Sexual Harassment Policy


The University of Ibadan SH Policy Statement

The University shall cultivate and maintain a working and learning environment that reflects respect for the dignity of all members of its community, thereby stimulating and supporting an environment free of sexual harassment. The University of Ibadan (UI) is committed to ensuring a safe space for members of the community – students, staff, service providers and all persons. The University considers any act of sexual harassment as gross violation of the fundamental human rights of the victim and academic freedom in the case of students.


The Vision of the Policy

The vision is to establish UI as an ideal, safe and secure place of work and learning, where the dignity of everyone is ensured.


The Mission of the Policy

Towards the attainment of the vision, the University shall be obliged to:

*       Create awareness and disseminate information on what constitutes SH.

*       Investigate allegations and reports of incidents of SH and/or attempted SH.

*       Enforce rapid redress mechanisms to incidents of SH.

*       Educate staff and students about their right to seek redress in cases of SH.

*       Ensure that victims of SH suffer minimal setbacks and are integrated back into University life as quickly as possible.

*       Ensure that victims who report cases of SH are not discriminated against or stigmatised.

*       Encourage decorum, appropriate dressing and proper comportment by staff and students.

*       Discourage dual relationships which may involve conflict of interest such as dating between a staff and a student. If they exist, the University shall encourage disclosure by either of the parties.



The Sexual Harassment Policy shall apply to:

*       All academic and non-academic staff of the University

*       All students

*       All contractors of and service providers to the University

*       All visitors to the University

*       Other groups of persons in the University, including but not limited to children, wards, and other dependants of staff


Policy Issues

*       Teaching - the curricula and use of  facilities

*       Learning - the curricula and environment

*       Research – incorporating gender  perspectives in research and innovations

*       Service - Gender sensitivity in community, national and international service/outreach


Objectives of the University SH Policy

The objectives of the UI SH policy are to:

*       Create for all staff, students and service providers a safe and secure work and   learning environment, free of SH;

*       Ensure among its entire staff, students and service providers, respect for both sexes, and a transparent operating system in academic and other matters devoid of demands for sexual gratification;

*       Eliminate   gender-based violence;

*       Strengthen UI’s commitment to individual professional development and well being through enforcement of non sexist language and actions.



The University considers sexual harassment as:

*       Unwanted sexually motivated conduct, comments, touching and expressions capable of prejudicing or undermining a person’s freedom, rights and privileges. Such acts could include but are not limited to outright demands, ogling, indecent comments and  unnecessary bodily contact which could lead to psychological or physical unsolicited sexual relationships;

*       Unwanted suggestive looks, phone calls or use of other multimedia format and comments intended to lure a person into a sexual relationship.

*       Spousal abuse where one or both partners are members of the university community

*       SH may take place over a period of time, may be a single incident and may or may not involve elements of overt coercion. SH may be from a superior to a subordinate or vice versa or among peers. It can be direct or indirect (including procuring or attempting to offer a person to another for sexual activity); and may involve persons of the same or opposite sex.



Following from the definition above, forms of sexual harassment in the University include but are not limited to:

Verbal Conduct

*       Unfriendly remarks with sexual connotations

*       Coaxing of females or males by staff and students to have sexual affair.

*       Demanding for sexual favours in exchange for employment, promotion, admission or any other benefits.

*       Denying an individual his or her entitlement for refusal to succumb to sexual advances.

*       Demanding for sexual favours in exchange for grades

*       Sexually motivated booing and ogling of a person(s).

*       Sexist comments and dirty talk directed at someone or persons.

*       Asking personal questions about sexual life.

*       Targeting a person with sexual comments.

*       Making a sexual comment about a person’s clothing, body or shape.

*       Turning academic and occupational discussions into sexual discussions without precluding or restricting appropriate teaching methods and research.

*       Compelling persons to narrate sexual fantasies, preferences or history.

*       Unsolicited, sexually explicit or suggestive electronic and mobile messages.

*       Directly or indirectly procuring or attempting to offer a person to another for sexual activity


Visual and Audio Conduct

*       Taking and sending unwholesome pictures and making recordings (videos, CDs, camera phones etc) for the purpose of blackmail or any other purpose.

*       Being forced or induced to watch pornography or X-rated movies

*       Seductive postures and indecent dressing and exposure by males or females that offend public morality. Any form of dressing that exposes vital parts of the human body constitutes indecent dressing. The University shall encourage a ‘dress sense’ culture among males and females. 

*       Indecent and inappropriate public show of sexual intimacy


Physical Conduct

  • Sexual assault and Battery
  • Repeated, unwelcome and unwarranted brushing against a person’s body.
  • Unwelcome caressing or fondling


Complaint Procedures

*       All complaints on violation or infringement of SH shall be made at the Gender Mainstreaming Office, (GMO) and where appropriate, referred to the relevant authorities.

*       Complaints of violation or infringement of the SH policy may be formal or informal.

*       Informal complaints (i.e. oral complaints) shall be treated administratively. The receiving officer shall however make a record of the complaint.

*       A formal complaint must be in writing, signed and submitted at the GMO.

*       A report or complaint can be made by the victim (or anyone who advocates on his or her behalf), or a witness. However, the decision to make such complaint formal or informal lies with the victim (or anyone who advocates on his or her behalf) or a witness.



Any person found liable of perpetrating SH, falsely accusing any person or instigating the occurrence of false accusation shall be subject to penalty. The penalties for those found to have violated this policy may include, but will not be limited to any of the following:

*       Counselling and/or therapy

*       Oral admonition

*       Written warning or oral reprimand

*       Referral to Staff/Student Disciplinary Committee (SDC) as the case may be or

*       Any other disciplinary action which the University may deem fit.


Contact Address

Gender Mainstreaming Office (GMO)

Students Affairs Building

University of Ibadan, Ibadan, Nigeria

E-mail:[email protected]

Vision and Mission

University Vision and Mission on Sexual Harassment 
The Gender Mainstreaming Office has a goal to prepare a gender policy for the University of Ibadan. The Gender Policy shall apply to, all staff of the University, all students of the University, all contractors of and service providers, all visitors to the University and other groups of persons in the University, including but not limited to children, wards, and other dependants of staff
The policy will address issues related to teaching, learning, research, and service

Gender Policy

Gender Policy (GP)

Gender equity is increasingly prioritized as an indicator of development and global acceptance in networks of higher education. The quality and effectiveness of an institution is, in part, judged by its gender sensitivity at global level. U I’s Gender Policy provides an institutional framework for all programmes and projects so that all stakeholders in the community can benefit from the initiative. It provides the bench- mark by which the laws governing the institution, relations between members of the university community, its activities in research, teaching, resource mobilization, welfare services and community involvement will be evaluated.

The Gender Policy shall apply to, all staff of the University, all students of the University, all contractors of and service providers, all visitors to the University and other groups of persons in the University, including but not limited to children, wards, and other dependants of staff.

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