| Aberdeen |
Other
initiatives within the University regarding bullying and
harassment at work are recruitment and training of Harassment
Advisers across the University; self-referral to OHS; access
to the University’s Counselling Service. |
| Abertay,
Dundee |
initiatives
include: - Drafting new harassment policy (Dignity &
Respect at Work) - Training staff in Equality & Diversity,
raising awarenss of related issues - Reviewing Harassment
Advisor Network .....to improve staff awareness .....identify
and deliver training for Harassment Advisors, Trades Union
Representatives and Staff Representatives. Aiming to offer
training to other staff who are interested (e.g. line
managers) - Drafting web pages to improve staff awareness on
related issues - Significant project underway relating to
mental health and well-being |
| Aberystwyth |
Mediation
Service; Training provided on managing difficult
conversations, active listening and resolving conflict;
Dignity and Respect at Work Policy |
| Anglia
Ruskin |
|
| Arts
UC Bournemouth |
E
mail sent by Deputy Principal on 24 December 2007 inviting
staff to send anonymous information to chair of Equalities
Committee. |
| Aston |
Our
Policy and Code of Practice on ‘Promoting Dignity at
Aston’, the provision of a network of Dignity at Work and
Study Contacts and that we sent leaflets out to all staff when
the policy was produced to ensure that they know where to go
to get help and advice if they feel that they are being
harassed. |
| Bangor |
Dignity
at Work and Study Policy recently reviewed · Harassment
Adviser network and on going personal development for Adviser
· On going Equality training for Line Managers which includes
bullying and harassment training · E-learning equality
training for all new employees which also has a bullying and
harassment eleme · A programme of rolling out the e-learning
training for all existing employees · Support from an
independent and confidential counselling service · Leaflets
raising awareness of University commitment to not tolerating
harassment and bullying and giving information about support
available · Intranet information about what to do if you feel
you are the subject of harassment and bullying . |
| Bath |
Introduction
of the University's Mediation Service. Revision and reissue of
'Dignity and Respect for Students and Staff of the University
of Bath: Policy and Procedures for Dealing with Complaints'. |
| Bath
Spa |
http://www.bathspa.ac.uk/services/hr/for-staff/equality-and-diversity/harassment-policy.asp |
| Bedfordshire |
A
bespoke policy is currently being devised in consultation with
the unions. Briefings are held at induction and the HR team
can provide coaching for line managers. The University
encourages colleagues to talk to their unions and referral is
made to mediation if required. We also conduct staff surveys. |
| Birkbeck |
Details
of initiatives run by the college are available on our website
from the following link: http://www.bbk.ac.uk/hr/policies_services/Dignity_at_work_and_study/guide |
| Birmingham |
The
University has a confidential Harassment Advice Service which
is staffed by volunteers from different areas of the
University. This is part of Employee Advice & Support
Services, which is a confidential service providing support to
staff who may be experiencing both personal or work related
difficulties. In addition the University has the Mediation
Service which provides an opportunity for members of staff to
seek to address matters informally and confidentially, rather
than seeking a formal process. In October 2009 the Harassment
Advisers had a training / updating session, provided by Legal
Services. In February 2010 Legal Services provided a training
session for 5 new Harassment Advisers. In addition the
University is currently designing a new Dignity &
Diversity training programme which will include a module on
Harassment & Bullying awareness. This is nearing
completion and will then be provided to Line Managers /
Supervisors initially. Further advice can be found on the
University's website at: http://www.hr.bham.ac.uk/empsupport/harassment/index.shtml |
| Birmingham
City |
Our
new Dignity at Work Policy will address some of the issues
your enquire about in your questions above. Please see this
policy attached. |
| Bishop
Grosseteste UC |
We
have a Harassment Policy which is currently being reviewed. It
is available to view on our website at: http://www.bishopg.ac.uk/docs/Corporate%20Documents/Harassment%20policy.pdf |
| Bolton |
a)
The University provides training delivered by Theatre-And, an
innovative training, development and creative presentation
company who incorporate drama-based training techniques to
deliver a series of workshops identifying different equality
strands, to focus on driving behavioural and attitudinal
changes . This is promoted in the University as Professional
Communication. b) The University has a network of Dignity and
Respect Advisors who all receive staff development on bullying
and harassment. c) Workshops for line managers studying for
the Institute of Learning and Development qualification
management development programme (plus line managers not
studying for this qualification) who chose to attend the
workshop module on “Managing a flexible and diverse work
team” and/or “Managing conflict” d) Ad hoc training for
staff on working as a team that covers challenging behaviour. |
| Bournemouth |
The
University provides a Code of Practice on Harrassment, which
is attached for your information. |
| Bradford |
New
Dignity & Respect Policy Training Day for Dignity &
Respect contacts Collingwood Events – An interactive
presentation exploring the legal, organisational and personal
effects of discrimination in the workplace. |
| Brighton |
There
is an ongoing campaign supported by posters in appropriate
areas. Also see the Equality and Diversity website pages. |
| Bristol |
|
| Brunel |
We
have a Statement of Intent and Purpose for Equal
Opportunities, which is available on our website (www.brunel.ac.uk).
This policy provides information about our
Anti‐Harassment Advisor Service and our Harassment and
Bullying Focus Group. I have also attached to this document
our policy on Eliminating and Preventing Harassment and
Bullying in the Workplace Policy and the accompanying Code of
Practice. We have also distributed Harassment and Bullying
leaflets throughout the University. |
| Buckinghamshire
New |
|
| Cambridge |
Information
about the University's policies , procedures and initiatives
regarding bullying and
harassment is available at www.admin.cam.ac.uk/offices/hr/policy/dignity/
and
www.admin.cam.ac.uk/offices/hr/cppd/list.shtml |
| Canterbury
Christ Church |
The
University has a published Dignity at Work Policy and make
clear statements against bullying and harassment in our
policies and documents (e.g. terms and conditions of service) |
| Cardiff |
The
following is the framework within Cardiff University that
supports and facilitates the implementation of equality and
diversity and eliminating bullying and harassment: · The
Positive Working Environment (PWE) initiative. This has
equality and diversity as a core part of its aims, and dignity
at work and study as one of the core organisational values.
The aim is to ensure that everyone is treated fairly,
irrespective of their status and position within the
institution. All other elements of this structure operate
within and support the framework of the PWE. Dignity at Work
and Study policy. The University has in place a carefully
considered Dignity at Work and Study policy as a first step
and not as an end in itself. The University recognises that
even the most skilfully crafted policy is of limited utility
unless people within the institution have the confidence to
use it. The chances of any policy being successful are much
greater if it is part of a wider institutional approach that
includes consideration of issues such as stress management,
the use of advisers and the investigation process. A range of
other equality and diversity policies that support the PWE
initiative and the implementation of Dignity at Work and
Study. Robust disciplinary and grievance procedure Staff
network Staff counsellin HR managers to support staff and deal
with resolving any issue informally and formally. Occupational
Healt Training on generic equality and diversity as well as
training on the meaning of bullying and harassment, on how to
promote dignity at work and study and how to challenge
inappropriate behaviour. Training includes helping managers to
understand the differences between firm management and
bullying – and focusing attention on how staff are managed
and the ways in which communication takes place, as well as on
the formal processes and procedures. The centrally based
training also includes emphasis on the role of every member of
the institution in combating bullying and harassment – those
who witness it have as important a role to play as those who
experience it directly. PWE staff attitude survey conducted on
a regular basis (every two or three years). In this way, the
University has an indication of how staff and students feel
about working and studying at the University Please also see
the copies of the University’s Dignity Policy, Guidelines on
“What to do if someone challenges your behaviour” and
Guidelines on “What to do if you are upset or offended” |
| Central
Lancashire |
|
| Chester |
Since
2006, the University has operated a network of staff who are
trained as Harassment Advisers to provide advice and support
to colleagues who feel they may be experiencing bullying or
harassment. They may also assist individuals in resolving an
issue informally or making a formal complaint. The University
has also recently introduced a Mediation Service to provide
staff with another informal means to resolve concerns which is
a potential alternative to making a formal Dignity at Work
complaint. |
| Chichester |
Mediation
training /mediators identified internally. Dignity at Work
Policy, Equality & Diversity Policy development, Training
and Development (top level downwards. |
| City |
|
| Coventry |
|
| Cranfield |
In
addition to our development and deployment of award winning
Dignity at Work provisions, objectivity and fairness in
dealings with staff are central to all our Policies &
Procedures and are intrinsic messages in all our related
management training and guidance. (For example, in Performance
Development (Appraisal) Reviews and Disciplinary Management
training). Initiatives include: Dignity at work advisors in
place across the University who have been through appropriate
training. Dignity at work policy and procedures in place and
openly available to staff. ‘Stress at work’ workshops
rolled out to all Managers and is now mandatory for all new
managers (new to Cranfield and those who have been promoted).
Wellbeing Champions and Forum in place who drive local
initiatives to tackle issues relevant to their Dept (Overseen
by Steering Group). Diversity/Dignity at work workshops in
place for new starters Online diversity module in place which
covers discrimination and bullying & harassment and it is
a pre-requisite to a number of Learning & Development
workshops. Elements of bullying & harassment are covered
in a number of Learning & Development workshops e.g. roles
and responsibilities of a manager. Cranfield has supported the
‘Ban bullying at work’ initiative in recent years. |
| Creative
Arts |
UCA
have a Harassment and Bullying Policy & Procedure. We have
a team of 26 Harassment & Bullying Contacts who are
trained to provide informal, confidential advice to our staff
and students. Occurrences of Harassment and Bullying are
monitored by the Equality & Diversity Committee and
through the Staff Survey. Where necessary actions and
recommendations relating to Harassment and Bullying are
progressed and monitored by the Equality and Diversity
Committee. |
| CSSD |
|
| Cumbria |
We
have a group of 12 trained Well Being advisors specifically
trained in Bullying and Harassment issues for staff to contact
in confidence. We also have trained mediators to deal with
informal dispute resolution rather than through formal
procedures. We do a lot in terms of staff training and
development in Wellbeing for all staff. We also offer
counselling to staff as well as access to our in-house
Occupational Health Service where managers and staff can
refer. |
| De
Montfort |
Investigators
have been attended training workshops provided by Acas. Named
persons* are included within Policy.
The policy has undergone an Equality Impact Assessment.
Equality and Diversity monitoring regularly takes place.
*Named Persons are members of DMU staff who have volunteered
to offer support to staff and students in cases regarding
bullying or harassment. They have been carefully selected and
trained to provide information and to offer support in such
situations to the complainant or the respondent. |
| Derby |
Each
year we hold a Diversity week in which there is a range of
events to celebrate diversity including training on bullying
and harassment. |
| Dundee |
Session
on 'Dignity at Work and Study' policy included in university
staff induction day (held twice a year). Approx 160 people
attend per annum. |
| Durham |
The
University has a network of harassment contacts who receive
training in harassment and bullying. The contacts can assist
staff and students with enquiries and provide information on
University policies and sources of help and support. The
University offers a range of development workshops which
tackle bullying and harassment as part of the course content.
The content of workshops such as “Handling Sensitive Issues
at Work”, “Promoting Good Campus Relations”, workshops
which focus on key aspects of H.R. policies and procedures;
and the equality and diversity workshop “Appreciating
Difference” discuss aspects of bullying and harassment and
often include case-studies which require participants to
explore and discuss the individual and organisational effects
of bullying and harassment. The case-studies also help to
raise awareness of how such issues should be tackled at an
individual, team and organisational level. |
| East
Anglia |
During
the period 1 January 2007 to 31 December 2009, there have been
the following initiatives regarding bullying and harassment at
work: Course on Identifying and Dealing with Bullying and
Harassment in the Workplace. E-Learning Equality &
Diversity Training Module for staff |
| East
London |
|
| Edge
Hill |
Clear
Bullying and Harassment Policy which outlines set standards /
Mediation provided by ACAS trained internal mediators / Staff
Advisors |
| Edinburgh |
The
University of Edinburgh delivers a wide range of leadership
and development activities, covering topics such as creating
healthy, effective workplaces and working practices (including
freedom from bullying and harassment). Information on these
can be found at http://www.hos.ed.ac.uk/ and www.ed.ac.uk/schools-departments/information-services
. In the implementation of the new Dignity and Respect Policy
(et al) consideration is being given to how best to promote
further development of a positive work culture alongside
dealing with issues when things go wrong. As part of the
University Welcome Day for new staff there is a session which
touches on issues of potential discrimination including those
that might potentially be considered as relating to bullying
and harassment. In the period 01/01/07 to 31/12/09 15 staff
attended a specific training event on bullying and harassment
(Your Q13 and 14). |
| Essex |
We
have a harassment web site. http://www.essex.ac.uk/eo/harassment/harassmentdefault.htm
We have a Harassment Advisers Network available to staff and
students that has been running since 1997. There are regular
notices to staff via email. Posters are displayed on
Departmental and Section notice boards, in toilets,
Information Centre Notice Board, Student Support Notice Board,
etc. Posters are updated regularly and we have also run poster
and leaflet campaigns. There was a poster competition with
local school children in 2008, with the top 4 winning posters
used in publicity. Notices about the Harassment Advisers
Network have appeared on digital signage in 10 different
languages. Scrolled notices are used in PC labs. |
| Exeter |
‘Protection
of Dignity at Work and Study’ policy supported by a
well-established Harassment. Advisors Network for staff and
students and a Peer Support Group specifically for students
experiencing harassment; - Equality & Diversity training
(covering issues around harassment & bullying e.g. policy,
procedures and support mechanisms) forms part of Induction
training for all new members of staff and is included within
the series of ‘Welcome Week’ events for new students;
‘Diversity in the Workplace’ online resource is available
to all staff as a reference tool and specifically covers
issues around harassment and bullying; - Poster and leaflet
campaigns promoting the Protection of Dignity at Work &
Study policy and Network of Harassment Advisors take place on
an annual basis. |
| Glamorgan |
The
University has a Centre for Research on Workplace Behaviours
which is hosting this years International Conference on
Workplace Bullying and Harassment see link below: http://workplacebehaviours.research.glam.ac.uk/bullying2010/ |
| Glasgow |
Glasgow
University offers its employees an independent counselling
service called Employee Counselling Service, providing staff
with the opportunity to discuss problems away from the
workplace. The service is confidential, free and independent
of University Services and the University’s Health, Safety
and Wellbeing Service and external to the workplace.
Counsellors are specially trained to help with harassment or
bullying at work. We are therefore unable to provide the
number of staff who have asked for support or advice as this
information is not recorded. The service is confidential and
would only be logged should the matter be referred
to Human Resources as a first stage discipline or grievance. |
| Glasgow
Caledonian |
|
| Gloucestershire |
The
University has a Harassment and Bullying policy and procedures
– see http://resources.glos.ac.uk/departments/personnel/phbk/phbkpart6.cfm
The University also has a number of trained staff volunteers
who act as Harassment contacts where staff would like to
discuss bullying and harassment matters confidentially – see
http://resources.glos.ac.uk/departments/personnel/contacts.cfmThe
University has a Harassment and Bullying policy and procedures
– see http://resources.glos.ac.uk/departments/personnel/phbk/phbkpart6.cfm
The University also has a number of trained staff volunteers
who act as Harassment contacts where staff would like to
discuss bullying and harassment matters confidentially – see
http://resources.glos.ac.uk/departments/personnel/contacts.cfm |
| Glyndwr |
The
University is working with UCU on employment relation matters
and has issued a joint statement on bullying in the workplace. |
| Goldsmiths |
|
| Greenwich |
The
University has a network of harassment advisers who offer a
confidential service to employees. There is also a Listening
Ears network. Procedures for bullying and harassment are kept
under review. The University also has an online diversity
course which employees can work through at their own pace. The
course contains many case studies which cover bullying and
harassment. |
| GSMD |
We
offer an employee assistance programme to all staff where they
can access a telephone based counselling service. The service
is confidential and provided by an independent organisation
called Employee Advisory Resource. |
| Harper
Adams UC |
The
University College has an agreed policy on bullying and
harassment |
| Heriot-Watt |
“Bite-Sized”
sessions run by HR team on how to manage grievances and
discipline (incorporating Bullying & Harassment issues)
Questions relating to Bullying & Harassment were included
in the staff survey in 2009 Development of HWU Values
Programme, in which “Valuing and Respecting Everyone” is a
key value and highlighted at induction Reviewing policies and
procedures relating to Bullying and Harassment, Grievance and
Discipline in 2010 - including undertaking Equality Impact
Assessment of the reviewed policies Proposal to refresh and
increase numbers of 'support contacts' currently under
consideration. This is the intention to build up a list of
people who can be approached for informal or very early stage
discussions when an individual thinks s/he may be being
bullied for advice and support, rather than just HR and
unions. Developing further awareness sessions and training to
support the launch of the new policies Access to a
confidential Employee Counselling Service external to
organisation. |
| Hertfordshire |
Induction
Training Monitoring Currently setting up a harassment and
bullying network of advisors |
| Huddersfield |
|
| Hull |
We
have an institutional bullying and harassment policy
(enclosed) |
| Imperial
College |
The
Harassment, Bullying and Victimisation Policy and Procedure
which can be found here:
http://www3.imperial.ac.uk/hr/procedures/complaints/harassment
Other documents which might be of interest to you are as
follows:
Respect for other leaflet http://www3.imperial.ac.uk/pls/portallive/docs/1/47749696.PDF
Harassment support contacts
http://www3.imperial.ac.uk/hr/procedures/complaints/harassment/appendixa
Harassment and bullying summary flowchart
http://www3.imperial.ac.uk/pls/portallive/docs/1/39911701.PDF
Guidance for those accused of harassment, bullying or
victimisation
http://www3.imperial.ac.uk/hr/procedures/complaints/harassment/appendixb
Your questions answered
http://www3.imperial.ac.uk/hr/procedures/complaints/harassment/summary
There are also a number of ‘harassment’ themed training
courses available for staff to attend. |
| Institute
of Education |
We
now have equal opportunities co-ordinators in place for each
of our faculties and for support departments whose role covers
equalities related bullying and harassment. We commissioned a
Dignity at Work survey in 2007-2008 the findings resulted in
an action plan which is being taken forward in departments
(academic and non-academic)
We revised our Dispute resolution and grievance procedures and
have put in place a new Conduct policy for staff. |
| Keele |
The
University takes bullying and harassment very seriously and
has had a Bullying and Harassment Policy since 2002. The
Policy outlines the expectation that all members of the
University, whether employees or students, have an important
role to play in creating and maintaining an environment in
which all forms of harassment are considered to be
unacceptable. The Policy states that the University will
regard any incident of harassment as a serious matter and
that, where an allegation of harassment has been
substantiated, disciplinary action may be taken against the
harasser, including dismissal or expulsion. The University
also has a network of Harassment Advisers who are in place to
provide confidential assistance to anyone from Keele
University's staff or student body concerned about bullying
& harassment, whether this is because they have witnessed
bullying & harassment, feel they are being bullied or
harassed or because they have been accused of bullying or
harassing behaviour. |
| Kent |
The
University runs an Harassment Contacts Scheme. This is a
network of trained staff volunteers who provide support for
victims of bullying and harassment. |
| King's
College |
The
College has a “Dignity at Work Policy and Procedure”, and
contact officers across
the College who can offer advice to employees who believe that
they or their
colleagues have been subjected to harassment or bullying.
The policy can be found in the Human Resources section of our
website at:
http://www.kcl.ac.uk/about/structure/admin/pertra/dignity/. |
| Kingston |
The
University has the following initiatives relating to bullying
and harassment at work: Dignity at Work and During Study
Policy Single Equality Scheme Harassment Advisors initiative
and related training Online diversity training for all Senior
Managers Further diversity training will be rolled out by June
2010. |
| Lancaster |
The
University has a Bullying and Harassment network. The Network
consists of women and men drawn from across the University,
engaged in different types of work. They have a wide range of
expertise and personal experience. Members of the network are
all trained in dealing with cases of harassment. |
| Leeds |
The
University had a stressor survey 2 years ago which resulted in
clear action plans for all faculties and services. The
University also has a new policy on Dignity and Mutual Respect
http://www.equality.leeds.ac.uk/DMR/DMR-policy.htm |
| Leeds
Metropolitan |
Please
find below links to initiatives relating to bullying and
harassment at work:
http://www.leedsmet.ac.uk/diversity/index_training_opportunities.htm
http://www.leedsmet.ac.uk/diversity/index_dignity_respect_network.htm
http://www.leedsmet.ac.uk/diversity/index_8D736D68563549E5A37CDDEB52ACBB27.htm
http://www.leedsmet.ac.uk/diversity/index_mediation_service.htm |
| Leeds
Trinity |
Staff
induction. Health and safety training. Stress management
workshops. Counselling service. Equality and diversity
training |
| Leicester |
A
Mediation at Work service has been run by the University’s
Staff Wellbeing Service since March 2010. Any staff member can
request to utilise this service or it can be recommended by
the Staff Wellbeing Service. |
| Lincoln |
·
Established a confidential listening ear service for staff,
known as the Contact Person’s Network
· Anti-Harassment and Anti-Bullying training programme
introduced for all employees (separate sessions for employees
with line management responsibilities and for those without) |
| Liverpool |
The
University as part of a recent review of the Dignity at Work
and Study Policy, has introduced a network of trained advisors
to provide information to staff and students relating to
bullying and harassment, who have witnessed
bullying/harassment or have been accused. The individual
members of staff who have volunteered for this role applied
and were interviewed. The 12 selected then received training
and receive ongoing support through action learning groups and
peer support. Feedback has been positive from users of this
service and the University is keen to provide ongoing support
and increase awareness. Posters and leaflets already exist and
information is available at induction for staff on the network
and the policy. A full review of the new policy, including the
advisor service will be carried out over the summer. |
| Liverpool
Hope |
1-to
-1 coaching with managers, mediators trained to deal with
allegations |
| Liverpool
John Moores |
LJMU
has a well established policy which is accessible via the
website. A Managers Toolkit training programme was launched in
May 2009 which includes guidance for Managers in relation to
Bullying and Harassment. The information you requested is
available on the University’s website which can be found at
www.ljmu.ac.uk |
| London
Business School |
These
include:
· Senior management stated zero tolerance and that everyone
has a role to play in combating bullying
· Produced a code of practice and network of support (line
manager, confidential advisors, counsellors and HR)
· Created School values which include references to
collaboration and respect
· Communicated support mechanisms and monitored them and
incidence of bullying through the School survey 2010
· Essentials of management 2-day programme for managers
includes a session on harassment and bullying
· Essentials of employment law programme includes a session
on diversity/discrimination issues. |
| London
Metropolitan |
All
staff are given a brief of the University's diversity policy
at induction. The University has a group of confidential
harassment advisers. The University offers its staff and their
families free access to an employee advisory resource
(including counselling).
The University operates both an in house occupational health
service, a programme of health surveillance. The university
has a stress management steering group, with union and staff
membership, which has so far delivered: a dedicated health and
wellbeing web site; a poster and leaflet awareness campaign;
an action plan for raising awareness and reducing stress;
workshops to around 50 managers and this is now being rolled
out to line managers. The group are developing policy and
guidance for staff and are nearing finalisation of an online
wellbeing resource, based on the Leeds Met model. |
| London
South Bank |
|
| Loughborough |
Loughborough
University has a network of staff trained in dealing with
harassment and bullying called Confide (www.lboro.ac.uk/confide).
Loughborough University regularly publicise the support
network via electronic notice boards, in staff newsletters, by
posters and contact cards across campus. We have also held
drop in sessions for staff to attend if they wish.
Loughborough University report the number and types of cases
to senior management each year.
Loughborough University are in the process of reviewing our
training provision to provide more training to supervisors and
managers on identifying and dealing with harassment and
bullying
Loughborough University are also in the process of reviewing
our formal complaint procedure to ensure that it is as
effective as possible. |
| LSE |
Bullying
and harassment procedure, Managing Positive Working
Relationships toolkit, anti harassment panel, staff counsellor,
equality and diversity course, Single Equality Scheme Road
shows. |
| LSHTM |
E-learning
courses on equality and diversity for new staff. |
| Manchester |
There
is general raising of awareness to the University community of
the importance of Dignity at Work. There are posters and
leaflets across campus; there is a dedicated section on the
University website (equality and diversity); The
University’s diversity calendar promotes dignity at work as
a central theme with dedicated events. The integration of
dignity at work and study sessions into all the University’s
management training programmes is on-going with implementation
already in the senior managers’ course. Monitoring of
bullying and harassment is also done through staff surveys. A
new Dignity at Work and Study Policy and Procedure was
launched on 23rd November 2009. This policy has strengthened
monitoring and informal procedures. The new policy has support
for staff and students from a voluntary (trained) team of
Harassment Advisors, who are the first point of contact for
anyone concerned about bullying or harassment. They provide
information and advice on the policy, procedure and next
steps. Also within the informal part of the procedure is
mediation. The University has a mediation service with a team
of 14 trained mediators who work as an intermediary with the
complainant and respondent to help to try and reach an agreed
solution. There are also robust formal procedures, if
required. The numbers of staff and students contacting
Harassment Advisors / Mediators and the reasons are monitored
and will be reported to the University Senior Management on an
annual basis. |
| Manchester
Met |
-
Anti-Bullying & Harassment Advisors Network - independent,
fully trained advisors available for all staff for support and
advice, assistance drafting letters and attending meetings. A
Gender Staff Forum, BME Forum, Disability Form, Transgender
Staff Focus Group and Transgender Awareness training, provide
support mechanisms for staff and a method of consultation for
the University to engage with the workforce and make
improvements. The Forums report back to the University's
Diversity and Equal Opportunities Committee (DEOC) chaired by
the Vice Chancellor. - A pool of senior managers and HR staff
trained in investigation techniques to ensure fair, impartial,
investigations. - Training for all staff, courses and
e-learning tools include: Dealing with Harassment and
Bullying, Handling Disciplinary and Grievance Cases,
Introduction to Disciplinary and Grievance Cases, Managing a
Diverse Workforce, Equal Opportunities Training, Equal
Opportunities and Diversity Briefing, Equal Opportunities and
Diversity Awareness Advice leaflet: Dealing with unacceptable
language and behaviour. |
| Middlesex |
Team
of Harassment Advisers, Guidance on Creating a Positive
Working Environment, Management training, establishment of a
code of conduct and the establishment of core behavioural
values. |
| Napier |
We
run a variety of courses which make staff and manager aware of
the risks of discrimination including B&H – these
include Diverse possibilities course, HR for Line managers,
Recruitment & selection training, skilful communications,
improving performance, employment law updates, and equality
impact assessments. |
| Newcastle |
|
| Newman
UC |
The
University College has a Dignity at Work Policy which
addresses issues of bullying and harassment and provides both
an informal and formal procedures for supporting staff
including the provision of harassment advisors which sit
outside of the line management and HR lines. A staff survey
was conducted in 2007, followed up focus group sessions, in
which an action plan was drawn up to address the issues raised
mainly around communications. Support provided to staff
through occupational health services including independent
counselling support and assistance with conducting stress risk
assessments. Trained mediation staff. |
| Newport |
The
Dignity at Work scheme is promoted during induction sessions
and by staff bulletin meetings. The Dignity at Work policy and
procedure can be found at the following web address:
http://policy.newport.ac.uk/Policy/Dignity%20at%20Work%20Policy%20and%20Procedure.pdf |
| Northampton |
The
University of Northampton is committed to ensuring that its
staff, students and visitors are treated fairly and with
dignity and respect. To this end the University has a Bullying
and Harassment Working Group and an Equality and Diversity
Action Committee. The University’s Equality and Diversity
Unit supports the Harassment and Dignity at work policy and is
responsible for posters and open lecture programmes covering
all aspects of equality and diversity, including bullying and
harassment. |
| Northumbria |
Northumbria
University uses mediation between the parties. |
| Norwich
UC Arts |
NUCA
awareness training. |
| Nottingham |
|
| Nottingham
Trent |
The
University has a Dignity at Work Policy. This policy
identifies negative behaviours to be addressed through
appropriate mechanism and identifies and promotes positive
behaviours endorsed by the University as those conducive to a
working culture characterised by dignity and respect. The
positive behaviours outlined in the policy are supported by a
tailored staff development blended learning programme
available to all staff of the University which is prioritised
for key areas. The University has also embarked on a
comprehensive programme of equality and diversity training.
This is a programme for all staff offered through online
training modules relating to quality and dignity and training
sessions. The University also has a team of trained Harassment
Advisors which provides a confidential service to staff and
students and has a team of accredited Mediators who offer a
Mediation Service as an informal mechanism for resolving
disputes. |
| Open |
The
University’s policy is available on the Freedom of
Information Publication Scheme at http://www.open.ac.uk/foi/eer/p6.shtml.
If you would like a copy of any of the documents referred to
please contact this office again. |
| Oxford |
The
University’s website gives advice to individuals and
managers on matters relating to bullying and harassment at
work. The University’s policy and procedures are available
on line at http://www.admin.ox.ac.uk/eop/har/
Individuals can refer themselves to the Occupational Health
Service in confidence. The Occupational Health Service can
arrange free counselling. Staff in the Bodleian Libraries
Service can also call an external Employee Assistance
Programme.
Each department has at least one Harassment Advisor, who can
give confidential advice.
Training which relates to these issues is provided through the
Oxford Learning Institute at http://www.learning.ox.ac.uk/ |
| Oxford
Brookes |
We
have a published policy on harassment and bullying: http://www.brookes.ac.uk/services/hr/handbook/problems/harassment.html
We have trained harassment and bullying advisers who work
across the University providing support, advice and guidance
to staff.
http://www.brookes.ac.uk/services/hr/eod/role_harassment.html
We have trained mediators and mediation guidelines which are
designed to help staff resolve differences before it gets to
the stage where complaints relating to harassment and bullying
would have to be made
http://www.brookes.ac.uk/services/hr/handbook/problems/mediation.html
We incorporate ideas of inclusivity and dignity into broader
diversity themed activities, for example our "Love and
Justice" month last year.
http://www.brookes.ac.uk/about/news/loveandjustice
We also try to use interesting and interactive ways of raising
awareness and understanding, for example through forum
theatre.
http://www.brookes.ac.uk/about/events/e-items/08032010125117 |
| Plymouth |
The
Harassment Adviser Network as referenced above. Poster
promotions, online internal promotion of the issue as part of
equality and diversity awareness raising Publications on the
Equality and Diversity community: eg Promoting A Positive
Working Environment Cascade briefings for senior managers as
legislation changes also re-reference existing documents. |
| Plymouth
Marjon |
Further
training for line managers with regards to stress management
and awareness, recognizing that workload allocation can often
be a contributing factor in bullying and harassment at work.
Leadership coaching. Mediation. A new health and wellbeing
policy, including a revised occupational health service and
employee counselling. |
| Portsmouth |
Recruitment
of 9 Bullying and Harassment advisers Anti Bullying and
Harassment policy issued 2010 and leaflets printed for staff
Promoting Dignity and Respect at Work training provided
commencing
2009 Employment Assistance Programme support on bullying and
harassment
Jointly written University and union Anti-Bullying &
Harassment booklet
issued to all staff giving advice, guidance, help and support |
| Queen
Margaret |
The
University operates a Dignity @ Work policy and procedures
which can be used by all members of staff at the University. |
| Queen
Mary |
Queen
Mary has designed questions on staff surveys to identify the
causes, relationships with alleged perpetrators, frequency
etc. Data can be analysed at departmental level.
The College has commissioned an Employee Assistance Programme.
The College has developed and reviewed a Statement on the
College’s views on harassment and bullying. |
| Queen's
Belfast |
The
University has a dedicated Harassment Advisory Service –
this comprises five trained advisors who are available to
offer support and advice to staff on bullying and harassment. |
| Reading |
The
University embeds equality and diversity training (including
coverage on harassment and bullying) wherever possible and
emphasises our harassment procedures to all new staff. All
staff are supported in such situations and can raise matters
directly, formally or informally, and can seek assistance from
our Harassment Adviser Network. Also, the University has an
Equal Opportunities Advisory Group that reviews the Harassment
Policy and Procedures to ensure they best support staff and
students. Additionally, Human Resources has a formal Health
and Well-being Policy and offers an annual Well-being Event to
encourage staff to think about their well-being and decrease
stress in the workplace. It can be found here:
http://www.reading.ac.uk/humanresources/rdg-only/documents/employee_health_and_well-being_policy.pdf |
| Robert
Gordon |
Fair
treatment advisers, employee support line and access to face
to face counselling if required and Occupational Health. |
| Roehampton |
The
University has adopted a policy regarding bullying and
harassment in the workplace which is also addressed within the
institution’s formal grievance procedures. These policies
can be found at:
http://www.roehampton.ac.uk/humanresources/grievanceandharassment/index.html
ii) The University has established a Harassment Adviser
network, which offers informal support to staff and students
who believe that they have been bullied or harassed. The
Advisers offer the opportunity to discuss concerns and help
individuals decide how they wish to proceed. Issues can often
be resolved locally at this stage, avoiding the need to
escalate to the formal grievance procedure.
iii) The University offers an Employee Assistance Programme: a
confidential 24 hour service available to all staff, offering
counselling and advice on a number of issues including
concerns about bullying or harassment.
iv) Roehampton University staff may be represented by the
University and College Union (Academic staff) or the GMB (non
Academic staff). Both unions have representatives on site and
would be willing to offer guidance and support in cases of
harassment or bullying.
4 v) Roehampton University has a multi-faith Chaplaincy team
who provide pastoral care and support in a variety of
situations to both staff and students. |
| Royal
Academy of Music |
The
Academy has an internal policy on bullying and harassment, as
well an agreed procedure for dealing with any cases. |
| Royal
Agricultural College |
promotion
of Health & Wellbeing, Stress Awareness Workshops,
Equality & Diversity Mandatory Training, and attached
policy. |
| Royal
College of Art |
|
| Royal
College of Music |
Dignity
at work and bullying and harassment and reference to the
College’s Behaviour at Work policy is covered at the College
wide induction that all staff are invited to. |
| Royal
Holloway |
ILM
Diploma Management styles and their affect on others. Managing
performance. Building relations. Principles of motivation.
Factors affecting behaviour. Motivation theory and its
practical application. Motivational factors and barriers.
Psychology of work
Counselling. Causes of internal conflict and interpersonal
friction. Conflict resolution strategies. Causes symptoms and
impacts of stress for individuals and organisation. Management
responsibilities in relation to work related stress. Ways to
manage stress at work and sources of support
Grievance and discipline procedures, including recording
systems. The organisations employment policies. Awareness of
the legal aspects of disciplinary process. Implementing,
monitoring and evaluating decisions. ILM Certificate. Equal
opportunities and diversity issues. Policy and procedure.
Valuing diversity at work. Human / civil rights. Myths and
outdated perceptions. Current legislation. Consequences of
non-compliance
Employment law management challenges. Managing Allegations of
Harassment and Bullying. Implied terms in the Contract of
employment
Managing difficult employees. Common problems faced by
managers. Managing Banter- scenario. Revision of the sessions
and ten top tips in Employment law |
| Royal
Veterinary College |
Dignity
at work policy (attached). Counselling including: Unlimited
freephone access 24 hours a day, every day of the year for
personal and work related issues. Short term counselling and
support by telephone and face to face (up to six one hour
sessions). Support and referral for longer term issues.
Information services — see attached list for the kinds of
issues covered. Management support and referral services. On
site support following a traumatic incident, such as threat,
injury or death. |
| Salford |
|
| School
of Pharmacy |
We
have a Policy against Bullying and Harassment. Being a small
institution, staff are encouraged to discuss matters with HR
staff where there is an open door policy. |
| Sheffield |
The
University has developed and trained a network of harassment
advisers who can be contacted by members of staff requiring
advice or support in tackling workplace bullying/harassment.
The University also ran an Out@Work day in November 2009 which
was a celebratory day of discussions and workshops to raise
awareness of lesbian, gay, bi-sexual and trans issues in the
work place. In addition to the University’s commitment to
equality in the workplace, the University has developed a
specific Lesbian, Gay, Bisexual and Transgender (LGBT) network
to allow staff to informally come together to share
information and support. Support is also offered to all staff
who encounter bullying/harassment via a staff Counselling
Service and more recently via an Employee Support Helpline.
The University has a suite of employment policies and
procedures to support staff and managers in managing problems.
These policies are collectively agreed with Trade Unions.
Additionally the University has worked with ACAS to train 11
internal workplace mediators to allow an additional method of
responding to interpersonal disputes. The HR staff within the
University are trained to manage/support allegations into
bullying and harassment and to support the Departments to deal
with these as appropriate to the particular circumstances. |
| Sheffield
Hallam |
Mediation
Route. Confidential Employee Support Helpline Counselling
Services Chaplaincy Services |
| SOAS |
The
new Dignity at Work Policy is currently being consulted on
with campus unions, with three harassment contacts trained so
far. The School has also invested in corporate support,
providing confidential 24/7 telephone helpline and counselling
service. Some standard sections follow on the re-use of the
information which has been supplied to you, and your right to
appeal if you are dissatisfied with our handling of your
request. |
| Southampton |
The
Dignity at Work and Study Policy<http://www.southampton.ac.uk/hr/managing/diversity/dignityatwork.html>
underpins all the work on bullying and harassment that we do.
It is supported by the Harassment Contacts, who provide
first-level informal support to those who are being bullied,
or who are accused of bullying. The Harassment Contacts are
complemented by the Mediation Service who attempt to resolve
more serious grievance issues (including bullying and
harassment) before they escalate into legal action. We also
work in concert with the unions and the LGBT Staff Network to
raise awareness of bullying and harassment problems in the
workplace, in an attempt to prevent such issues occurring in
the first place. We should be developing further awareness
campaigns in the coming months, including general poster
campaigns to educate staff about minority groups and targeted
events. The University is a member of the Stonewall Diversity
Champions programme. As a member organisation, we have the
constant support of Stonewall's experienced staff, which
includes considerable information about tackling homophobic
bullying and harassment (and much of this information can be
applied to all forms of bullying and harassment). |
| Southampton
Solent |
Further
information can be found on the University?s website, where a
copy of the University?s Procedure to Prevent Bullying and
Harassment can be located at: http://portal-live.solent.ac.uk/services/equality_diversity/harassement_and_bullying.aspx |
| St
Andrews |
Harassment
and Bullying Network relaunched with training, article in
University magazine to coincide with launch of new Harassment
and Bullying at work and study policy |
| St
George’s |
New
Dignity at Work and Study Policy and complaints procedures: An
Equality and Diversity Committee working party was set up to
review bullying and harassment procedures. This group
developed a new Dignity at Work and Study Policy. This policy
explicitly states SGUL’s commitment to developing a positive
working and learning environment free of harassment and
bullying. It states that the institution will thoroughly
investigate any such allegation. In line with good practice,
the policy gives examples of unwanted behaviour and refers to
all seven equality strands. Staff and students are also made
aware that if they harass someone, they may be personally
liable as well as the institution. Bullying and harassment
complaints procedures for staff and students were thoroughly
reviewed and updated. All new documents were widely advertised
to staff and students. New monitoring processes: The working
party also reviewed how bullying and harassment data should be
logged and monitored. All formal complaints of bullying and
harassment are now reported directly to the Principal as soon
as a written complaint is received. For equal opportunities
purposes, all informal and formal complaints regarding
bullying and harassment collect anonymised data on race,
gender, age and disabled status of all individuals raising a
claim irrespective of whether the disciplinary process is
subsequently invoked. The level of complaints is monitored –
with data for each Division being compared to the rest of the
institution. This data is fed back to the Division and
discussed with the Division’s link Human Resources Manager.
Data on individual Divisions, the number and type of cases (anonymised),
level of action and outcomes will be reported annually to the
Human Resources Committee, the Equality and Diversity
Committee, the Strategy, Planning and Resource Committee and
the Council. SGUL is committed to taking positive action in
Divisions which have high levels of complaints concerning
bullying or harassment. New Dignity Advisors scheme: The
working party also developed a Dignity Advisors scheme,
application and training process. SGUL will shortly train
selected staff and students to offer independent, confidential
advice and emotional support to anyone concerned about
bullying and harassment. New Code of Conduct on
Professional/Consensual Relationships: Another working party
was set up to develop a new Code of Conduct on
Professional/Consensual Relationships. This code defines
situations which might constitute a conflict of personal
interest for staff with their duties towards the institution.
The policy and covers recruitment of staff, admission of
students, the awarding of tenders, staff supervision,
assessment of and socialising with students and staff line
management of staff. Mediation: We considered whether we
wanted to deliver mediation to staff or students in dispute by
training up mediators in-house. We decided we would prefer to
contract external mediators. We invited various mediation
companies to come and tell us how they might provide a service
to the institution. At the same time, we approached two other
universities to explore whether they might like to jointly
contract a mediation service. We formulated a tendering
process. However it was eventually decided that this joint
approach would not be practical and we will be looking at
mediation again this year. |
| St
Mary's UC Belfast |
|
| St
Mary's UC Twickenham |
The
University College introduced a Dignity at Work Policy and
trained 13 members of staff as confidential contacts who staff
members can contact for support and guidance in respect of
bullying and harassment. All staff have been invited to attend
learning and development opportunities on the new policy. |
| Staffordshire |
link
to Bullying & Harassment Policy http://www.staffs.ac.uk/assets/internal/bullying_and_harassment_tcm44-26207.pdf |
| Stirling |
|
| Stranmillis
UC |
|
| Strathclyde |
|
| Sunderland |
The
University takes bullying and harassment very seriously and
uses a number of supportive mechanisms: Mediation - internal
qualified mediators from HR, unions and other parts of the
organisations can intervene to resolve disputes. Harassment
Advisers - a network of confidential harassment advisers can
advise staff on options and talk through concerns
confidentially. Dignity at Work Policy and Procedure -
defining unacceptable bullying, harassment and discrimination
and setting clear standards of conduct and a process for
complaints. Grievance Procedure- for raising formal
complaints. Staff Survey - the latest Staff Survey included an
HSE compliant stress audit that explicitly included questions
about bullying and harassment. Outcomes are being taken
forward. |
| Surrey |
Diversity
Week was held in March 2009 with a daily exhibition stand with
information relating to Harassment and Bullying as part of a
more generic Equality and Diversity exhibition. A good number
of people attended the stand and discussed issues with us some
of which related to harassment and bullying and the support
available. The Harassment Adviser Programme provides volunteer
members of staff who are trained to offer optional appropriate
support to anyone who feel they are being harassed or bullied.
In total confidence, the Harassment Adviser will listen to the
person and offer advice and information as appropriate. There
are a number of support channels available to people who have
experienced harassment and bullying including counselling and
courses run by the Wellbeing Centre, Line Manager support, the
Health Centre, HR representatives, Staff Forums, Formal
procedures, trade union input, training courses and the
Equality and Diversity office. |
| Sussex |
This
information is available on our website at (including linked
pages): <http://www.sussex.ac.uk/equalities/1-3-1-7.html> |
| Swansea |
Our
dignity at Work & Study policy can be found at http://www.swansea.ac.uk/personnel/Equal%20Opportunities/DignityatWorkStudy/
We have a network of over 40 harassment advisers whose role is
to support those who believe they have been harassed. Dignity
at Work & Study is included in staff induction sessions.
We have free staff counselling and occupational health
services. Support is also provided through HR and trade
unions. |
| Swansea
Metropolitan |
|
| Teesside |
The
University has a thorough and comprehensive Policy on Dealing
with Personal Harassment. There are Personal Harassment
Advisers located in most Schools and Departments across the
University to provide confidential advice. Any Adviser can be
contacted by an individual, and not necessarily the Adviser
within their particular Department. A recent institution-wide
staff survey (contracted to an external company; results not
yet made available) included questions on the topic of
bullying and harassment. The outcomes from this survey will
inform future developments and projects within the University
including, if applicable, activities relating to bullying and
harassment. |
| Thames
Valley |
We
have a Bullying and Harassment policy in place and we cover
the topic in various management and staff training courses. |
| TSD |
|
| UC
Birmingham |
|
| UC
Falmouth |
|
| Ulster |
The
University's Bullying and Harassment Policy has been
circulated electronically to all staff along with relevant
procedures and guidelines. These documents are available on
the University's website at: http://www.equality.ulster.ac.uk/policies.html.
An information leaflet on bullying and harassment has been
issued in hard copy to all members of staff. |
| University
College |
Details
on UCL's staff anti-harassment website can be found at http://www.ucl.ac.uk/hr/harassment/index.php
UCL's harassment and bullying policy can be found at http://www.ucl.ac.uk/hr/docs/harassment_bullying.php |
| University
of the Arts |
In
regard to question 14 the University has a Harassment Contact
Network, the purpose of which is to offer support and guidance
in a confidential way to staff who believe that they are being
harassed or bullied. |
| UWIC |
We
have recently reviewed our Harassment and Bullying Policy, in
conjunction with the recognised trade unions, and are
currently seeking approval for this revised policy. Any future
initiatives will derive from that policy, once it has been
approved. |
| Warwick |
Revamped
Dignity at Work policy. Dignity Contacts to offer informal
help and support. Website with information and sources of
support. Ban Bullying at Work day activities in November 2009
included a number of talks (one from an outside speaker, one
from internal researchers on B&H), stands in major
buildings on campus, podcast from Vice Chancellor and
Registrar also shown on continuous loop during the day). |
| West
of England |
Information
on Dignity at Work and the Employee Assistance Programme is
available at:
Dignity at Work http://imp.uwe.ac.uk/imp_public/displayEntry.asp?URN=769
Employee Assistance Programme http://imp.uwe.ac.uk/imp_public/displayEntry.asp?URN=2633 |
| West
of Scotland |
The
Dignity and Respect at Work Policy, referred to above is
published at
http://www.uws.ac.uk/schoolsdepts/foi/documents/DignityRespectatWork.pdf.
We have held Policy Awareness sessions for staff at each of
our four Campuses and the sessions included awareness on this
policy. In addition staff was issued with a policy leaflet
which included information on this policy, which makes
specific reference to Bullying and Harassment. |
| Westminster |
The
University’s Equality, Diversity and Inclusion policies
support the University’s core values and wider strategic
aims. The Mission of the University of Westminster is: “to
provide high quality higher education and research in both
national and international contexts for the intellectual,
social and professional development of the individual and for
the economic and cultural enrichment of London and wider
communities”. The University has Diversity and Dignity at
Work and Study Policy which covers all areas of Equality,
Diversity and Inclusion and clarifies the procedures relating
to bullying and harassment/breaches of dignity at work. The
Diversity and Dignity at Work and Study Policy is under-pinned
and supported by comprehensive and supportive Race, Gender and
Disability Equality Schemes, which are aimed at meeting the
letter and spirit of equality legislation as well as helping
to create and promote a diverse, vibrant and inclusive culture
which embraces diversity and promotes equality and which is
reflected in its teaching, learning, support, research and all
other key activities and functions. The University values its
diverse international community of staff and students with
their religious and other beliefs or non-beliefs. In doing so,
the University recognises that ethnicity and culture are not
indicative of religion or belief and that all religions have a
variety and range of doctrinal beliefs, which may have
different values and customs. Fair treatment involves taking
difference into account, not treating everyone the same. The
University’s Religion and Belief Policy has been commended
as an example of good practice by external diversity and
quality assurance agencies. Specific efforts have gone into
embedding and supporting Diversity and Dignity at Work and
Study. This has included promoting a positive University
environment in which people are treated fairly and with
respect, encouraging all University staff and students to play
a role in creating and maintaining an environment in which
harassment, bullying and victimisation are understood to be
unacceptable forms of behaviour and providing a framework of
support for University staff and students who feel that they
have been the subject of harassment, bullying or victimisation.
The University has an Employee Support Helpline. In addition
to access to 24 hour counselling support for staff and their
immediate families via a free phone number, the Employee
Support Helpline also provides information on a range of
practical issues, such as bullying and harassment, family,
health, financial and housing. The University carries out
regular employee opinion/employee engagement surveys and takes
appropriate follow up action if issues are identified. A
specific website, called “Support for Staff at Westminster -
Where People Come First” has been developed to provide
details of the key polices and support available for staff
including details of the support available in respect of
bullying and harassment, equality and diversity policies,
counselling, occupational health, supportive training and
development activities, chaplaincy, sports and leisure and
family friendly policies and work-life balance. We aim to
encourage a working and learning environment which is
supportive and fair and in which harassment and discrimination
are neither tolerated nor acceptable. All members of staff and
students are required to become familiar with and observe the
spirit and letter of the University’s equality and diversity
related policies. It should be noted that any intentional
breaches of the legislation on equal opportunities or of the
University’s equality and diversity policies may lead to
disciplinary action. Where problems relating to the operation
of this policy do occur, staff and students are encouraged to
advise an appropriate member of staff as soon as possible. The
HR Manager (Equality & Diversity) can be contacted for
further advice on any equality and diversity related issue.
Where a complaint is not dealt with satisfactorily at an
informal level any formal complaint or procedure should, in
the case of a student, be pursued through the Student
Complaints Procedure. In the case of a member of staff, the
complaint should be pursued through the Grievance Procedure
for Staff. Both these procedures involve an investigation
stage in which both the individual making the complaint and
the person alleged to be in breach are heard. Any complaints
made about discrimination, bullying and harassment or other
inappropriate behaviour will be investigated thoroughly and
without delay, according to the approved procedures. If it is
found that a serious breach of our Equality and Diversity
policies may have been committed by a member of the
University, the University will normally invoke the relevant
disciplinary procedure. In cases brought against students this
will be the Student Disciplinary Procedure, in cases brought
against members of staff this will be the Disciplinary Policy
and Procedure for Individual Members of Staff |
| Winchester |
Rolled
out Dignity at Work training across the HEI. Support for staff
through internal network of Dignity Contacts and external
employee support helpline. |
| Wolverhampton |
Please
refer to the University website: www.wlv.ac.uk |
| Worcester |
Initial
Harassment Advisers received initial and ongoing training and
part of their role is to raise awareness of bullying and
harassment and what support is available. Initial Harassment
Advisers details, biographies, photos and contact details are
on the web – available to staff and students. Managers are
being trained as part of leadership development. Mediation
training is being provided for accredited mediators. |
| York |
The
University has a Code of Practice on Harassment; and an
Equality and Diversity Committee, which has a sub-committee,
Dignity at Work and Study Committee that oversees the
University’s work in relation to harassment and bullying;
the Equal Opportunities Office co-ordinates supports and
trains a network of Harassment Advisers whose contact details
are on the web and on leaflets; posters and leaflets on
bullying and harassment are annually distributed to all
departments from the Equal Opportunities Office; definition of
bullying and harassment and how to access support and guidance
is mentioned in all staff inductions, on PowerPoint slides and
handouts; the University has two Staff Equality Fora, both of
which raise awareness of issues relating to harassment and
bullying (a) on Lesbian Gay Bisexual Transgender and Intersex
issues: www.york.ac.uk/admin/eo/SexualOrientation/soforum.htm
and (b) Race Equality www.york.ac.uk/admin/eo/Forum/StaffRaceEqualityForum/index.htm;
the University conducted a Staff Opinion Survey in 2008, which
included questions on harassment and bullying. An action plan
was drawn up to address issues raised; there was
University-wide consultation on race equality and inclusivity
in 2009, which asked specific questions about harassment and
bullying. |
| York
St John |
Response:
Dignity at Work Policy and Procedure. A team of trained
Harassment Contacts - staff volunteers who provide help and
support to those who feel they are being harassed and bullied
at work. This service is actively publicised and supported. |
