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Introduction

Report + Support is a key mechanism for students, staff and community members to disclose harmful behaviour and wellbeing concerns, either anonymously or with contact details. Now in its fifth year, the platform continues to support individuals whilst also providing insight that informs prevention, policy and institutional responses.

Expert practitioners in Student Services, Student Conduct or Human Resources (HR), review each assigned disclosure impartially and nonjudgmentally. They aim to respond to every disclosure, with the level of response shaped by the information provided. Practitioners listen carefully to understand the experiences shared and use the appropriate support and investigative processes available. The Outcomes section provides further detail on how staff respond to disclosures.

This report, covering 1 August 2024 to 31 July 2025, reflects notable changes from the previous year. For example, following an exceptional spike linked to incidents referencing antisemitism and Islamophobia during the Israel–Gaza conflict, reporting returned to levels comparable to those prior to 2023-2024.

Report + Support represents one of several ways to raise concerns at the University; many students and staff choose to report directly to Student Services, Student Conduct or Human Resources. During this period, more streamlined, trauma ‑ informed processes, particularly for Non ‑ Academic Misconduct, enabled some students to access support without submitting a Report + Support disclosure. These changes reduced duplication, minimised the need to repeat distressing experiences and contributed to a lower number of disclosures recorded through the Report + Support platform in 2024-2025. The figures presented here, therefore, offer valuable insight but do not capture the full extent of disclosures within the University. Moves to address this form part of the Action Plan for 2026.

Overall, the data highlights both continuity and change. Harassment remains a prominent concern, though disclosures have notably decreased by 29.5% from 105 in 2023-2024 to 74 in 2024-2025. Patterns in anonymity, timing and location continue to offer insight into confidence and barriers in reporting. This report also outlines progress against previous actions and priorities for 2026, reinforcing the University’s commitment to a safer, more inclusive and responsive environment.

Key findings for 2024-2025

• 202 disclosures were made in 2024-2025, a 35.9% decrease from 315 in 2023-2024, returning to levels seen in 2021-2022 and 2022-2023. Most of this decrease originated from current students, at 147, compared to 247 in 2022-2023. Staff disclosures decreased slightly from 34 in 2023-2024 to 29 in 2024-2025.
• Peaks occurred during term time: November (27), October (25), September (24), March (24) and April (24). This is a more even distribution compared to the major peaks in October (56) and November (76) in 2023-2024.
• There was a decrease in Report + Support disclosures of all incident types apart from Domestic violence and/or coercive control (15 disclosures in 2024-2025, 11 in 2023-2024) and Drink spiking (7 disclosures in 2024-2025, 6 in 2023-2024), both of which increased, and ‘Mental health and wellbeing’ which stayed the same at 14 disclosures.
• Harassment was the most disclosed category with 74 disclosures. This is much lower than seen in 2023-2024 (105 disclosures) but a higher proportion of the overall total (15.0% in 2024-2025 compared to 13.5% in 2023-2024). The majority of these were raised by students (62 disclosures, or 83.8% of all disclosures).
• Named disclosures made up 55.0% (111) of all disclosure, reversing the previous year’s pattern, where 54.0% (132) were made anonymously.
• Both staff and students chose 'I want the University to have this information' as the most common reason to be anonymous (53), followed by ‘I am worried about the repercussion for me or others’ (37).
• Discrimination and / or Hate Incidents was the incident type with the highest proportion of Anonymous disclosures at 56.5%.
• Disclosures referencing Antisemitism decreased to 11 (5.5%), down from 20 (5.7%) in 2023-2024. Disclosures referencing Islamophobia decreased from 18 in 2023-2024 to 3 (1.5% of all disclosures) in 2024-2025.
• Online incidents decreased to 32 disclosures in 2024-2025, from 48 in 2023-2024. However, the proportion of disclosures has increased to 15.8%, from 15.2% in 2023-2024.

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Delivery of Action plan for 2025

In our last report we committed to progressing the following strategic actions to ensure Report + Support is meeting the needs of our community:

• Building trust in making disclosures to the University, through the continued work of Student Conduct, Student Services, EDI (Equality, Diversity and Inclusion), the REC (Race Equality Charter) and the Report + Support short life working group. A communication plan is in development to emphasise the impact of reporting and initial steps are underway to implement this plan. Progress has been slower than anticipated due to resource constraints; however, preparations are in place to advance key campaigns in the coming year.
• Building a culture of conflict resolution. We have explored options to support students and staff in conflict through the platform. We will introduce ‘Disagreement’ as an incident type and add corresponding support pages for the 2026-27 academic year. Expert practitioners will respond to all disclosers where contact details are provided, or Anonymous Messaging is used and the Mediation Service may be contacted for advice. Where deemed appropriate, and all participants consent, the process can proceed to a confidential mediation.
• Supporting students and staff who have encountered Cyber Bullying, Classism, Antisemitism and Islamophobia by providing relevant information and signposting support in the support section of the Report + Support platform. can now be found on the Student Life blog and accessed through the Bullying support pages. are also live. The EDI team have developed the Religion and Belief webpage for information and support that includes religious hate crime such as Antisemitism and Islamophobia. The ‘Hate Crime’ category will also incorporate subcategories, including Antisemitism and Islamophobia. This will go live at the commencement of the 2026-27 academic year.

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Who uses Report + Support and what do they use it for?

How many disclosures were made in 2024-2025?

In 2024-2025, 202 disclosures were made via Report and Support. This is a 35.9% decrease on numbers from 2023-2024 (315 disclosures made), returning to levels seen in 2022-2023 and 2021-22.

This is in part due to a decrease in disclosures referencing Islamophobia and antisemitism from 38 in 2023-2024 to 14 in 2024-2025.

Another contributing factor to the reduction in student disclosures is the adoption of a more streamlined and trauma-informed process for handling disclosures of Non-Academic Misconduct (NAM). Instead of asking students to complete a Report + Support form independently, Student Services colleagues—such as day and night responders and Halls Life Coordinators—have been encouraged to email the Student Conduct team and copy the student in (with their consent) to make an introduction.

This approach allows the Student Conduct team to offer an appointment directly to the student, reducing the need to repeat experiences multiple times and removing the barrier of completing a form without guidance. While this may improve the student experience and support wellbeing, it also means fewer initial disclosures are logged through Report + Support, as the process bypasses the traditional form submission stage. This explains the drop in the proportion of disclosures being assigned to Student Conduct from Report + Support, from 42.5% (105) in 2023-2024 to 34.7% (51) in 2024-2025. This insight is addressed in the 2026 Action Plan.

When are disclosures being made?

Disclosure patterns in 2024-2025 were similar to those in 2022-2023, with peaks during term time: November (27), October (25), September (24), March (24), and April (24). The significant spike observed in October and November 2023-2024 was not repeated. This was likely attributable to the fact that the majority of the additional disclosures during these months in 2023-2024 concerned issues arising from the Israel–Gaza conflict.

Academic year	Aug	Sep	Oct	Nov	Dec	Jan	Feb	Mar	Apr	May	Jun	Jul
2021-2022	1	26	27	33	11	11	23	32	14	16	10	5
2022-2023	5	20	25	16	10	16	23	20	22	19	18	6
2023-2024	21	22	56	76	13	20	27	32	19	13	6	10
2024-2025	12	24	25	27	9	11	22	24	24	9	10	5

Who is making disclosures?

Disclosures are made by students, staff and other members of the community. After peaking at 247 student disclosures in 2023-2024, the number fell substantially to 147 in 2024-2025. Staff disclosures remain low, decreasing slightly from 34 to 29 over the same period.

Student disclosures were highest during the main teaching periods in September - November and February – April.

The numbers of disclosures by staff, making up 14.4% of all disclosures (29), are too small to show any discernible pattern over the year.

How are people disclosing?

Disclosures can be made both anonymously and with contact details. Anonymous disclosures made up 45.0% (91) of total disclosures in 2024-2025, whilst 55.0% (111) were named. This reverses the pattern seen in 2023-2024, where the majority (54.0%; 170) of disclosures were anonymous.

The Anonymous Messaging feature, launched in 2023-2024, has enabled disclosers to engage with a member of Student Services, Student Conduct and Human Resources and improved access to support. 25 respondents opted-in to the Anonymous Messaging service in 2024-2025, which was 27.5% of anonymous respondents.

43.5% of students and 55.1% of staff made anonymous disclosures in 2024-2025. For both groups, the proportion of anonymous disclosures has decreased.

What were the reasons for anonymity?

There are a series of options to choose from when providing reasons for disclosing anonymously. There is no limit to which of these can be selected, so more than one reason is often chosen. The most common reason for anonymous disclosure continues to be “I want the University to have this information” (53; 17.7%), followed by ‘I am worried about the repercussion for me or others’ (37; 12.3%).

A slightly higher proportion of respondents who declared an incident type of Discrimination and / or Hate Incidents chose to remain anonymous (56.5% in 2024-2025 compared to 53.0% in 2023-2024). Hate Crime (55.0%) and Antisocial Behaviour (51.5%) also had a relatively high proportion of anonymous disclosures.

What is being disclosed?

Incident types

Incident types are selected from a list of options, by the person making the disclosure and are not updated by expert practitioners. Therefore, if a disclosure labelled as, for example, a hate crime, is reviewed and found not to meet the threshold for hate crime, it will still be recorded as such in this report.

Since June 2022, the person making the disclosure can select as many incident types as they feel appropriate, thus improving the comprehensiveness of incident descriptions. As a result, the total number of disclosures is less than the total number of incident types selected. Incident types labelled as ‘Other’ are grouped together.

In 2024-2025, the most selected incident type was ‘Harassment’, with 74 disclosures. This overtakes Antisocial Behaviour as the most common incident type disclosed in 2023-2024. The numbers of disclosers selecting ‘Harassment’ in 2024-2025 was much lower than seen in 2023-2024 but a higher proportion of the overall total (74;15.0% in 2024-2025 compared to 105; 13.5% in 2023-2024). The number and proportion of “Antisocial Behaviour” incidents has fallen from 115 (13.5%) in 2023-2024 to 66 (13.4%) in 2024-2025.

Incident Types by Year

Incident type	2021-22	2022-23	2023-24	2024-25
Harassment	20	56	105	74
Antisocial behaviour		56	115	66
Bullying	29	58	85	57
Discrimination and/or hate incidents	16	50	83	46
Mental health and wellbeing	7	49	42	42
Racism	3	31	64	31
Microaggressions	18	37	64	30
Sexual harassment and misconduct	26	29	45	29
Physical violence	11	13	17	25
Sexual assault and rape	37	36	39	23
Hate crime	7	14	56	20
Other	46	16	28	18
Domestic violence and/or coercive control	6	9	11	15
Safeguarding concern			10	16
Drink Spiking		1	13	6

Sexual assault, harassment, misconduct and rape

As respondents can choose more than one incident type to describe a single disclosure, adding up figures for similar incident types could lead to a misinterpretation of overall numbers. With this in mind, the proportions of incident types were examined, combining “Sexual harassment and misconduct” and “Sexual assault and rape.” In 2024-2025, 38 disclosures of any of these incident types were made, comprising 7.9% of all incident types. The proportions of disclosures of these types have fallen year-on-year since 2021-2022.

Antisemitism and Islamophobia

In 2023-2024, there was a spike in the number of incidents where antisemitism or Islamophobia were referenced. In 2024-2025, the numbers of both types of cases fell from 20 to 11 (antisemitism) and 18 to 3 (Islamophobia). The numbers of such cases were still higher than those seen in the years preceding 2023-2024, though these were not specifically identified in earlier annual reporting.

Who do disclosures go to?

In 2024-2025, 55 respondents (37.4%) were not sure where they wanted their reports to go. 51 (34.7%) respondents selected Student Conduct. In 2023-2024, the most common type was “Student Conduct – for a student conduct issue” (105 respondents; 42.5%).

On whose behalf are disclosures made?

The majority of disclosures were raised on behalf of “myself” (68.2%); a slightly lower proportion than those who chose “myself” in 2024-2025 (73.5%).

As 52.6% of responses did not state who the disclosure was raised on behalf of in 2023-2024, for comparison with 2024-2025, the “Not Given” responses were removed.

What are the outcomes of disclosing?

Expert staff practitioners carefully consider all disclosures. The outcomes outlined below reflect the actions taken by staff at the time of receiving and processing a disclosure. Where contact details have been given, the person making the disclosure will always be made aware of the action taken by staff. However, subsequent actions are not recorded on the Report + Support. For example, a disclosure may be closed as ‘person provided with reporting process and their options.’ However, the disclosing person may then go on to make an official report, and an investigation may be launched.

As seen in 2023-2024, the most common outcome inas 2024-2025 was “Information passed to relevant staff” (69 disclosures; 27.6%). Referrals to the police decreased from 11 in 2023-2024 to 4 in 2024-2025. Following a drop in anonymous disclosures, there was a large drop in disclosures being “Closed as anonymous” (115 in 2023-2024 to 34 in 2024-2025).

For staff, this has meant that information has been passed to the School/Unit Head and HRBP (HR Business Partner) for awareness or to explore any concerns to determine if an intervention can be made. For example, if a report is made, the Head of School and HRBP would be informed and interventions such as additional training, or conversations with impacted groups, or a reminder of relevant policies, may be actioned.

A disclosure is most often ‘closed as anonymous,’ following risk assessment, because insufficient details have been provided to take further action. Without contact details practitioners cannot follow up to clarify further. 34 disclosures (13.6%) were closed as anonymous in 2024-2025. Disclosures that are closed as anonymous are instrumental in identifying patterns of behaviours that can help to identify support or changes required to build a safer and more inclusive community. If there are several anonymous complaints in a specific area regarding the same person or concerns, the University might instigate an investigation. For example, for students this has meant that information about anonymous harassment and hate crime disclosures has been shared at the University's Community Safety Group, which includes representatives from Police Scotland and University Security and Response team. This can lead to additional patrols in specific areas of town, aiming to prevent further incidents.

Where did the incidents take place?

In 2024–2025, 65 disclosures (32.2%) identified ‘on campus’ as the incident location, while 32 (15.8%) cited ‘halls of residence’ and another 32 (15.8%) cited ‘online’. The proportion of campus-related disclosures increased by 1.4 percentage points compared to the previous year.

Most common incident type(s) recorded by location and year

Location	2021 - 2022	2022 - 2023	2023 - 2024	2024 - 2025
Halls of residence	Sexual Assault and Rape	Antisocial Behaviour	Harassment	Harassment / Antisocial Behaviour
In a hospitality venue	Sexual Harassment	Drink Spiking	Sexual Assault / Sexual Harassment	Discrimination / Antisocial Behaviour
Not Given	Racism / Harassment	N/A	Antisocial Behaviour	Mental Health and Wellbeing
On Campus	Other	Bullying	Harassment	Bullying
Online	Bullying	Mental Health and Wellbeing	Discrimination or hate incidents	Discrimination / Harassment
Other	Other	4 incident types	Antisocial Behaviour	Harassment
Student Housing / Private	Sexual Assault and Rape	Sexual Assault and Rape	Antisocial Behaviour	Harassment / Antisocial Behaviour

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Equality Monitoring Data

Options are available for disclosers to identify with a particular gender, ethnicity, age, disability, religion and belief or sexual orientation. These data collection points help the University to identify specific areas for awareness-raising, action, and support.

Both anonymous and named disclosures include an option to skip equality monitoring questions. This feature, introduced on 14 June 2022, was designed to reduce barriers to reporting. While the number of respondents who provided no equality data has decreased significantly since 2023-2024, the overall proportion remains similar. Therefore, caution is advised when comparing differences between the two years.

Separate data is offered for students in most areas. Staff data is not differentiated as the low numbers have the potential to become identifiable.

Gender

42.6% of people who made a disclosure were women; an increase of 3.2 percentage points on 2023-2024 figures. Proportions of disclosure fell slightly for both men (19.7% to 18.8%) and minority gender identities (3.8% to 2.5%). The proportions of disclosures from people who did not share their gender fell slightly, from 37.7% to 36.1%.

The gender distribution of respondents was very similar when looking at students only.

Looking at men and women only in 2024-2025, higher proportions of women disclosed incidents for all incident types. Minority gender identities are not included in this part of the analysis due to low numbers.

Sexuality

16.8% of respondents declared a LGBTQI+ sexuality. 19.7% of student disclosers identified as LGBTQI+ which is almost equivalent to the proportion of those declaring as LGBTQI+ within the whole student population (19.0%). The proportion of people identifying as Heterosexual who reported an incident has risen from 23.2% in 2023-2024 to 28.7% in 2024-2025.

Ethnicity

20.8% of all respondents in 2023-2024 identified as being from a Black, Asian or Minority Ethnic (BAME) ethnicity. For students only, this was 22.4%, which is slightly lower than the percentage of BAME students in the wider student population (26.6%).

In 2024-2025, 23.7% of males who made a disclosure, identified as from a BAME ethnicity.

16.3% of females who made a disclosure, identified as from a BAME ethnicity.

The proportion of white respondents was substantially higher within females (53.5%) than within male respondents (39.5%).

Religion

As seen in previous years, the majority of respondents did not give a response or had no religious affiliation. 20.2% of respondents overall and 28.6% of student respondents indicated they held no religion or belief (61 overall and 54 students). In the student body as a whole, 52.8% declared that they held no religion.

Disability

28.9% of all respondents and 31.0% of student respondents had a disclosed disability in 2024-2025. In the whole student population, 21.8% of students had a declared disability. Proportions of respondents with a declared disability have fallen year-on-year since 2022/23, to a low of 28.9% in 2024-2025. For those who declared a disability in 2024-2025, the most common disability type was ‘A mental health condition, such as depression, schizophrenia or anxiety disorder’ (28; 12.8% of all respondents and 24; 15.2% of student respondents). In the whole student population, 6.0% of students disclosed that they had a mental health condition.

Age

The proportion of 16–24-year-old respondents has increased, from 48.9% in 2023-2024 to 50.5% in 2024-2025. Looking at student respondents only, 64.6% were in the 16-24 age bracket. In comparison, in the whole student population, 91.3% were in the 16-24 age bracket.

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Action Plan for 2026-2027

We will continue to meet with students and staff and review feedback to understand experiences and further needs for the development of the platform. We are keen to understand and remove barriers to making disclosures and to continue to facilitate effective action. We will listen to students and staff and monitor definitions to ensure inclusivity. We will work with Equally Safe to amplify further interventions. We have identified the following areas for enhancement in 2026-2027 as a consequence of engaging with students, staff and this report data. These include:

1. Insight: Disclosures fell by 35.9% (113), which could indicate reduced awareness or barriers to reporting.

Action:

• Launch a targeted awareness campaign during peak months (Sept–Nov, Feb–Apr) to maintain visibility and build trust in the platform.

2. Insight: , defined as “unwanted conduct which has the purpose or effect of violating an individual's dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment,” is now the category with the highest number of disclosures. Harassment includes behaviours such as offensive or intimidating comments or gestures, unwanted physical conduct and ignoring or shunning someone.

Action:

• Continue the delivery of harassment-related resources and training for staff and students and develop new training.

The institution is committed to addressing harassment through targeted resources and training initiatives for both staff and students. Current measures include:

• Student Training: Harassment is incorporated into the Student Equality, Diversity, and Inclusion (EDI) training, as well as the Student Training on Consent and Bystander Intervention. These mandatory matriculation modules are designed to foster a safe, respectful, and inclusive environment by educating students on appropriate conduct, the principles of consent, and strategies for effective bystander intervention.
• Specialist Workshops: Under the StAnd Together initiative, the ‘Got Solidarity’ strand has developed a Bystander Awareness Workshop, which has recently undergone a pilot phase and is now being reviewed for wider implementation. Additionally, the ‘Got Consent’ strand delivers tailored workshops to specific student cohorts, including Societies and Sports Clubs, with content that addresses harassment-related themes.
• Staff training: ‘Diversity in the workplace’ training, which includes challenging unacceptable behaviour, is mandatory for all staff. It is completed during induction and repeated bi-annually. Active Bystander Training is designed to equip staff with the capability to intervene when they identify inappropriate behaviours. Across 2024/25, three central Active Bystander Training sessions were offered to all staff, attracting a total of 51 participants. In addition, seven departments delivered bespoke Active Bystander Training sessions, reaching a much larger combined total of 265 participants.

New staff training:

• Sexual Harassment in the Workplace training will be introduced this year. This online training will be mandatory for all staff.

3. Insight: The high number of disclosures relating to harassment may indicate gaps in clarity about behavioural expectations.

Action:

• The Behaviours Working Group has been set up to develop and embed a clear and shared set of behavioural expectations for staff and students, integrated into policies, induction, training and initiatives such as Active Bystander Training and Report + Support. This work, led by VP People & Governance Rebekah Widdowfield, aims to clarify what are/are not acceptable behaviours, which in turn will support improved confidence in addressing concerns at a local level, and contribute to a more consistent and transparent institutional response.

4. Insight: In 2024-2025, 55 respondents (37.4%) were not sure where they wanted their reports to go.

Action:

• Review the language describing disclosure destinations and provide clear guidance to reduce uncertainty for users.

5. Insight: The introduction of email-based, trauma-informed reporting routes has reduced the number of disclosures captured via the Report + Support platform, meaning institutional data does not fully reflect all concerns raised across the University.

Action:

• Convene a cross-service discussion involving Student Services, Student Conduct, Human Resources, Planning and Information Assurance and Governance, to consider proportionate and ethical ways to close this reporting gap. This will include agreeing options for capturing high-level data from disclosures received outside the platform, while maintaining trauma informed practice and data protection standards.

6. Insight: Islamophobia and antisemitism referencing disclosures have continued in 2024-2025, highlighting the need for proactive, informed, and inclusive approaches to faith-related understanding across the University community.

Action:

• In partnership with internal services and Interfaith Scotland, the University will deliver a programme of awareness-raising workshops throughout 2026, covering Antisemitism Awareness, Islamophobia Awareness, and Interpreting Culture and Cross-Cultural Communication. This programme will culminate in a celebration event during Scottish Interfaith Week (November 2026), promoting positive interfaith engagement and strengthening a safe, respectful and inclusive culture. Workshops will be promoted widely, with targeted engagement of staff in leadership roles. A cross-service planning group—including EDI, OSDS, Student Experience, Chaplaincy, the Students’ Association, and Faculty EDI Leads—will coordinate delivery and encourage representation from schools and units across the University.

7. Insight: The current location options need further clarity as they do not fully reflect student and staff experience. This insight was gathered at the student forum in January 2026.

Action:

• Review location categories with staff and student fora and Planning, to bring clarity to current location options and more accurately reflect the locations identified in disclosures.

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Who is involved in Report + Support?

In the interests of transparency, the staff members involved in the functioning of Report + Support include:

• Expert practitioners. Staff from Student Services, Student Conduct, Human Resources who read the disclosers that are assigned to them, make risk assessments and reach out when contact details are given, to provide support. Information Assurance and Governance also refer disclosures to provide procedural advice on how best those can be investigated.
• Short Life-Task Group. This working group, chaired by Heather McNeill, Deputy Academic Registrar, has the vital role of looking at ways of building trust in the University reporting processes. It includes a wealth of experience, including (but not limited to) expert practitioners, academic staff members, and representatives from EDI (Equality, Diversity and Inclusion).
• Culture Shift. are the software developers and people behind Report + Support. They work with both universities and the public sector to “empower people to speak up about culture damaging behaviours, making sure more people feel like they belong.”
• Relationship Manager with Culture Shift. As the co-ordinator of this report, Rebecca Swarbrick acts as a relationship manager between our staff members and Culture Shift who continue to develop the Report + Support platform. She chairs the staff and student fora and co-ordinates the implementation of improvements to the platform.

Notes on Report Analysis

Analysis for this report was provided by Planning. This analysis was made with anonymised raw data. Where people used free-text, these have been mapped against main categories where appropriate.

One incident may result in multiple disclosures. While exact duplicates are removed, if an incident affects more than one person, each individual’s disclosure is included in the reporting totals.

The data gathered includes disclosures from anonymous and named sources that were made through Report + Support and does not include disclosures made directly to units, e.g., Student Services, Conduct or Human Resources.

For all disclosures, there are a number of disclosers who do not give personal characteristics details or choose the option ‘prefer not to say’. This means that the total number of, for example, women disclosing, is expected to be higher than the number who choose to give details of gender.

What happens when disclosures are vexatious?

During the 2024-2025 reporting period it was necessary to apply the University Vexatious Complaints and Complainants Policy. This policy protects the University from inappropriate and harassing behaviours and can only normally be engaged where concerns are first raised about an individual’s use of complaints/reporting procedures with them. If the harassment or unacceptable behaviours continue, the University can refuse to receive further disclosures.

The Information Assurance and Governance function and the Vice-Principal (Governance) independently review and apply these controls to ensure fairness and compliance. Where repeated disclosing raises concerns about the individual’s wellbeing, the University will reach out to external agencies (e.g., welfare services) to request checks and support.

Disclosures marked as vexatious are not included in the annual report data. In 2024-2025, 93 individual disclosures, all made by the same individual, were closed as vexatious.

Authors

• Rebecca Swarbrick, Deputy Head of Mediation and Wellbeing
• Susan Williamson, Information Analyst, Planning

The authors are grateful for collaboration and contribution from students, colleagues from Student Services, Student Conduct, Human Resources, EDI, Student Association and attendees of the Student and Staff Fora.

With support and advice from:

• Mairi Stewart, Director of Human Resources
• Ruth Unsworth, Head of Mediation and Wellbeing
• Pamela Dobson, People and Diversity Executive Officer
• Expert practitioners from Student Services, Student Conduct and HR

Readers are invited to be involved in future student or staff fora, by contacting reportandsupport@st-andrews.ac.uk.