Closing date for applications is 16 August 2026

Start date of this studentship is 1 October 2026

Work-related sexual harassment is rarely recognised as gender-based violence and is often minimised as an occupational hazard or unfavourable treatment, even when it involves unwanted physical contact that would constitute sexual assault outside the workplace. Legislative responses reflect this fragmentation, with workplace sexual harassment falling into civil employment law and the employment tribunal system rather than the criminal justice system, where complaints of gender-based violence outside of the workplace are likely to be heard. Responsibility for prevention and response usually falls to Human Resource managers who, while trained in employment law, may lack the expertise to recognise when harassment becomes sexual assault. Trade union representatives, where present, often provide partial support, focusing on procedures rather than survivor-centred, trauma-informed safeguarding. Consequently, such cases may be handled through inappropriate grievance and disciplinary processes, with limited sanctions for third-party perpetrators and remedies that have historically included non-disclosure agreements that silence victims and may push them out of employment.

We are looking to appoint a PhD student to research the legal, HR policy and practice ‘blind spot’ when sexual harassment at work crosses the boundary to sexual assault. The candidate will have relevant legal and/or HR qualifications and an interest in researching gender-based violence at work with a mix of methods including documentary analysis (e.g., court reports, police reports, sexual harassment policies) and interviews (e.g., with HR managers, women’s group, rape crisis, trade unions and, possibly, survivors). The research will focus on the UK, though proposals adopting a comparative perspective are welcome.

For general enquiries about project proposals, please contact Dr Stefano Gasparri

Closing date for applications is 16 August 2026

Start date of this studentship is 1 October 2026

Work-related sexual harassment is rarely recognised as gender-based violence and is often minimised as an occupational hazard or unfavourable treatment, even when it involves unwanted physical contact that would constitute sexual assault outside the workplace. Legislative responses reflect this fragmentation, with workplace sexual harassment falling into civil employment law and the employment tribunal system rather than the criminal justice system, where complaints of gender-based violence outside of the workplace are likely to be heard. Responsibility for prevention and response usually falls to Human Resource managers who, while trained in employment law, may lack the expertise to recognise when harassment becomes sexual assault. Trade union representatives, where present, often provide partial support, focusing on procedures rather than survivor-centred, trauma-informed safeguarding. Consequently, such cases may be handled through inappropriate grievance and disciplinary processes, with limited sanctions for third-party perpetrators and remedies that have historically included non-disclosure agreements that silence victims and may push them out of employment.

We are looking to appoint a PhD student to research the legal, HR policy and practice ‘blind spot’ when sexual harassment at work crosses the boundary to sexual assault. The candidate will have relevant legal and/or HR qualifications and an interest in researching gender-based violence at work with a mix of methods including documentary analysis (e.g., court reports, police reports, sexual harassment policies) and interviews (e.g., with HR managers, women’s group, rape crisis, trade unions and, possibly, survivors). The research will focus on the UK, though proposals adopting a comparative perspective are welcome.

For general enquiries about project proposals, please contact Dr Stefano Gasparri