Workplace Bullying & Harassment
KEY FINDINGS
At least 1,957 university staff asked for support or advice due to bullying or harassment during 2007, 2008 and 2009. The true figure is likely to be a great deal higher since many universities do not record the numbers of informal complaints. 998 formal investigations were made into complaints of bullying or harassment. 764 of these investigations concluded that no bullying or harassment had taken place. 234 investigations upheld the complaints giving an average 23% uphold rate.
MISSION GROUPS
At Russell group universities 34% of complaints were upheld whilst at Million+ universities only 11% of complaints were upheld. This would suggest that Million+ universities either have a significant problem with false accusations or systems of investigation which are wholly defective. Alliance group universities averaged 16%. 1994 group universities averaged 19%. Guild HE universities averaged 23% whilst the universities not in any mission group averaged 29%.
HIGHEST AND LOWEST UPHOLD RATES
At the 3 universities most highly placed in the THE World University Rankings – Cambridge, Oxford and Imperial - 54% of bullying complaints were upheld.
We have identified 41 UK universities with a 0% uphold rate. At these institutions at least 430 staff had sought informal advice about bullying and 56 staff had left citing bullying as a reason. 169 investigations were mounted only to find no evidence of bullying in any of the cases.
STAFF GRADES
Complaints of bullying by staff on a similar grade were upheld in 27% of cases. Complaints against staff on higher grades were upheld in 16% of cases. Complaints against members of the senior executive team - defined as the 10 or so most senior members of staff - were upheld in 15% of cases.
LEGAL COSTS
£1.35M was spent on legal fees in connection with bullying complaints. The true figure will be significantly higher due to the use of in-house lawyers, legal insurance policies and an astonishingly high number of instances where invoices from solicitors were not broken down by reference to specific cases.
REASONS FOR LEAVING
137 staff cited bullying and harassment as a reason that they left the university. The true number will be significantly higher due to the considerable number of universities who appear to file staff exit questionnaires without analysing or reporting the contents.
FOLLOW UP ACTIONS
Dismissals were rarely cited as follow up actions to proven cases of bullying. Only 20 staff were dismissed out of 234 proven cases. No dismissals took place at Million+ universities whilst 13 staff were dismissed at Russell Group institutions.
WITH HINDSIGHT
A question about the proportion of bullying cases where the perpetrator was on a lower grade to the victim would have been useful. In fairness to the individuals involved we should have added the word “alleged” into Q3, Q4 and Q5. We were surprised that even 3 years on from the submission of complaints there were still investigations ongoing. It is likely that the rate of uphold will increase slightly once each of these ongoing investigations is brought to a conclusion. In retrospect we probably should have dealt with concluded and ongoing investigations separately. 3 years does however seem an exceptionally long period of time to investigate a bullying complaint.
THREATS

AcademicFOI.com hold documentary evidence of a concerted campaign by a group of universities to flout their obligations under the Freedom of Information Act by deliberately rejecting requests from this website in pursuit of a stated aim to shut down the activities of this website.

It has taken more than eight months of work to prepare this report. During this period more than one university has threatened us with criminal prosecution and breach of copyright proceedings. We have responded to the most serious threats with multi page rebuttals containing detailed references to legislation, official guidance and precedent decisions. In many cases the universities have then withdrawn their threats. The use of threats without legal foundation would appear to be a deliberate, but entirely unsuccessful, attempt to intimidate the team running this website.
In this instance we have not named the staff and universities involved. Should any of the above activities be repeated during 2011 we will not hesitate to name the staff and universities concerned and publicise every example of their unprofessional behaviour during both 2010 and 2011.
INCOMPLETE DATA
132 UK universities and higher education institutions responded in full to the FOI requests for this report. 13 failed to respond in full. City claimed that the applicant name was invalid. Glasgow Caledonian, Huddersfield, Central Lancashire, Nottingham, Strathclyde and East London cited privacy concerns. Bristol and Salford claimed that it was not possible to produce the figures within the 18 hour time limit. We have obtained opinions and decisions from the Information Commissioner's Office that reject the first two arguments and do not believe that the time calculations are remotely credible.
No responses were received from Stranmillis UC, Goldsmiths and Coventry. Responses from Southampton, Plymouth and Falmouth arrived only after the ICO took enforcement action against them. We hope to publish a Version 2.0 of this report once all the outstanding responses arrive. 
THE QUESTIONS
I would like to request the following information under the provisions of the Freedom of Information Act. I would ask you to send your response by e-mail.My questions relate to the 3 year period from 1 January 2007 to 31 December 2009. By senior executive team I am referring to the 10 or so most senior staff within your institution.
Q1  How many staff have asked for support or advice due to bullying or harassment at work ?  
Q2  How many investigations have been made over allegations of bullying or harassment at work ?  
Q3  In how many of the cases in Q2 was the perpetrator on a similar employment grade to the victim ?  
Q4  In how many of the cases in Q2 was the perpetrator on a higher employment grade than the victim but not a member of the senior executive team. ?  
Q5  In how many of the cases in Q2 was the perpetrator a member of the senior executive team ?    
Q6  How many investigations have found that bullying or harassment at work has taken place ?  
Q7  In how many of the cases in Q6 was the perpetrator on a similar employment grade to the victim ?  
Q8  In how many of the cases in Q6 was the perpetrator on a higher employment grade than the victim but not a member of the senior executive team. ?  
Q9  In how many of the cases in Q6 was the perpetrator a member of the senior executive team ?    
Q10  What disciplinary or other follow up actions were taken as a result of those investigations ?
Q11  How much was spent on legal fees in relation to the above cases ?  
Q12  How many staff have left the institution citing bullying or harassment as one of the reasons ?  
Q13  How many staff have attended workshops or awareness sessions on bullying and harassment ?
Q14  Can you provide details of any other initiatives within your institution regarding bullying and harassment at work ?

Thank you very much for your assistance. Ian Benson

University

Q1 Q2 Q3 Q4 Q5 Q6 % Upheld Q7 Q8 Q9 Q11 Q12
Aberdeen 7 3 0 2 1 1 33 0 1 0 0 0
Aberystwyth 24 16 4 11 0 3 19 1 2 0   1
Abertay, Dundee 0 0 0 0 0 0   0 0 0 0 0
Anglia Ruskin 0 3 0 0 0 1 33 0 0 0 0 0
University of the Arts 0 0 0 0 0 0   0 0 0 0 0
Aston 0 10 6 4 1 4 40 4 0 0 0 0
Arts UC Bournemouth 14 4 1 1 2 0 0 0 0 0 0 1
Bangor 8 6 4 2 0 1 17 1 0 0 0 0
Bath 7 5 3 2 0 3 60 2 1 0 0 0
Bath Spa 27 1 1 0 0 0 0 0 0 0 0 0
Birkbeck   1 1 0 0 1 100 1 0 0 0 1
Birmingham City 0 0 0 0 0 0   0 0 0 0 0
Bedfordshire 0 6 1 6 0 0 0 0 0 0 0 0
Birmingham   8 2 6 0 2 25 1 1 0 0  
Bishop Grosseteste UC 0 0 0 0 0 0   0 0 0 0 0
Bolton 18 4 1 3 0 0 0 0 0 0 0 0
Bournemouth 0 2 1 1 0 0 0 0 0 0 0 1
Bradford 20 2 0 2 0 0 0          
Brighton 29 3 0 1 0 0 0 0 0 0 0 0
Bristol                        
Oxford Brookes 0 1 0 1 0 0 0 0 0 0 0 0
Brunel 24 4 0 4 0 1 25 0 1 0 0 2
Buckinghamshire New   0                    
Cambridge 52 7 4 3 0 2 29 2 0 0 0  
Canterbury Christ Church   5 2 3 0 1 20 1 0 0   1
Cardiff 63 7 0 6 0 3 43 0 0 0 9547 0
Chester   10 1 9 0 2 20 0 2 0 0 0
Chichester 2 0 0 0 0 0   0 0 0 0 0
City                        
Coventry                        
Cranfield 0 3 1 2 0 2 67 1 1 0 1000 0
CSSD 12 2 0 0 0 1 50 0 0 0 0 1
Cumbria   19 4 12 1 2 11 0 2 0   2
Derby 0 14 2 12 1 1 7 0 1 0 0 0
De Montfort 7 7 1 6 0 1 14 0 1 0   1
Dundee 29 11 4 7 0 0 0 0 0 0 0 0
Durham 33 27 3 24 0 2 7 0 2 0 0 2
Edinburgh 0 16 3 10 0 2 13 0 2 0 0 0
Edge Hill 0 2 0 2 0 1 50 0 1 0 0 0
Essex 53 5 4 1 0 2 40 2 0 0 0 0
Exeter 90 6 3 3 0 1 17 1 0 0 0 2
UC Falmouth 30 3 2 3 0 2 67 1 2     0
Glasgow Caledonian                        
Glasgow   9       7 78          
Glamorgan 5 7 1 5 0 1 14 0 1 0 0 0
Gloucestershire 40 4 2 2 0 0 0



4
Glyndwr 4 5 0 5 0 0 0 0 0 0 30000 0
Goldsmiths                        
Greenwich   3 2 1 0 0 0 0 0 0 0 1
GSMD   0 0 0 0 0   0 0 0 0 0
Harper Adams UC   1       0 0       0 0
Hertfordshire 10 10 6 4 0 2 20 0 2 0 0 1
Liverpool Hope 4 2 1 1 1 1 50 1 0 0 0 0
Huddersfield                        
Hull   1 0 1 0 0 0       0  
Heriot-Watt 0 9 4 4 0 5 56 2 2 0 0 0
Imperial College   45       25 56       14277 0
Institute of Education 0 10 0 9 1 0 0 0 0 0 84061 0
King's College   2 1 1 0 1 50 1 0 2 0  
Keele 0 3 2 1 0 0 0 0 0 0 0 0
Kent 44 10 1 8 1 4 40 0 3 0 850 3
Kingston 0 12 1 9 1 0 0 0 0 0 0 0
Lancaster 25 11 3 6 0 3 27 1 1 0 0 0
Loughborough 68 8 3 5 0 0 0       0 2
Leeds 7 7 1 4 0 4 57 1 1 0 0 3
Leeds Metropolitan 40 7       1 14         2
Leeds Trinity 5 0 1 3 1 2   0 2 0 0 1
Leicester 9 18 6 9 0 6 33       335000  
Lincoln 10 9 6 3 0 4 44 2 2 0 0 0
Liverpool   13 2 11 0 3 23 2 1 0 0 5
Liverpool John Moores 10 10 1 6 3 0 0 0 0 0 203143 7
London Business School 40 2 1 1 0 2 100 1 1 0 0 0
London Metropolitan   23 3 20 1 1 4 0 0     0
London South Bank   2 0 2 0 1 50 0 1 0 0 0
LSE 18 18 5 14 2 3 17 3 0 0 206112 8
LSHTM 11 3 1 10 0 0 0 0 0 0 13000 0
Manchester 70 61 11 50 0 14 23 4 10 0 194477 1
Plymouth Marjon 8 3 1 2 0 0 0 0 0 0 0 4
Middlesex 67 28 1 27 0 4 14 0 4 0 0 0
Manchester Met 12 20 17 2 0 3 15 2 0 0 103000 0
Napier 0 10 1 9 0 0 0 0 0 0 0 0
Newcastle 29 14 6 8 0 7 50 2 5 0 3000 0
Newman UC 8 2 0 0 1 2 100 0 0 1 9677 2
Newport 2 2 0 2 0 0 0 0 0 0 0 0
Northampton 22 8 0 8 0 0 0 0 0 0 12000 11
Northumbria 0 7 1 6 0 0 0 0 0 0 0 2
Nottingham                        
Nottingham Trent 22 8 2 6 0 2 25 1 1 0 6000 3
Norwich UC Arts 1 1 0 1 0 1 100 0 1 0 0 1
Open   19                   16
Oxford   18 2 14 0 11 61 1 10 0    
School of Pharmacy 7 2 0 2 0 0 0 0 0 0 14275 0
Plymouth 74 5 2 3 0 2 40 2 0 0    
Portsmouth   14 2 12 0 1 7   1   8516 1
Queen Margaret 0 3 2 1 0 1 33 1 0 0 0 0
Queen Mary 16 16 8 12 5 4 25 3 1 0 0 0
Queen's Belfast        15 1 12 2 3 20 0 3 0 0 3
Royal Agricultural College 0 0                   0
Royal Academy of Music 0 0 0 0 0 0   0 0 0    
Royal College of Art 3 3 0 3 0 2 67 0 2 0 0 0
Royal College of Music 1 1 0 1 0 0 0       0 0
Reading 30 7 3 4 0 1 14 1 1 0 0 2
Robert Gordon 2 9 1 8 0 5 56 2 2 0 1 0
Royal Holloway 24 24 5 17 0 1 4 0 0 0 0 0
Roehampton 52 7 2 5 0 1 14 1 0 0 39000 5
Royal Veterinary College 11 2 0 1 1 0 0       5028 4
Salford                        
St George’s 15 3 0 2 0 2 67 0 2 0 0 2
Sheffield 19 16 6 10 0 6 38 3 3 0 0 1
Sheffield Hallam 31 7 1 6 0 4 57 4 3 0 0 0
Swansea Metropolitan 0 0 0 0 0 0   0 0 0 0 0
St Mary's UC Twickenham 0 2 0 2 0 0 0 0 2 0 0 0
St Mary's UC Belfast 2 2 0 2 0 1 50 0 1 0 5500 0
SOAS   10 0 9 0 0 0 0 0 0 12949 2
Southampton Solent 0 5 2 3 0 0 0 0 0 0 3521 0
Southampton 18 23       5 22       0  
Staffordshire 0 0 0 0 0 0   0 0 0 0 0
St Andrews 0 9 5 3 1 2 22 1 0 1 2300 2
Stirling                        
Stranmillis UC                        
Strathclyde                        
Sunderland 19 7 0 6 1 0 0       0 0
Surrey 25 15 7 7 0 5 33 2 2 0 2000 0
Sussex 36 4 0 4 0 0 0 0 0 0 0 0
Swansea 17 7 4 3 0 3 43 2 1 0 19633 2
Teesside 0 0 0 0 0 0   0 0 0 0 0
TSD                        
Thames Valley   8 2 6 0 2 25 0 2 0 0 0
UC Birmingham 0 0 0 0 0 0   0 0 0 0 0
University College 177 26 0 0 0 6 23 0 0 0 0 0
Central Lancashire                        
Creative Arts 18 5 0 4 0 0 0 0 0 0 0 1
East Anglia 41 10 4 6 0 1 10 1 0 0 0 0
East London                        
Ulster 34 11 10 1 0 1 9       0 3
West of England 14                     0
UWIC   2 0 2 0 0 0 0 0 0 0 0
West of Scotland 0 7 4 1 0 2 29 0 1 0 0 0
Warwick 40 29 6 23 0 4 14 2 2 0 0 0
Westminster 0 6 0 6 0 0 0 0 0 0 7800 0
Winchester 10 5 4 1 0 1 20 0 0 0 0 0
Wolverhampton 12 8 3 5 0 2 25 1 1 0 0 3
Worcester 12 1 0 1 0 0 0 0 0 0 0 0
York 28 6 2 4 0 2 33 0 2 0 0 13
York St John 4 3 4 0 0 2 67 1 0 0 0 1
Q10  What disciplinary or other follow up actions were taken as a result of those investigations ?

University

Disciplinary or other follow up actions taken as a result of investigations

Aberdeen Disciplinary actions taken as a result of those investigations were a final written warning and demotion.
Aberystwyth Verbal warning, redeployment, re-training and conduct at work agreements.
Abertay, Dundee  
Anglia Ruskin  
University of the Arts In regard to questions 1 to 11 the University does not store or report on this information. Therefore it is information not held.
Aston First and Final Warnings/Written Warnings
Arts UC Bournemouth  
Bangor Written warning
Bath One final and two first written warnings were issued in accordance with the University's Disciplinary Procedure.
Bath Spa Joint mediation, positively resolved
Birkbeck Managed via informal disciplinary process
Birmingham City  
Bedfordshire Offer of informal coaching, support and monitoring where requested.
Birmingham 1 Dismissed. 1 Disciplinary procedure.
Bishop Grosseteste UC  
Bolton  
Bournemouth  
Bradford  
Brighton  
Bristol  
Oxford Brookes  
Brunel Internal training to make the individual more aware of the way in which they speak to others.
Buckinghamshire New  
Cambridge An informal warning was issued to both individuals and it was agreed that both parties would be relocated within the Department, attend staff awareness training and participate in team building activities.
Canterbury Christ Church Mediation / dispute resolution processes were used.
Cardiff 4 cases were not upheld 1 individual received a Formal Written Warning, 1 individual resigned before Disciplinary Hearing, 1 individual Dismissed
Chester With reference to the two cases that were partially upheld, the outcome of one case was that the respondent was relocated to another site to minimise future contact with the complainant, and the outcome of the other case was a letter of apology from the respondent to the complainant.
Chichester None - dealt with through mediation
City  
Coventry  
Cranfield Appropriate actions were taken in terms of Dignity at Work training. Examples of these are: received counselling and further training recommended.
CSSD The perpetrator was suspended from work while the investigation process was being managed.
Cumbria In one case, the perpetrator was disciplined and training provided to all staff within the team. In the other case, no further action was taken as the perpetrator resigned from the University.
Derby Apology offered and accepted
De Montfort Disciplinary action, management advice re behaviours, relevant training and mediation.
Dundee  
Durham In one case the member of staff was given training. In the second case the member of staff left the University.
Edinburgh 1 Dismissed, 1 External mentoring successfully implemented
Edge Hill  
Essex Formal warning
Exeter One case resulted in a grievance hearing by the University Council but was not upheld. One case resulted in the commencement of disciplinary action, but this action was stayed as agreement was reached for the individual to leave the University as an alternative. In the other 4 cases no disciplinary action was taken although in 2 of the 4 cases informal guidance was issued in terms of expectations of future conduct and in 1 of the 4 cases actions in terms of general School processes and procedures were agreed.
UC Falmouth Verbal warning for 6 months. Coaching. Team building and conflict resolution training sessions. Written role- specific expectations/objectives
Glasgow Caledonian  
Glasgow 1 – Written warning 6 – Resolved informally Mediation meetings took place for 2 of the cases.
Glamorgan Dismissal
Gloucestershire  
Glyndwr None of the cases were proven.
Goldsmiths  
Greenwich  
GSMD  
Harper Adams UC  
Hertfordshire Warnings
Liverpool Hope 1 dismissal
Huddersfield  
Hull  
Heriot-Watt Various actions were taken as a result of those investigations including: Disciplinary action instigated; mediation offered and accepted by both parties; contractor not allowed back on site and report sent to contractor’s management; apologies from perpetrators resolved the grievance; awareness training provided.
Imperial College 9 disciplinaries, 6 resulted in dismissals
Institute of Education  
King's College An informal warning.
Keele  
Kent Mediation
Kingston  
Lancaster Grievance hearing not upheld 3 Disciplinary hearing 1 mutually agreed resolution informally
Loughborough Mediation Service; Training provided on managing difficult conversations, active listening and resolving conflict; Dignity and Respect at Work Policy
Leeds A mixture of dismissal, warnings and informal discussions surrounding the need to change behaviour.
Leeds Metropolitan Further to Q6 above, one case was partly upheld which led to a disciplinary investigation being initiated and concluded.
Leeds Trinity Action was taken in one case.
Leicester Figures are estimates for 2007 and 2008 based on actual figures for 2009. Awareness training, team mediation, management training needs analysis, dismissal for gross misconduct.
Lincoln In some instances they were: · Mediatio· Disciplina · Training
Liverpool Disciplinary sanction taken in 2 cases, perpetrator resigned prior to disciplinary action in 1 case.
Liverpool John Moores  
London Business School No disciplinary actions were taken, the outcome was mainly around coaching actions
London Metropolitan Disciplinary action was taken for those cited as harassers.
London South Bank Training and development actions taken
LSE 2 resulted in disciplinary action
LSHTM Mediation; adjustment to Code of Practice on Harassment and Bullying.
Manchester 6 x Informal Counselling & Training/Guidance 5 x Formal disciplinary warnings 1 x Mediation 2 x Apology given & training provided
Plymouth Marjon No further disciplinary action but have used other actions such as mediation or other communication approaches to improve working relations.
Middlesex Formal apology to victim and personal development training in interpersonal skills
Manchester Met Usually disciplinary sanction and/or redeployment.
Napier  
Newcastle Disciplinary action. Various awareness training sessions arranged and personal coaching arranged in some cases.
Newman UC Investigation 1: disciplinary action taken against perpetrator Investigation 2: case not proven - proceeded to appeal
Newport Support and guidance for managers in effective people management
Northampton No disciplinary actions were taken as a result of the investigations, however support was provided through coaching and/or mentoring programmes
Northumbria No disciplinary action. Parties attended Mediation
Nottingham  
Nottingham Trent Disciplinary action is confidential to the staff member concerned and release of this information would release personal data relating to a third party data.
Norwich UC Arts Accused no longer with Organisation
Open  
Oxford Two cases are ongoing. In three cases, disciplinary warnings were issued. One case resulted in management training. One case resulted in the redeployment of the perpetrator. Three individuals voluntarily left the employment of the University.
School of Pharmacy One person was moved to a different Department. One person subsequently left the organisation.
Plymouth One written warning, one not proven
Portsmouth Following investigations into alleged incidents, only one case was upheld and disciplinary action taken against the individual. In other
cases, although bullying and harassment was not found to have taken place there was evidence in some cases of poor practice relating to
things such as communication and recruitment. In these cases training was recommended and undertaken. In other cases mediation was
recommended and undertaken by both parties.
Queen Margaret  
Queen Mary In one case, a manager made a public apology. In one case, a colleague made a public apology. In one case, an employee was due to attend a dismissal process and resigned on the eve of the hearing. Disciplinary warnings.
Queen's Belfast Where an investigation found that bullying or harassment at work has taken place, the alleged harasser was subject to the University’s formal disciplinary procedures.
Royal Agricultural College  
Royal Academy of Music  
Royal College of Art In two cases the allegations were upheld leading to one warning and one dismissal.
Royal College of Music  
Reading Disciplinary action was taken against the perpetrators in one case.
Robert Gordon The disciplinary or follow up actions that were taken as a result of these investigations included coaching and mediation as well as a range of disciplinary sanctions including one dismissal.
Royal Holloway invited to disciplinary hearing but individual left before investigations concluded
Roehampton In the one case where allegations of bullying/harassment were upheld, the perpetrator’s manager set out the standard of future behaviour expected from the perpetrator in future.
Royal Veterinary College  
Salford  
St George’s Formal warning and formal apology by staff member.
Sheffield Disciplinary action against perpetrators of bullying/harassment have included a range of actions and recommendations, including demotion and dismissal.
Sheffield Hallam Four staff disciplined, one resignation and one mediation with change of role, one employee dismissed.
Swansea Metropolitan  
St Mary's UC Twickenham  
St Mary's UC Belfast disciplinary warning
SOAS  
Southampton Solent Southampton Solent University undertook 2 redeployments and no disciplines.
Southampton  
Staffordshire  
St Andrews Mutual Terminations, Disciplinary Action, Redeployment
Stirling  
Stranmillis UC  
Strathclyde  
Sunderland No disciplinary action was taken 3 were resolved to the satisfaction of all parties through internal mediation 4 were not upheld, of which some led to training and development outcomes for some of the staff involved
Surrey oral warning, written warning x 3, dismissal
Sussex  
Swansea Disciplinary action followed in the three cases concerned
Teesside  
TSD  
Thames Valley None have led to disciplinary action but there has been education, mediation, re-assignment of work roles and physical moves.
UC Birmingham  
University College 2006/07 Of the 9 formal complaints: 2 cases were dropped/the complaint was withdrawn before full investigation. 6 investigative panels were convened - (5 cases were not upheld, I case was upheld and the harasser dismissed) 1 case is ongoing, awaiting investigation Of the 33 informal cases: 13 cases were resolved at the informal level 4 people resigned and left UCL 1 person against whom a complaint was made left UCL 1 the lines of responsibility were changed and one of the parties was moved 9 cases are recorded as ongoing. 5 outcomes are unknown.
2007/08 Of the 73 informal cases: 6 local investigative panels were convened in depts. - (2 cases were not upheld, 2 cases were upheld and the harasser dismissed, 1 case was upheld with a final written warning, and 1 case the complainant was suspended) 26 cases were resolved at the informal level (4 of these were redeployments and 3 were mediations) 17 cases are ongoing. 1 case led to early retirement. 6 people resigned and left UCL. 1 case the complainant is seeking to leave UCL. 1 person against whom a complaint was made left UCL. 1 case the complainant is off sick
1 case there was mediation but complainant was unhappy with outcome. 1 case was dropped. 12 outcomes are unknown.
2008/09 Of the 19 formal cases 13 investigative panels were convened - (6 cases – grievances were submitted, 2 cases are now at the Employment Tribunal, 2 cases were upheld, 2 cases are ongoing, 1 case the complainant withdrew her complaint after investigation) 5 cases are ongoing
1 case was resolved Of the 43 informal cases: 28 cases were resolved at the informal level (1 was agreed redundancy, 1 withdrew their claim and 4 were mediations) 7 cases the outcome is unknown. 1 case the complainant is off sick. 7 cases are recorded as ongoing.
Central Lancashire  
Creative Arts No disciplinary actions. Recommendations following investigations relate to mediation, department communication, and team building.
East Anglia informal action was taken.
East London  
Ulster No disciplinary action has been taken as a result of any investigations.
West of England  
UWIC  
West of Scotland In two cases written warnings were issued and in one case informal action was taken.
Warwick Written warning Letter of apology 1 case not concluded as alleged perpetrator resigned. mediation meeting.
Westminster No formal disciplinary action took place in any of the above 6 cases.
Winchester None taken to formal disciplinary. Complainant was happy with the outcome.
Wolverhampton Stage 4 Disciplinary Action under the Disciplinary Procedure
Worcester The complainant asked to be transferred to another post in a different department and is now very happy and performing well. The job role now undertaken is less demanding than the previous one.
York A range of actions have been taken: change/reduction in responsibilities, individuals involved have been given training, mediation, mentoring and an active programme of support where appropriate.
York St John Response: Dismissal on one occasion (there were other factors contributing to this, not just acts of harassment/bullying). On the other occasion, the situation was resolved through Informal resolution/team development.
Q13  How many staff have attended workshops or awareness sessions on bullying and harassment ?  

University

Q13

Q13 Description

Aberdeen 30 Approximately 30 staff have attended workshops or awareness sessions on bullying and harassment.
Aberystwyth 167  
Abertay, Dundee 7 Harassment Advisors (6) Head of HR (1) has experience of delivering related workshops/seminars
Anglia Ruskin 0  
University of the Arts 0 the University does not provide specific harassment and bullying training, although harassment and bullying is covered under more general equality and diversity training.
Aston 34  
Arts UC Bournemouth 0 Awareness session held on 16 February 2007 for all staff. No record kept of number who attended.
Bangor 0 An on going equality programme for line managers is in place which includes bullying and harassment. Approximately 80% of line managers have currently attended this programme
Bath 0  
Bath Spa 12 12 (harassment advisors)
Birkbeck 14  
Birmingham City 144  
Bedfordshire 200 Bullying and harassment awareness is covered in the University Equality and Diversity course and Disciplinary and Grievance training. 124 colleagues have attended Equality and Diversity training since 2007 and 76 have attended the new Discipline and Grievance Training.
Birmingham
At present, the University has no formal Workshops and/or Awareness Sessions available to staff on the specific subject of bullying and harassment. In early 2007 external solicitors delivered a training session to HR staff that included this subject. The University has no record of the number of people who attended this session.
Bishop Grosseteste UC 0  
Bolton 286  
Bournemouth 0 The University does not keep central records and is therefore unable to provide this information.
Bradford 250  
Brighton 14 14 staff have been trained as “harassment contacts” and have attended training sessions.
Bristol    
Oxford Brookes 170 At Oxford Brookes University it is compulsory for all new staff to attend our "Introduction to Oxford Brookes" course. A segment of this course covers the University policies on equal opportunities and diversity, including respect and dignity at work and our policy on harassment and bullying. In addition, over the period in question, more specific workshops and sessions have been run for individual Schools and Directorates and lunchtime workshops open to all staff have been held on our different campuses. Overall these sessions have been attended by 170 members of staff.
Brunel 557 166 face to face and 391 online
Buckinghamshire New    
Cambridge 15 Between 1 January 2007 and 31 December 2009, 15 members of staff attended formal workshops or
awareness sessions. In addition , HR and departmental staff have provided informal briefings and
awareness sessions across the University. Records of attendance at these informal briefings is not
held.
Canterbury Christ Church
The University does not run workshops solely on bullying and harassment. We have run staff focus groups on this issue in connection with the Staff Survey conducted in 2008. We also have an e-learning system for Equality and Diversity which all staff are encouraged to undertake.
Cardiff 1328  
Chester 122 Between 2007 and 2009, 17 staff have attended Harassment Adviser training. 17 staff have attended “Challenging Behaviour” workshops which was about bullying, harassment and acceptable behaviour. 88 staff have attended “Management Essentials” workshops which includes a section on bullying and harassment. The Dignity at Work Policy is also covered at staff induction.
Chichester   Several sessons available to all staff through the staff development programme
City    
Coventry    
Cranfield 383 Specific training / refeshers for Dignity at Work and Dignity at Study Advisors: Total = 42 Lead topic harassment & bullying: Total = 185 Harassment advisors/cultural differences 10 participants Harassment awareness for managers –3 participants Managing harassment in the workplace 12 participants H&B included in other workshops: Handling conflict 3 participants Managing stress and well being 77 participants
Cross cultural awareness 10 participants Roles and responsibilities of managers 13 participants Acorn - cross cultural communications 48 participants
CSSD 23 In total 23 – please note that the courses were related to good people/management behaviour that included anti bullying/harassment.
Cumbria 105  
Derby 0 All staff are invited to complete an online training questionnaire including a section on bullying and harassment as part of our Equality and Diversity training.
De Montfort   Information was cascaded to all management teams as new policy was launched.
Dundee 907 Equality and Diversity on-line Training modules - 'Diversity in the Workplace' - 907 staff completed to date. 'Challenging difficult behaviour' - Training offered twice a year - Max 20 people/session
Durham 0 The University offers a range of development workshops which tackle bullying and harassment as part of the course content. There is no specific course dealing solely with harassment and bullying. Instead it is incorporated into a number of workshops and sessions, including ad hoc sessions delivered when a need is identified.
Edinburgh 0  
Edge Hill 35 35 members of staff have attended either a workshop or awareness raising session that has focussed on, or included an element of, bullying and harassment
Essex 462 365 staff have had on-line training 365, 84 have been to theatre workshops 84, and 13 have had Harassment Advisers training.
Exeter 643 The University delivers a number of training courses which incorporate issues around harassment and
bullying, as detailed in the table below:- Course Title Dates No. of attendees
Equality & Diversity (Induction) January 2007 – December 2009 265
Equality & Diversity Awareness (drama-based session for managers) May 2007 – July 2007 29
Embracing Diversity/Equality (for Corporate Services staff)January 2007 – June 2009 232
Diversity in the Workplace (onlineresource available to all staff)
January 2008 – December 2009 117 registered users
In addition to this, awareness-raising sessions are held within specific staff teams/departments as and
when required (i.e. when issues are raised informally, these sessions are used in an attempt to resolve
such issues informally).
UC Falmouth 230 Harassment & Bullying workshops 12 Introduction to Equality & Diversity 93 Institutional inductions (awareness session) 125 Total 230 All new staff attend institutional inductions which include an awareness session.
Glasgow Caledonian    
Glasgow 310 Staff Development Service do not specifically offer sessions or workshops exclusively on
bullying and harassment, however they have run workshops in which bullying and harassment
awareness raising is incorporated, although not the main emphasis. A total of 310 members
of staff have attended these sessions from January 2007 to December 2009.
Glamorgan 478 The University delivers a compulsory Equality & Diversity Induction Session over half day which includes an overview of the Dignity at Work Policy and related legislation - in the above period 347 staff have attended this training. We also deliver a specific Dignity at Work Training Session for Faculties/Corporate Departments to give an overview of the Policy - for the above period 98 staff have attended these sessions. Furthermore we undertake a specific training session for the Dignity at Work Advisors - during this period 15 staff have attended these sessions. We have also had a session facilitated by ACAS as part of the Dignity at Work Advisors Training during this period - 11 Advisors attended this session. 7 Mediators were re-trained last year.
Gloucestershire 26  
Glyndwr 15  
Goldsmiths    
Greenwich 65  
GSMD 0 No specific training on bully & harassment
Harper Adams UC 25  
Hertfordshire 50 Over 50 and all new starters attend an equality workshop
Liverpool Hope 50 Captured under Dignity at Work sessions and legal briefs for Personnel staff approximately 40-50
Huddersfield    
Hull 1220 Event Brief description Number of times delivered Number of staff attended
The Challenge Theatrical workshop with facilitated discussion. Includes scenarios about challenging bullying behaviours 2 114 Challenging behaviour Role play workshops focussing on combating inappropriate behaviours at work including bullying and harassment 15 173 Anatomy of prejudice
Seminar for managers based on the Jane Eliott ‘Blue eyes, brown eyes’ discrimination research
2 18 Embracing Diversity Event for Managers designed to raise awareness of equality and diversity issues including behavioural expectations at work 2 19Diversity (e-module)
Assessed development activity raising awareness of inappropriate behaviours and conduct at work with links to University policy and support mechanisms Available at all times
697 Diversity awareness Range of awareness raising workshops incorporating quizzes, discussions, news items and Q+A sessions 10 199 Total attended 1220
Heriot-Watt 141 141 staff are recorded as having attended formal staff development training sessions; courses and sessions run externally may be attended by staff as part of their personal training and development plan but such numbers have not been recorded centrally.
Imperial College 120  
Institute of Education 223 the training offered at the IOE that covers bullying and harassment is as follows: Equality & Diversity training - from 28th Nov 2007 until March 2009 = 168 have attended Disputes Resolution from 26th March 09 to date - 55 have attended
King's College    
Keele 1645 The University runs staff development and awareness raising sessions as part of our mandatory introductory programme for all new staff. The session on equality and diversity includes awareness raising about bullying and harassment. Cumulatively during the three year period from 1 January 2007 to 31 December 2009 1645 staff went through these programmes.
Kent 49  
Kingston 23 The University has developed a comprehensive training programme for the Harassment Contacts to ensure that they are clear about their role, and feel able to undertake the tasks skilfully and with confidence. During the three year period listed, 23 Harassment Contacts have been trained.
Lancaster 0 Unknown
Loughborough 239  
Leeds 540  
Leeds Metropolitan 123  
Leeds Trinity 0 Not known. No such specific workshops/sessions held in-house
Leicester
The University does not hold this information. Specific sessions or workshops on bullying or harassment are not held routinely. These issues may feature in other types of workshops or sessions (for instance Equal Opportunities) in a more general way.
Lincoln 714 So far participation on the recently introduced training programme is a running total of 110 employees.

In addition 152 managers have attended the Managers E&D Programme and 452 employees have completed the E&D Online Training Module.
Liverpool 355  
Liverpool John Moores 0 No members of staff have attended workshops or awareness sessions on bullying and harassment.
London Business School 400 400, through, for example, School meetings, orientation, diversity awareness events, School and departmental survey action plans, development programmes
London Metropolitan 353 We don't run workshops that just deal with harassment and bullying; we
include this as part of our broader diversity awareness workshops and
other workshops such as "Challenging Inappropriate Behaviour". We
record attendance figures for these workshops by academic year. The
number of attendees for the last three academic years is 353.
London South Bank 0 No workshops specifically on bullying and harassment have been held however all staff attend Equality and Diversity workshops which cover these topics
LSE 231 Diversity Course. 2007: 59, 2008: 25, 2009: 63. Total: 231
LSHTM 190 No specific workshops on bullying and harassment, but all new staff are
encouraged to attend equality and diversity awareness courses. 190
staff have attended these sessions to date.
Manchester 161 161 to date. All HR managers and Student Support Officers have attended workshops in preparation for the launch of the new policy. We have had 96 people attending sessions that are periodically delivered on the University’s staff training, open programme. Staff Development Advisors, HR Staff and the Equality and Diversity Team have delivered sessions to faculties and directorates in the Professional Support Services. For example, a briefing session to school board in School of Cancer and Enabling Studies and team brief in Pharmacy and Psychiatry; session for Student Recruitment, Widening Participation and International Development Directorate; session for senior managers as a regular part of senior management training programme run by staff training and development unit.
Plymouth Marjon 0 Workshops are commencing in September 2010.
Middlesex 60  
Manchester Met 891 All staff are introduced to bullying and harassment awareness as part of the University's induction programme. The University also offers a number of additional training courses which include bullying and harassment; the numbers of attendees between January 2007 and December 2009 are as follows: dealing with bullying and harassment-68 discipline and grievance-129 Charter of respect-328 equal opportunities and diversity-366
Napier 0 We don’t have a set B&H awareness session, but see our response to Q14 below.
Newcastle 774  
Newman UC 1 1, the perpetrator subject to disciplinary action
Newport 30 Training was run by ACAS for Management Board and Human resources department in August/September 2008 which amounts to approximately 30 staff. Awareness sessions are built in to management training such as Introduction to Management and Equality and Diversity training. Specific sessions are also run for departments on an ongoing basis.
Northampton 0 All bullying and harassment training and workshops at the University of Northampton are part of the wider Equality and Diversity training delivered via an online package. All new staff are required to undertake this training as part of their mandatory induction to the University. The rest of the work force is required to complete the package every three years.
Northumbria 25 2007 – 3
2008 – 16
2009 - 6
Nottingham    
Nottingham Trent 240 For the period in question 240
Norwich UC Arts 7  
Open
The University is not currently running workshops or awareness sessions on bullying and harassment. However, it is a requirement as part of the Induction process that new staff read the Bullying and Harassment Code. It is the employee’s manager’s responsibility to ensure this has been read and understood.
Oxford 210 The University runs a number of workshops which relate in part to bullying and harassment. 50 people attended the 2009 Conference for Harassment Advisors, and 87 the 2008 event. 73 people have attended harassment-specific training sessions over this period.
School of Pharmacy 0  
Plymouth 107 One hundred and seven, in addition to annual training for harassment advisers and compulsory online equality training for senior leaders including information on harassment and bullying
Portsmouth 430 To date, 430 members of staff have attended a mixture of full day training sessions and 2 hr awareness raising sessions as part of an ongoing programme.
Queen Margaret 0 The University’s Dignity @ Work policy and procedure is covered during Corporate Induction.
Queen Mary 0 None. The College does not run a specific workshop on this topic. 260 have accessed material within a more generic diversity e-learning package.
Queen's Belfast 878 The University provides mandatory Equality and Diversity training, which contains a section on harassment and bullying. This training is being rolled out over an 18 month period and, to date, 878 members of staff have successfully completed the course.
Royal Agricultural College 0  
Royal Academy of Music 0 There have been no specific courses on bullying and harassment.
Royal College of Art 0  
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.
Reading 521  
Robert Gordon 120 120 members of staff have attended awareness sessions on bullying and harassment. These sessions are continuing to be delivered to other staff in the University. The University has a code of practice on workplace harassment. All new staff are directed to all of HR policies, including this code of practice, at the time of appointment, and again as part of this induction process.
Royal Holloway 1373 Staff development run a number of courses and sessions that cover bullying and harassment amongst other topics. The numbers of staff attending these sessions are outlined in the attached spreadsheet.Number of staff attending training that includes an aspect of bullying and harassment (01/01/2007 to 31/12/20
ILM Certificate in Management 1 ILM Diploma in Management 21 ILM Endorsed Middle Management Programme 12 Conflict Management 10 Bullying Awareness 0 Equal Opportunities Training 1082
Employment Law (part 3) 46 Disability Awareness 201
Roehampton 520 Since 2007, 520 members of staff have attended either our diversity workshops or completed the diversity e-learning programme which cover topics including harassment and bullying. Some of the 520 have completed both courses.
Royal Veterinary College 45  
Salford    
St George’s
To date 91% of all staff have attended our core staff Equality and Diversity training. For this training we have devised scenarios to be performed by actors as part of this training. These were based on situations previously raised by staff and student complaints relating to the 7 strands of equality. Two of these scenarios contain themes of bullying and harassment so the issue of bullying and harassment can be explored with participants.
Sheffield 68 The University Staff Harassment Network members have undertaken training to increase their awareness of bullying and harassment; familiarisation of University policies and procedures and consider their role as network members. Five people undertook this training in this period. Similar training was held for members of the Student Harassment Network.
The University launched an on-line training resource “Challenging Behaviour: Dealing with Bullying and Harassment in the workplace” which aims to assist staff understand:
 What is meant by inappropriate behaviour (bullying and harassment) in the workplace
 The effects of inappropriate behaviour on individuals and organisations
 Some of the reasons why people bully and harass
 How to deal with people who behave inappropriately
63 members of staff have registered to undertake this resource.
Themes of bullying and harassment are covered in a significant number of the University development courses and programmes for managers at all ranges within the organisation from the training provided to new and existing Heads of Departments to student residence mentors.
Additionally, the University website contains information about bullying and harassment which members of staff can refer to improve their awareness of bullying and harassment.
Sheffield Hallam 10 SHU has a formal course available to all staff should they request development in this area. In 2007 session was run at which 10 members of staff attended.
Swansea Metropolitan 0  
St Mary's UC Twickenham 215  
St Mary's UC Belfast 0 All staff
SOAS 0 None specifically provided during the period. A new Dignity at Work Policy is being drafted and training will be made available once that has been agreed.
Southampton Solent 60 Approximately 60 managers have attended the University?s development
programme. The programme contains a number of modules on people
behaviours and skills, including how to manage instances of bullying and
harassment.
Southampton
The University has 12 Harassment Contacts who receive comprehensive training in bullying and harassment. The Diversity Champions network (which consists of 29 members of staff) also receives some training. With regard to other staff: this information is not recorded centrally - training courses can be organised by any number of managers across the University.
Staffordshire 0  
St Andrews 10  
Stirling    
Stranmillis UC    
Strathclyde    
Sunderland 389 389 training places were taken up on dignity at work related training in the period.
Surrey 124 During the period 1 January 2007 to 31 December 2009, 492 staff have completed the Diversity in the Workplace e-learning module which contains a section on Harassment and Bullying as well as general equality and diversity issues and people's responsibilities and rights in the workplace. Since September 2008 it is compulsory for all new employee’s to complete this module.85 members of staff attended a presentation on harassment and bullying in October 200915 senior managers attended a Dignity at Work training workshop in January 2010.17 staff members have attended 'Diversity Challenge' training from 1 January 2007 to present and this remains a course available to all to book onto.7 people attended Harassment Adviser trainingThe commitment to promote equality and avoid harassment and bullying is a commitment which is embedded in many courses such as management training etc.
Sussex 123 123 members of staff have attended workshops or awareness raising
sessions which have covered bullying and harassment (amongst other topics).
Swansea 875 52 members of staff have attended specific workshops on bullying and harassment. A further 600 staff have received general equalities training which has included reference to bullying and harassment in its various forms. In addition, all new members of staff are required to complete an on line diversity training programme that is inclusive of bullying and harassment within its content. To date 223 have completed the course.
Teesside 0 The University’s Staff Development Programme does not include workshops or awareness sessions specifically on this topic, although the Harassment Advisers receive training in their role from the Human Resources Department and there is some discussion of this topic in the key HR training programmes for managers.
TSD    
Thames Valley 616 We have run several events for managers and senior staff specifically to support the introduction of the policy and have trained 26 staff at this event. In addition the effects and impact of Bullying and Harassment are also incorporate into several staff development programmes such as Appraisal, Diversity and Effective Management and we have trained 590 delegates.
UC Birmingham 0 All – included in staff induction sessions
University College 119 Details of workshops or awareness sessions on harassment and bullying show that
25 staff attended in the period 1/1/2007 to 31/12/2009. Details of workshops or
awareness sessions on exploring and resolving conflict show that 94 staff attended
in the period 1/1/2007 to 31/12/2009
Central Lancashire    
Creative Arts 150  
East Anglia 22 During the period 1 January 2007 to 31 December 2009, twenty-two (22) staff have attended workshops or awareness sessions on bullying and harassment at work.
East London    
Ulster
Training is provided to all members of staff on the University's Bullying and Harassment Policy and related procedures. The training is delivered by the University's Equality and Diversity Unit and is compulsory. In addition to this members of staff throughout the University attend workshops and awareness sessions on this issue.
West of England
Although training courses are not specifically provided on bullying and harassment, courses are held on communication across culture, disability equality, deaf awareness, vision awareness, personal development and management development. Our aim is to give staff and managers the skills to work well together, so for example training managers in appraisal skills will mean that an appraisal will be a positive experience for the member of staff.
UWIC
We do not offer specific bullying and harassment workshops or awareness sessions – bullying and harassment does form part of the content of sessions such as Introduction to Line Management and figures in relation to this could be provided on request.
West of Scotland 0 We do not hold specific sessions on bullying and harassment but we provide Equality and Diversity Training to staff. The University Dignity and Respect at Work Policy makes reference to both harassment and bullying.
Warwick 637 In the period given above, 32 attended Dignity at Work sessions 23 attended Introductions to E&D 10 attended Equality, Diversity and Inclusion 70 attended Appreciating Difference sessions 502 completed on-line Diversity in the Workplace e-learning – includes section on B&H
Westminster 1500 As part of the University’s Staff Induction Programme, every new member of staff has to complete the Respect for People Diversity awareness programme. Staff members cannot complete their probation satisfactorily without achieving a mandatory score in this programme. This was introduced in 2004, has been updated regularly, is offered in several formats, and complies with accessibility requirements. Over 1,500 members of staff have successfully completed this programme, which includes a significant section on bullying, harassment and dignity at work.
The programme is supplemented by other development and training activities that have appropriate messages and skills development embedded in their content, including:
• Fair recruitment and selection
• Conducting appraisals
• Interpersonal skills
• Disability awareness
• Dealing with students with mental health problems
• Dealing with difficult situations (handling complaints)
• Gender-based career development programmes: Springboard and Navigator
• Career development programme for older workers: Fresh Steps
Winchester 264  
Wolverhampton 78  
Worcester 705 Bulling & Harassment training to all managers, trade unions, initial harassment advisers = 30 people Mediation Awareness Skills training – 25 people Diversity & Equality E-learning training – 50 people Raised at induction – all new staff circa 200 per annum
York 1216 432 staff have so far completed the on-line training module on Diversity in the Workplace, which contains specific sections on bullying and harassment; 784 staff have attended workshops or awareness sessions on bullying and harassment, including staff inductions.
York St John 16 Response: 16 members of staff have attended focused sessions. Line Managers’ mandatory training includes a focus on behaviours as an integral part of the session(s)
Q14  Can you provide details of any other initiatives within your institution regarding bullying and harassment at work ?

University

Q14 Response

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.