The University of Ghana has broadened its definition of sexual harassment under a revised Sexual Harassment and Misconduct Policy, stating that persistent and unwelcome remarks about a person’s clothing, appearance or body could constitute verbal sexual harassment.
The revised policy, approved in April 2026, recognises that sexual harassment can take many forms beyond physical contact or explicit sexual advances. It identifies persistent remarks about a person’s body, appearance, clothing or sexuality, repeated sexual jokes, suggestive comments, requests for sexual favours, and remarks implying academic or employment benefits in exchange for sexual compliance as examples of prohibited verbal conduct.
According to the policy, sexual harassment includes any unwelcome, unwanted, offensive or inappropriate conduct of a sexual nature that creates an intimidating, hostile, degrading, humiliating or offensive environment. Such conduct may occur through verbal, non-verbal, physical, written or digital means and may consist of either a single serious incident or a pattern of repeated behaviour.
The policy also expands the scope of prohibited conduct to include technology-facilitated sexual misconduct. Cyberstalking, non-consensual sharing of intimate images, creation or distribution of sexually explicit deepfakes, sending unsolicited sexual content, harassment through digital platforms, and doxxing for sexualised harm are all expressly prohibited and will be treated with the same seriousness as in-person misconduct.
Another major provision prohibits romantic or sexual relationships where there is a real or perceived power imbalance, including relationships between lecturers and students, supervisors and subordinates, examiners and students, and mentors and mentees. The University states that such relationships may undermine academic integrity, create risks of coercion or exploitation, and compromise genuine consent because of unequal power dynamics.
To strengthen reporting and accountability, the policy allows victims, witnesses, colleagues, family members and University officials to report incidents. Anonymous reports may also trigger preliminary assessments where sufficient information exists, while serious cases may proceed even if the complainant later withdraws the complaint.
The University has also introduced a range of interim protective measures to safeguard complainants during investigations. These include no-contact directives, changes to accommodation or work arrangements, academic adjustments, counselling, and temporary restrictions on respondents where necessary. The policy emphasises that these measures are precautionary and do not amount to a finding of guilt.
Investigations under the policy will be conducted by an Anti-Sexual Harassment Committee, with findings determined on the balance of probabilities. Where violations are established, sanctions may range from formal warnings and mandatory counselling to suspension, dismissal, expulsion, revocation of degrees or honours, and referral to law enforcement agencies where criminal offences are suspected.
In addition, the University may establish a Sexual Harassment Offender Register containing details of persons found responsible for violations, subject to legal safeguards and controlled access. It may also publish anonymised case outcomes or, in serious cases, disclose identified outcomes where considered appropriate and consistent with fairness and the law.
As part of its preventive approach, the University will roll out mandatory training for students and staff on sexual harassment, consent, power dynamics, bystander intervention and reporting procedures. Completion of the training may become a requirement for student progression, staff confirmation or promotion, and appointment to leadership positions. The policy also mandates regular awareness campaigns, orientation programmes and periodic reviews to strengthen a culture of dignity, respect and accountability across the University community.
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