Understanding sexual misconduct investigations

During the initial investigation support will but put in place for both those raising concerns and those who have been identified in the complaint, with different staff providing support.

As the safeguarding lead the Head of Student Services (or a nominated staff member) will lead the investigation to talk through what has happened then speak to the student who has been reported for misconduct. During this investigation it is possible, for safety reasons, that a student may be temporarily excluded.

Confidentiality can not be guaranteed during this process if Ravensbourne needs to inform the Police, Social Services or other agencies of potential risk or abuse that is taking place. If a decision is taken to report what has happened against a student’s wishes this will be discussed with the student in detail in advance.

The investigating officer will then decide on a decision at his stage and this will be sent in writing to all involved parties. The decision may be appealed by the person who made the original complaint. During any meetings students have the right to be supported by the Students’ Union or a supporter.

The investigation may refer the allegation to be further investigated by the Casework Office, may refer a criminal offence to the Police (which suspended the internal process) or in some cases an informal account may be reached. The investigation may also find that the complaint should not move further in the disciplinary process.

The Head of Student Casework will assess this investigation and review the evidence collected to decide whether to call a full disciplinary panel. It is possible they may conduct additional investigative meetings at this stage.

You can see some of the potential outcomes from the investigation above but the most serious outcomes will require the matter to be discussed at a Disciplinary Panel.

At the hearing the student the complaint has been made against will have the right to submit a response to the evidence, call witnesses and submit evidence of their own. Questions may be asked of the victim but these would be presented after the hearing for the panel to consider responses to.

The person raising the concern would not be asked to attend the panel.

The panel will uphold the allegation or dismiss it. When upholding the allegation they may consider any of the possible penalties mentioned early on this page.

The accused student will be sent an outline of the outcome within five working days and support following this process will be offered by Student Services.

Following an allegation of sexual misconduct against a staff member an investigation will be carried out by the staff member’s manager, a more senior manager than the accused or by an external investigator appointed by the People and Culture Team. The assistance of the People and Culture Team will be offered to the investigating officer.

Where gross misconduct may have taken place, or there is a risk to the Ravensbourne community or potential criminal allegations a staff member may be suspended during an investigation.

The investigation will establish the allegations, gather evidence and consider the need for a formal hearing. Staff who are the subject or an allegation may be asked to attend an investigatory interview with a work colleague or trade union representative.

The outcome of this investigation may be that there is no case to answer, an informal resolution is suggested or a recommendation that a disciplinary panel should be convened.

When recommended by the investigation a disciplinary hearing will be held. This will be chaired by a manager who is more senior than the staff member the allegation is made against. They should not have been previously involved in the investigation.

In the case of the Executive Team the Vice Chancellor and/or Director of People and Culture will agree on the hearing manager which if necessary may be a member of the Board of Governors.

The member of staff will be able to bring forward witnesses and make any written submission. Any documentation to be read by the hearing manager will be available in advance to the staff member. They may invite a staff member to support them at the hearing or a union representative.

After the hearing the hearing manager will inform the staff member of the outcome and the right to appeal.

There are four levels of potential sanctions including a formal verbal warning, written warning, final written warning and dismissal.