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UCL statement on non-disclosure agreements

17 April 2019

UCL statement holding pic

UCL no longer use confidentiality clauses or “NDAs” in settlement agreements with individuals who have complained of sexual misconduct, harassment or bullying as a matter of course.

A UCL spokesperson said: “Historically, UCL acknowledges that we have not always got the balance right in our attempts to protect complainants. We have listened closely to what individuals told us about their experience and to our wider community of staff and students. The clear message from our community was that they did not see confidentiality clauses or “NDAs” in settlement agreements as aligned to our values.

“In response, we took the decision that we will no longer use confidentiality clauses or “NDAs” in settlement agreements with individuals who have complained of sexual misconduct, harassment or bullying as a matter of course.

“We hope this sends a clear message that we will not tolerate sexual misconduct, harassment or bullying. #MeToo has made clear that all institutions can, and must do better, in preventing and addressing these behaviours. UCL is no exception.”

Full stop campaign & other action UCL is taking:

  • UCL has developed a new strategy to accelerate UCL's progress on equality, diversity and inclusion – which is being personally led by UCL’s President & Provost Professor Michael Arthur. In addition to our decision to cease using NDAs, we are taking proactive action around bullying, harassment and sexual misconduct which includes:
  • We have launched a new university-wide campaign to combat bullying, harassment and sexual misconduct. This is accompanied by a new online ‘support and report’ tool, which includes an anonymous reporting function.
  • We have delivered training to over 1,000 staff and this is being rolled out to a further 2,000 staff this year.
  • A new full time Preventing Sexual Misconduct Manager has been appointed.
  • UCL has launched a recruitment drive for more Dignity at Work Advisers to help provide support and guidance to staff at an informal, local level.
  • We have also committed to publicly publish data relating to complaints we have received on sexual misconduct and bullying. We hope this decision will provide further impetus for positive cultural change, as well as deliver increased transparency - both publicly and internally.