social relationships.
Victimisation occurs when someone experiences detrimental treatment because they exercised a right or participated in a process.
The distinction is important.
Not every disagreement or change in relationship amounts to victimisation.
Questions to Consider
If you are concerned about ostracism or victimisation, it may be helpful to ask:
Has my treatment changed following a report, complaint or disclosure?
Am I being excluded from activities or opportunities that I would normally be involved in?
Is there evidence that I am being treated differently from others in similar circumstances?
Is the behaviour part of a pattern rather than a one-off event?
Would an independent observer view the treatment as fair and reasonable?
What If I Am Concerned About Someone Else?
You may notice that a colleague or student:
- appears isolated;
- is being excluded;
- is being ignored;
- has become withdrawn;
- is being treated differently following a complaint or disclosure.
You do not need to be certain that victimisation is occurring before seeking advice.
Raising concerns early can help prevent situations from escalating.
Responsibilities of Managers, Academic Staff and Student Leaders
Those in positions of responsibility should be particularly mindful of:
- ensuring inclusion;
- preventing retaliation;
- addressing exclusionary behaviours;
- maintaining confidentiality;
- supporting individuals involved in formal processes.
Participation in a complaint, safeguarding process or investigation should never result in disadvantage.
What Can I Do?
Talk
If appropriate, speak to someone you trust about your concerns.
Seek Advice
Support is available whether you are directly affected or supporting someone else.
Report
Concerns relating to ostracism, victimisation, bullying, harassment or discrimination can be raised through Report + Support.
Access Support
Students and staff can access wellbeing, safeguarding and support services if these experiences are affecting them.
Remember
A healthy university community depends upon people feeling able to raise concerns, seek support and participate in University processes without fear of retaliation or exclusion.
Disagreement may be part of university life.
Victimisation and deliberate ostracism should not be.
Everyone has a role to play in creating a culture where people are treated fairly, respectfully and with dignity, even when relationships are strained or opinions differ.