Office of the President and Provost (Equality, Diversity & Inclusion)


Preventing Sexual Misconduct Strategy Group

This group was disbanded in February 2020 when the new Prevention of Bullying, Harassment and Sexual Misconduct Policy was launched.

Terms of Reference

Preventing Sexual Misconduct[1] Strategy Group

  1. To prioritise examining and reviewing existing UCL policy, practice, procedures and structures on receiving, investigating and resolving complaints of sexual misconduct
  2. To consult, gather evidence and then make recommendations on all of the above and drive through as many positive changes in one year as possible by engaging with relevant committees and stakeholders at UCL
  3. As a second phase of the project, to review, better align and make recommendations on programmes for preventing sexual misconduct and for increasing support for those who have experienced it at UCL
  4. To develop a roadmap of recommendations and actions beyond the one-year period of the Strategic Group, culminating in a report for endorsement by UCL Council and SMT in autumn 2018.

[1] Sexual misconduct is unacceptable behaviour of a sexual nature. Visit Report + Support to read the full definition.


Principles Underpinning the Strategy Group

  1. Sexual misconduct diminishes not only the people involved, but can have a destructive impact on the entire University community. It has no place at UCL and those who perpetrate it are not welcome within the UCL community.
  2. UCL will create a culture where sexual misconduct of any form will be challenged and robust disciplinary action against reported parties will be taken where possible.
  3. An initial increase in disclosure rates of sexual misconduct will be viewed as an indicator of trust and confidence in reporting incidents and in an effective response.
  4. When an allegation is made, UCL will be open about the process involved and act fairly to all parties, balancing action and confidentiality with duty of care obligations.  
  5. UCL recognises the vulnerability of different groups within the UCL based on gender and gender-identity, race and ethnicity, age, seniority, disability and sexual orientation to experience higher rates of harassment and abuse. UCL is committed to an intersectional approach to address sexual misconduct. 
  6. Harassment related to any protected characteristic is equally as serious, and will be treated as such.
  7. UCL will strive to be as transparent as legally possible in relation to sexual misconduct and will provide anonymised reporting figures and outcomes annually.
  8. The University commits to utilising the expertise within our community to improve awareness and understanding of unacceptable behaviour. We will proactively work together as a community to address abuses of power. 
  9. UCL commits to learn from and engage with best practice and aims to become a leader within the sector at sharing best practice and engaging in the primary prevention of sexual misconduct.

The members of the group were:

  • Becky Francis (Chair)
  • Nigel Titchener-Hooker (Deputy Chair)
  • Antonia Bevan
  • Sinead Booth
  • Herve Borrion
  • Donna Dalrymple
  • Lina Kamenova
  • Jayne Kavanagh
  • Nick McGhee
  • Kelsey Paske
  • Francis Roberts
  • Fiona Ryland
  • Ruth Siddall
  • Suzanne Tyrrell

Summary of meetings

A summary of previous meetings can be found here.