Academic Research

As well as our own publications, we have been awarded several research grants for collaborative projects that address different aspects of staff- sexual misconduct. Our research is designed to inform changes in the higher education sector around prevention, education, and culture change.

Articles and Reports

Bull, A., Page, T., 2021. The Governance of Complaints in UK Higher Education: Critically Examining ‘Remedies’ for Staff Sexual Misconduct. Social & Legal Studies.

Complaints processes and their governance in UK higher education (HE) have received little critical scrutiny, despite their expanded role under the increasing marketisation of HE. This article draws on interviews with students who attempted to make complaints of staff sexual misconduct to their HE institution. It outlines four groups among the interviewees according to the ‘remedy’ that they obtained, describing how most interviewees could not access the services of the Office of the Independent Adjudicator for Higher Education in England as they could not complete internal institutional complaints processes. The failure of most complainants to obtain remedy, and the difficult experiences of those who did, reveals the inadequacies of using an individualist, consumer-oriented model for addressing discrimination complaints in HE. The article also contributes to discussions of justice for sexual violence survivors, suggesting that community-oriented remedies are needed alongside formal administrative justice processes to address power-based sexual misconduct in institutions.

Bull, A. & Page, T. (2021). Students’ accounts of grooming and boundary-blurring behaviours by academic staff in UK higher education. Gender and Education.

Drawing on data from qualitative interviews with students who had attempted to report staff sexual misconduct to their higher education institutions in the UK, the article analyses interviewees’ experiences of ‘grooming’ and boundary-blurring behaviours from academic staff where the possibility for consent was affected by the power imbalances between staff and students. The term ‘boundary-blurring’ is used to describe behaviours that transgress (often tacit) professional boundaries, and ‘grooming’ refers to a pattern of these behaviours over time between people in positions of unequal power. This article analyses the power imbalances interviewees described that created the context for these behaviours. These were constituted by social inequalities including gender, class, and age, as well as stemming from students’ position within their institutions. The article also explores how heterosexualised normativity allows such behaviours to be minimised and invisibilised.

Bull, A., Calvert-Lee, G., Page, T. (2020) Discrimination in the complaints process: introducing the sector guidance to address staff sexual misconduct in UK higher education Perspectives: Policy and Practice in Higher Education

This article introduces our Sector Guidance to Address Staff Sexual Misconduct in UK Higher Education. The problem that the guidance seeks to address is that existing student complaints and staff disciplinary procedures relating to student complaints in this area fail to offer similar protections and privileges to the student complainant and the responding staff member and, as a result, students are often excluded from the process purporting to resolve their complaint. We outline the changes that would need to be made to staff disciplinary processes to follow a process more akin to civil justice than criminal justice, thus ensuring that the process accords equal rights to complainants and respondents.

Page, T. Bull, A., & Chapman, E. 2019. Making Power Visible: “Slow Activism” to Address Staff Sexual Misconduct in Higher Education. Violence Against Women, 25(11): 1309-1330. (Aug 2019)

This article examines activism to address staff sexual misconduct in higher education in the United Kingdom from our perspective as founders and members of the research and lobby organisation The 1752 Group.

For those who don’t have institutional access, you can access a pre-print version.

Developing an Intersectional Approach to Training on Sexual Harassment, Violence and Hate Crimes: Guide for Training Facilitators (May 2019)

This document offers guidance to training facilitators on how to incorporate intersectionality into existing trainings on bystander intervention and first response to disclosures of violence. This is not meant as a separate training programme in and of itself, but rather to enhance the presentation of existing trainings.

Developed by Professor Vanita Sundaram, University of York, Erin Shannon, University of York, Dr Tiffany Page, University of Cambridge, Professor Alison Phipps, University of Sussex

Silencing Students: Institutional responses to staff sexual misconduct in UK higher education (Sept 2018)

This report explores institutional responses to sexual misconduct carried out by academic staff in higher education. It draws on data from interviews with students and early career academics across 14 UK higher education institutions. It includes an analysis of 61 policies relating to staff sexual misconduct from a sample of 25 UK institutions. The report includes The 1752 Group recommendations and priorities for institutions and the sector.

Power in the Academy: Staff sexual misconduct in UK higher education (Apr 2018)

The National Union of Students and The 1752 Group conducted the first ever national survey in the UK examining staff sexual misconduct in higher education. Power in the Academy reports on the responses received from 1839 students who answered the survey.

Funded research

“Developing an intersectional approach to training on sexual harassment, violence and hate crime” HEFCE Catalyst Fund Tackling hate crime and online harassment on campus 2017-2018 (University of York)

We have partnered with Professor Vanita Sundaram (Project Lead) at the University of York and Professor Alison Phipps at the University of Sussex on a project that will enable the creation of pioneering guidance for more intersectional models of disclosure and bystander intervention training, which could also be applied to other training types in the areas of sexual violence and hate crime.  It will take the form of focused guidance for universities, and will be promoted and disseminated in collaboration with Universities UK. It will particularly benefit students who experience violence and vulnerability across two or more intersecting characteristics, by increasing the capacity of institutions to both prevent and respond to harassment, violence and hate crime against them, and to support them more appropriately.

“What universities can learn from workplace policies on preventing sexual misconduct?” British Academy/Leverhulme Small Research Grant 2017-2018 (in partnership with University of Portsmouth)

One of the first steps universities take to protect staff and students from sexual and gender-based violence is to create policy. This project will investigate what can be learned from workplace approaches to sexual harassment that are informed by the Equality Act 2010. It will assess the impact of policy as a means to change institutional cultures, and is one step in a wider research agenda towards formulating best practices for the higher education sector to prevent sexual violence and related inequalities in higher education.

HEFCE Catalyst Fund Student safeguarding on campus research team 2017-2018 (University of Portsmouth)

This project is part of a wider initiative to establish an ‘active bystander’ culture of citizenship, which will help to embed zero tolerance of gender-based violence and hate crime at the University of Portsmouth. Work being conducted by The 1752 Group (led by Dr Anna Bull) is focused on developing best practices for the sector in addressing staff-student sexual misconduct. This includes a national audit and report on existing UK university policies relating to staff sexual misconduct, and conducting interviews with students on their experiences.

Read our new Sector Guidance recommendations.
Read more from our team on the 1752 Blog.
Meet the 1752 Group’s core team members.