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					                                         FOI___Bullying___Harassment


            Group
University Short Name University Notes       Q1          Q2        Q3        Q4        Q5
Glyndwr GuildHE glyndwr          OK                  4         5         0         5        0
Newman UC   GuildHE newman OK                        8         2         0         0        1
Kingston Million + kingston OK                       0        12         9         1        1
Reading 1994          reading    OK                 30         7         3         4        0
            1994
Royal Holloway        rhul       OK                 24        24         5        17        0
Worcester GuildHE worc           OK                 12         1         0         1        0
Edge Hill             edgehill   OK                  0         2         0         2        0
Leeds       Russell   leeds      OK                  7         7         1         4        0
Glamorgan Alliance    glam       OK                  5         7         1         5        0
            GuildHE leedstrinity OK
Leeds Trinity                                        5         0         1         3        1
School of Pharmacy pharmacy OK                       7         2         0         2        0
            Alliance
Sheffield Hallam      shu        OK                 31         7         1         6        0
Robert Gordon         rgu        OK                  2         9         1         8        0
            GuildHE nuca
Norwich UC Arts                  OK                  1         1         0         1        0
             Trent
NottinghamAlliance    ntu        OK                 22         8         2         6        0
Derby       Million + derby      OK                  0        14         2        12        1
Brunel                brunel     OK                 24         4         0         4        0
WinchesterGuildHE winchester OK                     10         5         4         1        0
Northampton                      O
            Million + northampton K                 22         8         0         8        0
            Alliance
Oxford Brookes        brookes    OK                  0         1         0         1        0
             Met
ManchesterAlliance    mmu        OK                 12        20        17         2        0
Swansea Metropolitan smu         OK                  0         0         0         0        0
            GuildHE bishopq
Bishop Grosseteste UC            OK                  0         0         0         0        0
Chichester            chi        OK                  2         0         0         0        0
            GuildHE marjon
Plymouth Marjon                  OK                  8         3         1         2        0
Royal Academy of Musicram        OK                  0         0         0         0        0
            GuildHE smuc
St Mary's UC Twickenham          OK                  0         2         0         2        0
Royal College of Art rca         OK                  3         3         0         3        0
            Million
Abertay, Dundee + abertay        OK                  0         0         0         0        0
Exeter      1994      exeter     OK                 90         6         3         3        0
Heriot-Watt           hw         OK                  0         9         4         4        0
            GuildHE
Arts UC Bournemouth aucb         OK                 14         4         1         1        2
Aberdeen              abdn       OK                  7         3         0         2        1
Bath Spa Million + bathspa       OK                 27         1         1         0        0
            GuildHE
St Mary's UC Belfast smucb       OK                  2         2         0         2        0
Surrey      1994      surrey     OK                 25        15         7         7        0
GSMD                  gsmd       OK                            0         0         0        0
London Business Schoollondon     OK                 40         2         1         1        0
            Alliance
Liverpool John Moores ljmu       OK                 10        10         1         6        3
Bath        1994      bath       OK                  7         5         3         2        0
Greenwich Million + gre          OK                            3         2         1        0
Northumbria Alliance  northumbriaOK                  0         7         1         6        0
Newport Alliance      newport    OK                  2         2         0         2        0
Aston                 aston      OK                  0        10         6         4        1
Liverpool Hope        hope       OK                  4         2         1         1        1
Westminster                      O
                      westminster K                  0         6         0         6        0
            GuildHE ucreative OK
Creative Arts                                       18         5         0         4        0
LSHTM                 lshtm      OK                 11         3         1        10        0
Queen Margaret        qmu        OK                  0         3         2         1        0
Cardiff     Russell   cardiff    OK                 63         7         0         6        0
            Million + anglia
Anglia Ruskin                    OK                  0         3         0         0        0


                                                   Page 1
                                         FOI___Bullying___Harassment


St Andrews1994           st-andrews OK               0         9       5     3   1
             Million
West of Scotland +       uws        OK               0         7       4     1   0
Lincoln      Alliance    Lincoln    OK              10         9       6     3   0
Cranfield                cranfield OK                0         3       1     2   0
Essex        1994        essex      OK              53         5       4     1   0
LSE          Russell     lse        OK              18        18       5    14   2
             M
Bedfordshire illion +    Beds       OK               0         6       1     6   0
SOAS         1994        soas       OK               0        10       0     9   0
Roehampton   Million +   roehampton OK              52         7       2     5   0
Teesside Million +       tees       OK               0         0       0     0   0
Edinburgh Russell        ed         OK               0        16       3    10   0
             G
York St John uildHE      yorksj     OK               4         3       4     0   0
Napier       Million +   napier     OK               0        10       1     9   0
Dundee                   dundee     OK              29        11       4     7   0
CSSD                     cssd       OK              12         2       0     0   0
             M
Staffordshire illion +   staffs     OK               0         0       0     0   0
             Million +
Southampton Solent       solent     OK               0         5       2     3   0
Brighton                 brighton OK                29         3       0     1   0
             1
Queen Mary 994           qmul       OK              16        16       8    12   5
Bournemouth  Alliance    bournemouthOK               0         2       1     1   0
Glasgow Russell          gla        OK                         9
Sussex       1994        sussex     OK              36         4        0    4   0
Lancaster 1994           lancs      OK              25        11        3    6   0
Cambridge Russell        cam        OK              52         7        4    3   0
             Million
Birmingham City +        bcu        OK               0         0        0    0   0
             1994
Institute of Education   ioe        OK               0        10        0    9   1
Durham       1994        durham     OK              33        27        3   24   0
York         1994        york       OK              28         6        2    4   0
Middlesex Million +      mdx        OK              67        28        1   27   0
East Anglia1994          uea        OK              41        10        4    6   0
UC BirminghamGuildHE     ucb        OK               0         0        0    0   0
University of the Arts   arts       OK               0         0        0    0   0
Bangor                   bangor     OK               8         6        4    2   0
Keele                    keele      OK               0         3        2    1   0
             Russell
University College       ucl        OK             177        26        0    0   0
             Million
Wolverhampton +          wlv        OK              12         8        3    5   0
Sheffield Russell        sheffield OK               19        16        6   10   0
ManchesterRussell        manchesterOK               70        61       11   50   0
Warwick Russell          warwick    OK              40        29        6   23   0
Newcastle Russell        ncl        OK              29        14        6    8   0
HertfordshireAlliance    herts      OK              10        10        6    4   0
Bolton       Million +   bolton     OK              18         4        1    3   0
             Million +
Leeds Metropolitan       leedsmet OK                40         7
             Russell
Imperial College         imperial   OK                        45
Thames ValleyMillion +   tvu        OK                         8        2   6    0
UWIC         Alliance    uwic       OK                         2        0   2    0
Ulster                   ulster     OK              34        11       10   1    0
SunderlandMillion +      sunderland OK              19         7        0   6    1
             GuildHE
Harper Adams UC                     OK
                         harper-adams                          1
             Million +
London South Bank        lsbu       OK                         2       0     2   0
Birmingham   Russell     bham       OK                         8       2     6   0
Oxford       Russell     ox         OK                        18       2    14   0


                                                   Page 2
                                            FOI___Bullying___Harassment


Bristol     Russell     bristol
City                    city
Coventry Million + coventry
            Alliance
Glasgow Caledonian gcu
Goldsmiths1994          gold
            A
Huddersfield lliance    hud
Salford     Alliance    salford
TSD                     trinitysaintdavid
            Million + uclan
Central Lancashire
NottinghamRussell       nottingham
Stirling                stir
Strathclyde             strath
Stranmillis UC          stran
            M
East London illion + uel
Gloucestershire         glos         OK                40         4       2    2   0
Royal Veterinary Collegervc          OK                11         2       0    1   1
Aberystwyth Alliance    aber         OK                24        16       4   11   0
Loughborough1994        lboro        OK                68         8       3    5   0
Liverpool Russell       liverpool OK                             13       2   11   0
Bradford Alliance       bradford OK                    20         2       0    2   0
Kent                    kent         OK                44        10       1    8   1
PortsmouthAlliance      port         OK                          14       2   12   0
Cumbria GuildHE cumbria OK                                       19       4   12   1
Hull                    hull         OK                           1       0    1   0
            Russell
King's College          kcl          OK                           2       1    1   0
Chester                 chester      OK                          10       1    9   0
St George‘s             sgul         OK                15         3       0    2   0
            GuildHE rac
Royal Agricultural College           OK                 0         0
Swansea                 swansea OK                     17         7       4    3   0
            Million +
London Metropolitan londonmet OK                                 23       3   20   1
Birkbeck 1994           bbk          OK                           1       1    0   0
UC Falmouth GuildHE falmouth OK                        30         3       2    3   0
            Million +
Buckinghamshire New bucks            OK                           0
Leicester 1994          leicester OK                    9        18       6   9    0
Canterbury Christ Churchcanterbury OK                             5       2   3    0
            Alliance
West of England         uwe          OK                14
Plymouth Alliance       plymouth OK                    74         5       2   3    0
Southampton Russell     soton        OK                18        23
De MontfortAlliance     dmu          OK                 7         7       1   6    0
Open        Alliance    open         OK                          19
            Russell
Queen's Belfast         qub          OK                 0        15       1   12   2
Royal College of Musicrcm            OK                 1         1       0    1   0




                                                      Page 3
                                      FOI___Bullying___Harassment


Q6       Percent        Q7       Q8         Q9        Q10          Q11          Q12         Q13
     0           0           0          0         0                     30000
                                                      None of the cases were proven. 0               15
     2         100           0          0         1                       9677           2            1
                                                      Investigation 1: disciplinary action taken against perpetrator Investiga
     0           0           0          0         0                          0           0           23
     1          14           1          1         0                          0           2         521
                                                      Disciplinary action was taken against the perpetrators in one case.
     1           4           0          0         0   invited to disciplinary0                   1373
                                                                              hearing but0individual left before investigations c
     0           0           0          0         0                          0           0
                                                      The complainant asked to be transferred 705  to another post in a differen
     1          50           0          1         0                          0           0           35
     4          57           1          1         0                          0
                                                      A mixture of dismissal, warnings3            540
                                                                                          and informal discussions surroundin
     1          14           0          1         0   Dismissal              0           0         478
     2                       0          2         0                          0
                                                      Action was taken in one case. 1                 0
     0           0           0          0         0                     14275            0            0
                                                      One person was moved to a different Department. One person subse
     4          57           4          3         0                          0           0           10
                                                      Four staff disciplined, one resignation and one mediation with change
     5          56           2          2         0                          1           0         120
                                                      The disciplinary or follow up actions that were taken as a result of the
     1         100           0          1         0                          0
                                                      Accused no longer with Organisation1            7
     2          25           1          1         0                       6000            to       240
                                                      Disciplinary action is confidential3 the staff member concerned and
     1           7           0          1         0                          0
                                                      Apology offered and accepted 0                  0
     1          25           0          1         0                          0           2         557
                                                      Internal training to make the individual more aware of the way in whic
     1          20           0          0         0                                      0         264
                                                      None taken to formal0disciplinary. Complainant was happy with the o
     0           0           0          0         0                     12000           11            0
                                                      No disciplinary actions were taken as a result of the investigations, ho
     0           0           0          0         0                          0           0         170
     3          15           2          0         0                   103000             0         891
                                                      Usually disciplinary sanction and/or redeployment.
     0                       0          0         0                          0           0            0
     0                       0          0         0                          0           0            0
     0                       0          0         0                          0
                                                      None - dealt with through mediation0
     0             0         0          0         0                          0
                                                      No further disciplinary action but 4have used 0 other actions such as me
     0                       0          0         0                                                   0
     0              0        0          2         0                          0           0         215
     2             67        0          2         0                          0           0            0
                                                      In two cases the allegations were upheld leading to one warning and
     0                       0          0         0                          0           0            7
     1             17        1          0         0                           a          2          by
                                                      One case resulted in 0 grievance hearing 643the University Council bu
     5             56        2          2         0   Various actions were0   taken as a 0
                                                                                         result of 141 investigations includin
                                                                                                   those
     0              0        0          0         0                          0           1            0
     1             33        0          1         0                          0           0           30
                                                      Disciplinary actions taken as a result of those investigations were a fin
     0              0        0          0         0                          0           0
                                                      Joint mediation, positively resolved           12
     1             50        0          1         0   disciplinary warning5500           0            0
     5             33        2          2         0                       2000           0
                                                      oral warning, written warning x 3, dismissal 124
     0                       0          0         0                          0           0            0
     2         100           1          1         0                          0           0         400
                                                      No disciplinary actions were taken, the outcome was mainly around c
     0           0           0          0         0                   203143             7            0
     3          60           2          1         0                          0           0            0
                                                      One final and two first written warnings were issued in accordance wi
     0           0           0          0         0                          0           1           65
     0           0           0          0         0                          0           2           25
                                                      No disciplinary action. Parties attended Mediation
     0           0           0          0         0                          0           0           30
                                                      Support and guidance for managers in effective people management
     4          40           4          0         0                          0
                                                      First and Final Warnings/Written0Warnings34
     1          50           1          0         0   1 dismissal            0           0           50
     0           0           0          0         0                       7800           0       1500
                                                      No formal disciplinary action took place in any of the above 6 cases.
     0           0           0          0         0                          0           1         150
                                                      No disciplinary actions. Recommendations following investigations re
     0           0           0          0         0                     13000            0         190
                                                      Mediation; adjustment to Code of Practice on Harassment and Bullyin
     1          33           1          0         0                          0           0            0
     3          43           0          0         0                        upheld        0       1328
                                                      4 cases were not9547 1 individual received a Formal Written Warn
     1          33           0          0         0                          0           0            0


                                                 Page 4
              FOI___Bullying___Harassment


 2   22   1     0         1                      2300            2         10
                              Mutual Terminations, Disciplinary Action, Redeployment
 2   29   0     1         0                          0           0          0
                              In two cases written warnings were issued and in one case informal a
 4   44   2     2         0                          0           0        714
                              In some instances they were: ·Mediatio·Disciplina ·Training
 2   67   1     1         0                      1000            0        383
                              Appropriate actions were taken in terms of Dignity at Work training. E
 2   40   2     0         0   Formal warning         0           0        462
 3   17   3     0         0                   206112
                              2 resulted in disciplinary action 8         231
 0    0   0     0         0                          0           0        200
                              Offer of informal coaching, support and monitoring where requested.
 0        0     0         0                     12949            2          0
 1   14   1     0         0   In the one case 39000 allegations of bullying/harassment were upheld
                                                where            5        520
 0        0     0         0                          0           0          0
 2   13   0     2         0                          0           0          0
                              1 Dismissed, 1 External mentoring successfully implemented
 2   67   1     0         0                                      1         16
                              Response: Dismissal0on one occasion (there were other factors contr
 0    0   0     0         0                          0           0          0
 0    0   0     0         0                          0           0        907
 1   50   0     0         0   The perpetrator was 0  suspended 1 from work23while the investigation pro
 0        0     0         0                          0           0          0
 0    0   0     0         0                      3521            0         60
                              Southampton Solent University undertook 2 redeployments and no di
 0    0   0     0         0                          0           0         14
 4   25   3     1         0                          0
                              In one case, a manager made a 0               0
                                                                 public apology. In one case, a collea
 0    0   0     0         0                          0           1          0
 7   78                       1 – Written warning 6 – Resolved informally Mediation meetings took
                                                                          310
 0    0   0     0         0                          0           0        123
 3   27   1     1         0                          0           0
                              Grievance hearing not upheld 3 Disciplinary 0  hearing 1 mutually agree
 2   29   2     0         0                          0                     15
                              An informal warning was issued to both individuals and it was agreed
 0        0     0         0                          0           0        144
 0    0   0     0         0                     84061            0        223
 2    7   0     2         0                          0
                              In one case the member of staff 2             0
                                                                 was given training. In the second cas
 2   33   0     2         0                          0          13       1216
                              A range of actions have been taken: change/reduction in responsibili
 4   14   0     4         0                          0           0         60
                              Formal apology to victim and personal development training in interpe
 1   10   1     0         0                          0
                              informal action was taken.         0         22
 0        0     0         0                          0           0          0
 0        0     0         0                          0           0
                              In regard to questions 1 to 11 the University 0does not store or report o
 1   17   1     0         0   Written warning        0           0          0
 0    0   0     0         0                          0           0       1645
 6   23   0     0         0                          0           0        119
                              2006/07 Of the 9 formal complaints: 2 cases were dropped/the compl
 2   25   1     1         0                          0           3         78
                              Stage 4 Disciplinary Action under the Disciplinary Procedure
 6   38   3     3         0                          0           1         68
                              Disciplinary action against perpetrators of bullying/harassment have in
14   23   4    10         0                   194477             1        161
                              6 x Informal Counselling & Training/Guidance 5 x Formal disciplinary
 4   14   2     2         0                          0           0        637
                              Written warning Letter of apology 1 case not concluded as alleged pe
 7   50   2     5         0                      3000            0        774
                              Disciplinary action. Various awareness training sessions arranged an
 2   20   0     2         0   Warnings               0           1         50
 0    0   0     0         0                          0           0        286
 1   14                                                          2
                              Further to Q6 above, one case was partly123  upheld which led to a discip
25   56                                         6 resulted in dismissals 120
                              9 disciplinaries, 14277            0
 2   25   0     2         0                          0           0        616
                              None have led to disciplinary action but there has been education, me
 0    0   0     0         0                          0           0
 1    9                                                          3
                              No disciplinary action0has been taken as a result of any investigations
 0    0                                                          3        389
                              No disciplinary action0was taken 0 were resolved to the satisfaction of
 0    0                                              0           0         25
 1   50   0     1         0                          0           0
                              Training and development actions taken        0
 2   25   1     1         0                          0
                              1 Dismissed. 1 Disciplinary procedure.
11   61   1    10         0                                               210
                              Two cases are ongoing. In three cases, disciplinary warnings were iss


                        Page 5
              FOI___Bullying___Harassment




0    0                                                           4          26
0    0                                          5028             4          45
3   19    1     2         0                                      1          and
                              Verbal warning, redeployment, re-training167 conduct at work agreem
0    0                                              0            2         239
                              Mediation Service; Training provided on managing difficult conversati
3   23    2     1         0   Disciplinary sanction 0            5         355
                                                     taken in 2 cases, perpetrator resigned prior to di
0    0                                                                     250
4   40    0     3         0   Mediation          850             3          49
1    7          1                               8516             1         430
                              Following investigations into alleged incidents, only one case was uph
2   11    0     2         0   In one case, the perpetrator was2            105
                                                                  disciplined and training provided to a
0    0                                              0                     1220
1   50    1     0         2   An informal warning.0
2   20    0     2         0                                      that
                              With reference to the0two cases 0 were122     partially upheld, the outcom
2   67    0     2         0                         0            2
                              Formal warning and formal apology by staff member.
                                                                 0           0
3    43   2     1         0                    19633             2         875
                              Disciplinary action followed in the three cases concerned
1     4   0     0             Disciplinary action was taken for 0          353
                                                                  those cited as harassers.
1   100   1     0         0                         0            1
                              Managed via informal disciplinary process 14
2    67   1     2                                                0         230
                              Verbal warning for 6 months. Coaching. Team building and conflict re

6   33                                     335000
                            Figures are estimates for 2007 and 2008 based on actual figures for 2
1   20    1     0                                            1
                          0 Mediation / dispute resolution processes were used.
                                                             0
2   40    2     0         0 One written warning, one not proven      107
5   22                                            0
1   14    0     1         0 Disciplinary action, management1advice re behaviours, relevant traini
                                                            16
3   20    0     3         0 Where an investigation found that bullying or harassment at work has
                                                  0          3       878
0    0                                            0          0




                        Page 6
                                           FOI___Bullying___Harassment


Q13 Text Q14
              The University is working with UCU on employment relation matters and has issued a joint statement on bullying in
              The University College has Dignity
1, the perpetrator subject to disciplinaryaaction at Work Policy which addresses issues of bullying and harassment and provide
              The University has the following initiatives relating to bullying and harassment at work: to ensure that they are clear
The University has developed a comprehensive training programme for the Harassment Contacts Dignity at Work and During S
              The University embeds equality and diversity training (including coverage on harassment and bullying) wherever po
              ILM Diploma Management styles and their affect on others. Managing performance. Building relations. Principles of
Staff development run a number of courses and sessions that cover bullying and harassment amongst other topics. The numb
              Initial Harassment to all managers, trade unions, initial training and part of their role is to raise awareness of bullyin
Bulling & Harassment training Advisers received initial and ongoingharassment advisers = 30 people Mediation Awareness Skil
              Clear Bullying attended either a workshop or awareness raising session that has focussed ACAS trained an eleme
35 members of staff have and Harassment Policy which outlines set standards / Mediation provided by on, or includedinternal m
              The University had a stressor survey 2 years ago which resulted in clear action plans for all faculties and services.
              The University has a Centre for Research on Induction Session over half day which this years overview of Confer
The University delivers a compulsory Equality & DiversityWorkplace Behaviours which is hostingincludes anInternational the Dig
               No such specific workshops/sessions held in-house
Not known. Staff inductionHealth and safety trainingStress management workshopsCounselling serviceEquality and diversity tra
              We have a Policy against Bullying and Harassment. Being a small institution, staff are encouraged to discuss matte
              formal course available to all Employee they request development in this area. In 2007 session was
SHU has a Mediation Route. Confidentialstaff shouldSupport Helpline Counselling Services Chaplaincy Services run at which 1
              Fair staff have attended awareness sessions and access to harassment. These sessions are and Occupational
120 members oftreatment advisers, employee support lineon bullying and face to face counselling if requiredcontinuing to be del
              NUCA awareness training.
              The question has
For the period inUniversity 240 a Dignity at Work Policy. This policy identifies negative behaviours to be addressed through app
               invited to we hold Diversity week in which there is a range a events on bullying diversity including part of on E
All staff are Each yearcompleteaan online training questionnaire including of section to celebrateand harassment as training our bu
               face and 391 online
166 face to We have a Statement of Intent and Purpose for Equal Opportunities, which is available on our website (www.brunel
              Rolled out Dignity at Work training across the HEI. Support for staff through internal network of Dignity Contacts and
              The University of Northampton is committed to ensuring of its staff, students and visitors are treated and and with
All bullying and harassment training and workshops at the UniversitythatNorthampton are part of the wider Equalityfairly Diversit
              We have a published compulsory for all new staff to attend our "Introduction to Oxford Brookes" course. A segmen
At Oxford Brookes University it is policy on harassment and bullying: http://www.brookes.ac.uk/services/hr/handbook/problems/
               introduced to bullying and harassment awareness as part of the University's induction programme. The for support
All staff are -Anti-Bullying & Harassment Advisors Network - independent, fully trained advisors available for all staff University a

           We have a Harassment Policy which is currently being reviewed. It is available to view on our website at:           ht
           Mediation training /mediators identified internally. Dignity at Work Policy, Equality & Diversity Policy development, T
Several sessons available to all staff through the staff development programme
           are commencing in September 2010.
WorkshopsFurther training for line managers with regards to stress management and awareness, recognizing that workload all
           been no specific courses on policy on bullying and harassment, as well an agreed procedure for dealing with any c
There haveThe Academy has an internalbullying and harassment.
           The University College introduced a Dignity at Work Policy and trained 13 members of staff as confidential contacts

            initiatives (6) Head of HR (1) has experience of delivering related workshops/seminars
Harassment Advisorsinclude: - Drafting new harassment policy (Dignity & Respect at Work) - Training staff in Equality & Divers
            - ‗Protection of Dignity at Work and Study‘ policy supported issues around harassment and
 

The University delivers a number of training courses which incorporate by a well-established Harassment
   bullying, as Network for
                                                                                                          
 Advisors detailed in t
            ―Bite-Sized‖ sessions run by HR team on how to manage grievances and discipline (incorporating Bullying & Harass
141 staff are recorded as having attended formal staff development training sessions; courses and sessions run externally may
             session held on 16 February 2007 for all staff. No record kept of number who attended.
Awareness E mail sent by Deputy Principal on 24 December 2007 inviting staff to send anonymous information to chair of Equa
            Other staff have attended workshops or awareness sessions on bullying and harassment.
Approximately 30 initiatives within the University regarding bullying and harassment at work are recruitment and training of Hara
            http://www.bathspa.ac.uk/services/hr/for-staff/equality-and-diversity/harassment-policy.asp
12 (harassment advisors)
All staff
            Diversity Week was held in December with 492 staff have completed the Diversity relating to Harassment and mo
During the period 1 January 2007 to 31March 20092009,a daily exhibition stand with information in the Workplace e-learning Bu
             training on bully & harassment
No specific We offer an employee assistance programme to all staff where they can access a telephone based counselling serv
            These include: · Senior management stated zero tolerance and that everyone and departmental survey action pl
400, through, for example, School meetings, orientation, diversity awareness events, School has a role to play in combating bu
            LJMU has a well established policy or awareness sessions on bullying A Managers Toolkit training programme wa
No members of staff have attended workshops which is accessible via the website. and harassment.
            Introduction of the University's Mediation Service. Revision and reissue of 'Dignity and Respect for Students and Sta
            The University has a network of harassment advisers who offer a confidential service to employees. There is also a
          

          2008 – 16
   

                       2009 - 6
2007 – 3
 Northumbria University uses mediation between the parties.
            The Dignity at for Management Board and Human resources department staff bulletin meetings. The Dignity at W
Training was run by ACASWork scheme is promoted during induction sessions and byin August/September 2008 which amoun
            Our Policy and Code of Practice on ‗Promoting Dignity at Aston‘, the provision of a network of Dignity at Work and
            1-to Dignity at Work managers, mediators trained to deal with allegations
Captured under -1 coaching withsessions and legal briefs for Personnel staff approximately 40-50
            The University‘s Equality, Diversity and Inclusion new member of staff has to complete the Respect for strategic aim
As part of the University‘s Staff Induction Programme, every policies support the University‘s core values and widerPeople Dive
            UCA have a Harassment and Bullying Policy & Procedure. We have a team of 26 Harassment & Bullying Contacts
             workshops on bullying and harassment, but all new staff.
No specific E-learning courses on equality and diversity for new staff areencouraged to attend equality and diversity awareness
            The Dignity @ Work policy and procedure is covered during Corporate can be used
The University‘sUniversity operates a Dignity @ Work policy and procedures which Induction. by all members of staff at the U
            The following is the framework within Cardiff University that supports and facilitates the implementation of equality a




                                                        Page 7
                                          FOI___Bullying___Harassment


             Harassment and Bullying Network relaunched with training, article in University magazine to coincide with launch of
             The Dignity sessions on at Work Policy, referred but we provide Equality and Diversity Training to staff. The Unive
We do not hold specificand Respect bullying and harassmentto above is published athttp://www.uws.ac.uk/schoolsdepts/foi/doc
             ·
Established a confidential listening ear service for staff, a running total of 110 Person‘s Network
Anti-Harassmen
                                                                                                                  

                                                                                                                  ·

So far participation on the recently introduced training programme is known as the Contact employees.In addition 152 manager
             In addition to our development and and Dignity of award winning Dignity at Work provisions, objectivity and fairness
Specific training / refeshers for Dignity at Work deployment at Study Advisors: Total = 42 Lead topic harassment & bullying: Tot
             We have a harassment web site. http://www.essex.ac.uk/eo/harassment/harassmentdefault.htm We have a Harass
365 staff have had on-line training 365, 84 have been to theatre workshops 84, and 13 have had Harassment Advisers training
             Bullying and harassment 2009: 63. Managing
Diversity Course. 2007: 59, 2008: 25,procedure, Total: 231 Positive Working Relationships toolkit, anti harassment panel, staff c
             A bespoke policy is currently being in the University Equality and Diversity course and Disciplinary and Grievance t
Bullying and harassment awareness is covereddevised in consultation with the unions. Briefings are held at induction and the H
             The new Dignity at Work period. currently being Work Policy with campus unions, with three be made available o
None specifically provided during thePolicy isA new Dignity atconsulted on is being drafted and training willharassment contacts
               520 members of staff have attended either our diversity workshops or in the workplace which is also addressed wi
Since 2007,The University has adopted a policy regarding bullying and harassment completed the diversity e-learning programm
             The Staff Development Programme does not include workshops or with Personal Harassment. There this topic, a
The University‘sUniversity has a thorough and comprehensive Policy on Dealingawareness sessions specifically on are Persona
             The University of Edinburgh delivers a wide range of leadership and development activities, covering topics such as
Response: 16 members of staff have attended focused sessions. Line Managers‘ mandatory training includes a focus on beha
             Response: Dignity at Work Policy and Procedure. A team of trained Harassment Contacts - staff volunteers who pro
             We run a variety of courses which but see our response to aware of the
We don‘t have a set B&H awareness session, make staff and manager Q14 below. risks of discrimination including B&H – the
             Session on 'Dignity at Work and Study' policy included in university staff induction day to date. 'Challenging difficult
Equality and Diversity on-line Training modules - 'Diversity in the Workplace' - 907 staff completed(held twice a year). Approx 16
 In total 23 – please note that the courses were related to good people/management behaviour that included anti bullying/haras
             link to Bullying & Harassment Policy http://www.staffs.ac.uk/assets/internal/bullying_and_harassment_tcm44-26207
             Further information can be found on the University?s website, programme. of the University?s Procedure to Preven
Approximately 60 managers have attended the University?s development where a copy The programme contains a number of m
             There is an ongoing campaign contacts‖ by posters in appropriate areas. Also
14 staff have been trained as ―harassment supported and have attended training sessions. see the Equality and Diversity webs
             Queen does not run a specific workshop on surveys 260 have accessed material within a more generic diversity
None. The CollegeMary has designed questions on staffthis topic.to identify the causes, relationships with alleged perpetrators,e
             The University provides a Code of Practice on Harrassment, which this information.
The University does not keep central records and is therefore unable to provideis attached for your information.
             Glasgow University offers its employees an independent counselling service called Employee
       Counselling Service,
                                                                                                               

Staff Development Service do not specifically offer sessions or workshops exclusively onbullying and harassment, however the
             This staff have is available on our website at (including linked pages): <http://www.sussex.ac.uk/equalities/1-3-1-7
123 members ofinformationattended workshops or awareness raising sessions which have covered bullying and harassment (a
Unknown The University has a Bullying and Harassment network. The Network consists of women and men drawn from acros
             Information about 31 University's policies , procedures and initiatives regarding bullying andharassment is available
Between 1 January 2007 and the December 2009, 15 members of staff attended formal workshops orawareness sessions. In a
             Our new Dignity at Work Policy will address some of the issues your enquire about in your questions above. Please
              offered have equal opportunities co-ordinators in place for each of our faculties and for training - from 28th whos
the training We nowat the IOE that covers bullying and harassment is as follows: Equality & Diversitysupport departments Nov 2
             The University has a network of harassment which tackle bullying and harassment as part of the course content. T
The University offers a range of development workshopscontacts who receive training in harassment and bullying. The contacts
             The University has a Code of Practice on Harassment; and in the Workplace, which contains specific sections on b
432 staff have so far completed the on-line training module on Diversityan Equality and Diversity Committee, which has a sub-c
             Team of Harassment Advisers, Guidance on Creating a Positive Working Environment, Management training, estab
             During January 1 January 2007 to 31 December 2009, there have been the following initiatives regarding bullying
During the period 1the period2007 to 31 December 2009, twenty-two (22) staff have attended workshops or awareness session
All – included in staff induction sessions
             In does not question 14 the harassment and bullying training, although harassment and of which is to offer under m
the University regard to provide specific University has a Harassment Contact Network, the purpose bullying is covered support
             Dignity at Work and Study Policy recently in place ·Harassment bullying and harassment. Approximately 80% of li
An on going equality programme for line managers is reviewedwhich includesAdviser network and on going personal developme
             The University takes bullying and harassment very seriously and has our mandatory introductory programme for 2
The University runs staff development and awareness raising sessions as part ofhad a Bullying and Harassment Policy sinceall
             Details on UCL's staff anti-harassment website can be found show that25 staff attended in the period 1/1/2007 to 3
Details of workshops or awareness sessions on harassment and bullyingat http://www.ucl.ac.uk/hr/harassment/index.php UCL'
             Please refer to the University website: www.wlv.ac.uk
             The University has developed and trained a network of harassment advisers who can be contacted by members of
               All HR general raising of awareness to the University community of the importance of Dignity at Work. There are
161 to date.There ismanagers and Student Support Officers have attended workshops in preparation for the launch of the new
             Revamped Dignity at Work policy. at Work sessions offer informal help and support. 10 attended information and
In the period given above, 32 attended Dignity Dignity Contacts to23 attended Introductions to E&DWebsite with Equality, Divers

            Induction Training Monitoring Currently setting
Over 50 and all new starters attend an equality workshop up a harassment and bullying network of advisors
               The
            a)
 University provides training delivered by Theatre-And, an innovative training, development and creative prese
            Please find below links to initiatives relating to bullying and harassment at work:http://www.leedsmet.ac.uk/diversity/
            The Harassment, Bullying and Victimisation Policy and Procedure which can be found here: http://www3.imperial.ac
            We have events for managers and senior staff specifically cover the topic in various of the policy and staff trainin
We have run several a Bullying and Harassment policy in place and weto support the introduction managementand have trained
            We specific bullying and harassment workshops or awareness in conjunction with the harassment does form part
We do not offerhave recently reviewed our Harassment and Bullying Policy,sessions – bullying and recognised trade unions, an
            The University's Bullying and Harassment Policy has been and Harassment Policy and staff along with relevant tra
Training is provided to all members of staff on the University's Bullying circulated electronically to allrelated procedures. The pro
             places were taken up on dignity harassment very seriously and uses
389 trainingThe University takes bullying andat work related training in the period. a number of supportive mechanisms: Mediat
            The University College has an agreed policy on bullying and harassment
No workshops specifically on bullying and harassment have been held however all staff attend Equality and Diversity workshop
            the University has a formal Workshops and/or Awareness Sessions staffed by staff on the specific subject of of
At present, TheUniversity has no confidential Harassment Advice Service which isavailable tovolunteers from different areas bult
            The University‘s website gives advice to individuals to bullying and harassment. 50 people attended harassment a
The University runs a number of workshops which relate in partand managers on matters relating to bullying andthe 2009 Confe


                                                       Page 8
                                          FOI___Bullying___Harassment




            The University has a Harassment and Bullying policy and procedures – see http://resources.glos.ac.uk/departments
            Dignity at work policy (attached). Counselling including: Unlimited freephone access 24 hours a day, every day of th
            Mediation Service; Training provided on managing difficult conversations, active listening and resolving conflict; Dig
            Loughborough University has a network of staff trained in dealing with harassment and bullying called Confide (www
            The University as part of a recent review of the Dignity at Work and Study Policy, has introduced a network of traine
            New Dignity & Respect Policy Training Day for Dignity & Respect contacts Collingwood Events – An interactive pre
            The University runs an Harassment Contacts Scheme. This is a network of trained staff volunteers who provide sup
            Recruitment of 9 Bullying and Harassment advisers Anti Bullying and Harassment policy issued 2010 and leaflets p
To date, 430 members of staff have attended a mixture of full day training sessions and 2 hr awareness raising sessions as pa
            We have a group of 12 trained Well Being advisors specifically trained in Bullying and Harassment issues for staff to
            description institutional bullying and harassment staff attended
   
The
Event Brief We have anNumber of times delivered Number of policy (enclosed) Challenge Theatrical workshop with facilitated
                                                                                                        
the
            The College has a ―Dignity at Work Policy and Procedure‖, and contact officers across
 College who can offer a
            Since 2006, the staff have attended Harassment of staff who are 17 staff have attended Advisers to provide advic
Between 2007 and 2009, 17University has operated a networkAdviser training. trained as Harassment ―Challenging Behaviour‖
            New Dignity at Work and Study Policy and complaints procedures: An Equality and Diversity Committee working pa
To date 91% of all staff have attended our core staff Equality and Diversity training. For this training we have devised scenarios
            promotion of Health & Wellbeing, Stress Awareness Workshops, Equality & Diversity Mandatory Training, and attac
            Our dignity at attended specific workshops on bullying and harassment. A further 600 staff have received general
52 members of staff haveWork & Study policy can be found at http://www.swansea.ac.uk/personnel/Equal%20Opportunities/Di
            All staff are given a brief of the harassment and bullying; weinclude this as part of our broader diversity awareness
We don't run workshops that just deal with University's diversity policy atinduction.The University has a group of confidential har
            Details of initiatives run by the college are available on our website from the following link: http://www.bbk.ac.uk/hr/p
Harassment & Bullying workshops 12 Introduction to Equality & Diversity 93 Institutional inductions (awareness session) 125 To

            A Mediation hold this information. Specific sessions or workshops on bullying or harassment are 2010. routinely.
The University does not at Work service has been run by the University‘s Staff Wellbeing Service since Marchnot heldAny staff m
            The University has a published Dignity at Work Policy and make clear statements against bullying this issue in conn
The University does not run workshops solely on bullying and harassment. We have run staff focus groups onand harassment
            Information on Dignity at Work and the Employee Assistance Programme is available at:Dignity at Work http://imp.u
Although training courses are not specifically provided on bullying and harassment, courses are held on communication across
            The Harassment Adviser Network training for harassment advisers and compulsory online equality training issue a
One hundred and seven, in addition to annual as referenced above. Poster promotions, online internal promotion of the for senio
            The Dignity at Work and Study Policy<http://www.southampton.ac.uk/hr/managing/diversity/dignityatwork.html> Ch
The University has 12 Harassment Contacts who receive comprehensive training in bullying and harassment. The Diversity und
             was cascaded to been attended teams workshops provided by Acas.
Information Investigators haveall managementtraining as new policy was launched. Named persons* are included within Policy.
            The University‘s policy is available on or Freedom of Information Publication harassment. However, it is a requirem
The University is not currently running workshops theawareness sessions on bullying and Scheme at http://www.open.ac.uk/foi/
            The University has a dedicated and Diversity training, which – this comprises on harassment and bullying. This tr
The University provides mandatory EqualityHarassment Advisory Servicecontains a sectionfive trained advisors who are availab
            Dignity bullying and harassment and reference to the College‘s College‘s Behaviour at Work policy is covered a
Dignity at work andat work and bullying and harassment and reference to theBehaviour at Work policy is covered at the Colleg




                                                       Page 9
                                                         FOI___Bullying___Harassment



sued a joint statement on bullying in the workplace.
  bullying and harassment and provides both an informal and formal procedures for supporting staff including the provision of harassment adv
at work: Dignity at Work and During Study Policy Single Equality Scheme Harassment Advisors initiative and related training Online diversity
arassment and bullying) wherever possible and emphasises our harassment procedures to all new staff. All staff are supported in such situa
ance. Building relations. Principles of motivation. Factors affecting behaviour. Motivation theory and its practical application. Motivational fact
 ir role is to raise awareness of bullying and harassment and what support is available. Initial Harassment Advisers details, biographies, photo
  provided by ACAS trained internal mediators / Staff Advisors
  plans for all faculties and services. The University also has a new policy on Dignity and Mutual Respect http://www.equality.leeds.ac.uk/D
 osting this years International Conference on Workplace Bullying and Harassment see link below: http://workplacebehaviours.research.glam
elling serviceEquality and diversity training
taff are encouraged to discuss matters with HR staff where there is an open door policy.
s Chaplaincy Services
  selling if required and Occupational Health.

aviours to be addressed through appropriate mechanism and identifies and promotes positive behaviours endorsed by the University as thos
                                                                                                ‐
 rate diversity including training on bullying and harassment.
 vailable on our website (www.brunel.ac.uk). This policy provides information about our Anti Harassment Advisor Service and our Harassme
ernal network of Dignity Contacts and external employee support helpline.
and visitors are treated fairly and with dignity and respect. To this end the University has a Bullying and Harassment Working Group and an E
c.uk/services/hr/handbook/problems/harassment.html We have trained harassment and bullying advisers who work across the University pro
sors available for all staff for support and advice, assistance drafting letters and attending meetings. A Gender Staff Forum, BME Forum, Dis

   to view on our website at:        http://www.bishopg.ac.uk/docs/Corporate%20Documents/Harassment%20policy.pdf
 lity & Diversity Policy development, Training and Development (top level downwards.
 reness, recognizing that workload allocation can often be a contributing factor in bullying and harassment at work. Leadership coaching. Me
 reed procedure for dealing with any cases.
mbers of staff as confidential contacts who staff members can contact for support and guidance in respect of bullying and harassment. All sta

 ) - Training staff in Equality & Diversity, raising awarenss of related issues - Reviewing Harassment Advisor Network .....to improve staff aw
ed Harassment
   
Advisors Network for staff and students and a Peer Support Group specifically for students
 
experiencing harassment; - Equa
pline (incorporating Bullying & Harassment issues) 
    Questions relating to Bullying & Harassment were included in the staff survey in 2009 De
                                                        

onymous information to chair of Equalities Committee.
k are recruitment and training of Harassment Advisers across the University; self-referral to OHS; access to the University‘s Counselling Serv


mation relating to Harassment and Bullying as part of a more generic Equality and Diversity exhibition. A good number of people attended the
 s a telephone based counselling service. The service is confidential and provided by an independent organisation called Employee Advisory
ne has a role to play in combating bullying · Produced a code of practice and network of support (line manager, confidential advisors, coun
agers Toolkit training programme was launched in May 2009 which includes guidance for Managers in relation to Bullying and Harassment. T
nity and Respect for Students and Staff of the University of Bath: Policy and Procedures for Dealing with Complaints'.
 ervice to employees. There is also a Listening Ears network. Procedures for bullying and harassment are kept under review. The University

 f bulletin meetings. The Dignity at Work policy and procedure can be found at the following web address:http://policy.newport.ac.uk/Policy/Di
 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 the

 ‘s core values and wider strategic aims. The Mission of the University of Westminster is: ―to provide high quality higher education and resear
 26 Harassment & Bullying Contacts who are trained to provide informal, confidential advice to our staff and students. Occurrences of Harass

 used by all members of staff at the University.
 ates the implementation of equality and diversity and eliminating bullying and harassment: ·The Positive Working Environment (PWE) initiati




                                                                     Page 10
                                                         FOI___Bullying___Harassment


   magazine to coincide with launch of new Harassment and Bullying at work and study policy
  www.uws.ac.uk/schoolsdepts/foi/documents/DignityRespectatWork.pdf.We have held Policy Awareness sessions for staff at each of our fou
                      
·

   Person‘s Network
Anti-Harassment and Anti-Bullying training programme introduced for all employees (separate sessions for employees w
 rk provisions, objectivity and fairness in dealings with staff are central to all our Policies & Procedures and are intrinsic messages in all our re
 smentdefault.htm We have a Harassment Advisers Network available to staff and students that has been running since 1997. There are reg
  toolkit, anti harassment panel, staff counsellor, equality and diversity course, Single Equality Scheme Road shows.
  fings are held at induction and the HR team can provide coaching for line managers. The University encourages colleagues to talk to their u
 ions, with three harassment contacts trained so far. The School has also invested in corporate support, providing confidential 24/7 telephone
workplace which is also addressed within the institution‘s formal grievance procedures. These policies can be found at:
       http://www.roehampto
                                                                                                                               

onal Harassment. There are Personal Harassment Advisers located in most Schools and Departments across the University to provide confi
ent activities, covering topics such as creating healthy, effective workplaces and working practices (including freedom from bullying and hara
nt Contacts - staff volunteers who provide help and support to those who feel they are being harassed and bullied at work. This service is ac
of discrimination including B&H – these include Diverse possibilities course, HR for Line managers, Recruitment & selection training, skilful c
 on day (held twice a year). Approx 160 people attend per annum.
viour that included anti bullying/harassment.
 lying_and_harassment_tcm44-26207.pdf
 the University?s Procedure to Prevent Bullying and Harassment can be located at: http://portal-live.solent.ac.uk/services/equality_diversity/h
o see the Equality and Diversity website pages.
 ationships with alleged perpetrators, frequency etc. Data can be analysed at departmental level.
      The
                                                                                                        
 College has commissioned an Employ
 for your information.
  lled Employee
   Counselling Service, providing staff with the opportunity to discuss problems away from the

                   
                                                                                              workplace. The service is confid
                                                                                                                  

www.sussex.ac.uk/equalities/1-3-1-7.html>
of women and men drawn from across the University, engaged in different types of work. They have a wide range of expertise and personal
g bullying andharassment is available at www.admin.cam.ac.uk/offices/hr/policy/dignity/ andwww.admin.cam.ac.uk/offices/hr/cppd/list.shtml
bout in your questions above. Please see this policy attached.
 s and for support departments whose role covers equalities related bullying and harassment. We commissioned a Dignity at Work survey in
arassment and bullying. The contacts can assist staff and students with enquiries and provide information on University policies and sources
  ersity Committee, which has a sub-committee, Dignity at Work and Study Committee that oversees the University‘s work in relation to haras
  onment, Management training, establishment of a code of conduct and the establishment of core behavioural values.
ollowing initiatives regarding bullying and harassment at work:Course on Identifying and Dealing with Bullying and Harassment in the Workpl

  purpose of which is to offer support and guidance in a confidential way to staff who believe that they are being harassed or bullied.
ork and on going personal development for Adviser ·On going Equality training for Line Managers which includes bullying and harassment tra
 lying and Harassment Policy since 2002. The Policy outlines the expectation that all members of the University, whether employees or stude
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

ho can be contacted by members of staff requiring advice or support in tackling workplace bullying/harassment. The University also ran an O
tance of Dignity at Work. There are posters and leaflets across campus; there is a dedicated section on the University website (equality and
upport. Website with information and sources of support. Ban Bullying at Work day activities in November 2009 included a number of talks (o

etwork of advisors
ning, development and creative presentation company who incorporate drama-based training techniques to deliver a series of workshops ide
 :http://www.leedsmet.ac.uk/diversity/index_training_opportunities.htmhttp://www.leedsmet.ac.uk/diversity/index_dignity_respect_network.htm
e found here: http://www3.imperial.ac.uk/hr/procedures/complaints/harassment
    
Other documents which might be of interest to you are as fol
 arious management and staff training courses.
 with the recognised trade unions, and are currently seeking approval for this revised policy. Any future initiatives will derive from that policy,
 ally to all staff along with relevant procedures and guidelines. These documents are available on the University's website at: http://www.equa
er of supportive mechanisms: Mediation - internal qualified mediators from HR, unions and other parts of the organisations can intervene to r

 end Equality and Diversity workshops which cover these topics
 y volunteers from different areas of the University. This is part of Employee Advice & Support Services, which is a confidential service provid
 elating to bullying and harassment at work. The University‘s policy and procedures are available on line at http://www.admin.ox.ac.uk/eop/ha


                                                                     Page 11
                                                        FOI___Bullying___Harassment




p://resources.glos.ac.uk/departments/personnel/phbk/phbkpart6.cfm
      The
                                                                       
 University also has a number of trained staff volunteers who act as
 cess 24 hours a day, every day of the year for personal and work related issues. Short term counselling and support by telephone and face t
e listening and resolving conflict; Dignity and Respect at Work Policy
 ent and bullying called Confide (www.lboro.ac.uk/confide). Loughborough University regularly publicise the support network via electronic no
 y, has introduced a network of trained advisors to provide information to staff and students relating to bullying and harassment, who have wi
ngwood Events – An interactive presentation exploring the legal, organisational and personal effects of discrimination in the workplace.
ned staff volunteers who provide support for victims of bullying and harassment.
ent policy issued 2010 and leaflets printed for staff Promoting Dignity and Respect at Work training provided commencing2009 Employment
ng and Harassment issues for staff to contact in confidence. We also have trained mediators to deal with informal dispute resolution rather th

         
the
  across
 College who can offer advice to employees who believe that they or their
      colleagues have been subjected to harassment or bul
                                                                                         

Harassment Advisers to provide advice and support to colleagues who feel they may be experiencing bullying or harassment. They may also
 and Diversity Committee working party was set up to review bullying and harassment procedures. This group developed a new Dignity at Wo
 versity Mandatory Training, and attached policy.
 ersonnel/Equal%20Opportunities/DignityatWorkStudy/We have a network of over 40 harassment advisers whose role is to support those wh
 ersity has a group of confidential harassment advisers.The University offers its staff and their families free access to anemployee advisory re
 owing link: http://www.bbk.ac.uk/hr/policies_services/Dignity_at_work_and_study/guide
ductions (awareness session) 125 Total 230 All new staff attend institutional inductions which include an awareness session.

  ervice since March 2010. Any staff member can request to utilise this service or it can be recommended by the Staff Wellbeing Service.
nts against bullying and harassment in our policies and documents (e.g. terms and conditions of service)
 ailable at:Dignity at Work http://imp.uwe.ac.uk/imp_public/displayEntry.asp?URN=769Employee Assistance Programme http://imp.uwe.ac.uk
 line internal promotion of the issue as part of equality and diversity awareness raising Publications on the Equality and Diversity community:
ging/diversity/dignityatwork.html> underpins all the work on bullying and harassment that we do. It is supported by the Harassment Contacts,
d persons* are included within Policy.The policy has undergone an Equality Impact Assessment. Equality and Diversity monitoring regularly ta
  cheme 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 aga
  five trained advisors who are available to offer support and advice to staff on bullying and harassment.
  haviour at Work policy is covered at the College wide induction that all staff are invited to.




                                                                   Page 12
                                                         FOI___Bullying___Harassment




 ding the provision of harassment advisors which sit outside of the line management and HR lines. A staff survey was conducted in 2007, foll
 and related training Online diversity training for all Senior Managers Further diversity training will be rolled out by June 2010.
   All staff are supported in such situations and can raise matters directly, formally or informally, and can seek assistance from our Harassme
 ractical application. Motivational factors and barriers. Psychology of workCounselling. Causes of internal conflict and interpersonal friction. C
 t Advisers details, biographies, photos and contact details are on the web – available to staff and students. Managers are being trained as p

 t http://www.equality.leeds.ac.uk/DMR/DMR-policy.htm
 workplacebehaviours.research.glam.ac.uk/bullying2010/




 s endorsed by the University as those conducive to a working culture characterised by dignity and respect. The positive behaviours outlined

 t Advisor Service and our Harassment and Bullying Focus Group. I have also attached to this document our policy on Eliminating and Preven

 Harassment Working Group and an Equality and Diversity Action Committee. The University‘s Equality and Diversity Unit supports the Haras
 rs who work across the University providing support, advice and guidance to staff. http://www.brookes.ac.uk/services/hr/eod/role_harassme
Gender Staff Forum, BME Forum, Disability Form, Transgender Staff Focus Group and Transgender Awareness training, provide support me

nt%20policy.pdf

nt at work. Leadership coaching. Mediation. A new health and wellbeing policy, including a revised occupational health service and employe

ct of bullying and harassment. All staff have been invited to attend learning and development opportunities on the new policy.

 isor Network .....to improve staff awareness .....identify and deliver training for Harassment Advisors, Trades Union Representatives and S
    

 nts
                                                                                                                   

                                                                                                                        procedures and supp
     experiencing harassment; - Equality & Diversity training (covering issues around harassment & bullying e.g. policy,

 cluded in the staff survey in 2009 Development of HWU Values Programme, in which ―Valuing and Respecting Everyone‖ is a key value and

 s to the University‘s Counselling Service.


good number of people attended the stand and discussed issues with us some of which related to harassment and bullying and the support a
ganisation called Employee Advisory Resource.
manager, confidential advisors, counsellors and HR) · Created School values which include references to collaboration and respect · Co
elation to Bullying and Harassment. The information you requested is available on the University‘s website which can be found at www.ljmu.a
 Complaints'.
 e kept under review. The University also has an online diversity course which employees can work through at their own pace. The course co

s:http://policy.newport.ac.uk/Policy/Dignity%20at%20Work%20Policy%20and%20Procedure.pdf
olicy was produced to ensure that they know where to go to get help and advice if they feel that they are being harassed.

h quality higher education and research in both national and international contexts for the intellectual, social and professional development o
and students. Occurrences of Harassment and Bullying are monitored by the Equality & Diversity Committee and through the Staff Survey. W


 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




                                                                    Page 13
                                                        FOI___Bullying___Harassment



s sessions for staff at each of our four Campuses and the sessions included awareness on this policy. In addition staff was issued with a pol
s (separate sessions for employees with line management responsibilities and for those without)
nd are intrinsic messages in all our related management training and guidance. (For example, in Performance Development (Appraisal) Rev
 n running since 1997. There are regular notices to staff via email. Posters are displayed on Departmental and Section notice boards, in toile

courages colleagues to talk to their unions and referral is made to mediation if required. We also conduct staff surveys.
 providing confidential 24/7 telephone helpline and counselling service. Some standard sections follow on the re-use of the information which
an be found at:

                                                                                     

                                                                                                      ii)
                 http://www.roehampton.ac.uk/humanresources/grievanceandharassment/index.html
 The University has established a Har
across the University to provide confidential advice. Any Adviser can be contacted by an individual, and not necessarily the Adviser within the
 ding freedom from bullying and harassment). Information on these can be found at http://www.hos.ed.ac.uk/ and www.ed.ac.uk/schools-dep
nd bullied at work. This service is actively publicised and supported.
ruitment & selection training, skilful communications, improving performance, employment law updates, and equality impact assessments.



nt.ac.uk/services/equality_diversity/harassement_and_bullying.aspx

                                                         
 College has developed and reviewed a Statement on the College‘s view
                                                         The
ollege has commissioned an Employee Assistance Programme.


   

   workplace. The service is confidential, free and independent of University Services and the

the
                                                                                          University‘s Health, Safety and Wellbeing Se
                                                                                              


ide range of expertise and personal experience. Members of the network are all trained in dealing with cases of harassment.
cam.ac.uk/offices/hr/cppd/list.shtml

 issioned a Dignity at Work survey in 2007-2008 the findings resulted in an action plan which is being taken forward in departments (academ
 n on University policies and sources of help and support. The University offers a range of development workshops which tackle bullying and
 University‘s work in relation to harassment and bullying; the Equal Opportunities Office co-ordinates supports and trains a network of Harass
vioural values.
 llying and Harassment in the Workplace. E-Learning Equality & Diversity Training Module for staff

e being harassed or bullied.
 ncludes bullying and harassment training ·E-learning equality training for all new employees which also has a bullying and harassment elem
niversity, whether employees or students, have an important role to play in creating and maintaining an environment in which all forms of hara
 uk/hr/docs/harassment_bullying.php

ssment. The University also ran an Out@Work day in November 2009 which was a celebratory day of discussions and workshops to raise aw
n the University website (equality and diversity); The University‘s diversity calendar promotes dignity at work as a central theme with dedicate
er 2009 included a number of talks (one from an outside speaker, one from internal researchers on B&H), stands in major buildings on camp


s to deliver a series of workshops identifying different equality strands, to focus on driving behavioural and attitudinal changes . This is prom
y/index_dignity_respect_network.htmhttp://www.leedsmet.ac.uk/diversity/index_8D736D68563549E5A37CDDEB52ACBB27.htmhttp://www.l
 might be of interest to you are as follows:
Respect for other leaflet http://www3.imperial.ac.uk/pls/portallive/docs/1/47749696.PDF 

                                             
                                                                                         
Harassm

 nitiatives will derive from that policy, once it has been approved.
niversity's website at: http://www.equality.ulster.ac.uk/policies.html. An information leaflet on bullying and harassment has been issued in har
  the organisations can intervene to resolve disputes. Harassment Advisers - a network of confidential harassment advisers can advise staff


 which is a confidential service providing support to staff who may be experiencing both personal or work related difficulties. In addition the U
 at http://www.admin.ox.ac.uk/eop/har/
  Individuals can refer themselves to the Occupational Health Service in confidence. The Occupational
                                         



                                                                    Page 14
                                                       FOI___Bullying___Harassment




of trained staff volunteers who act as Harassment contacts where staff would like to discuss bullying and harassment matters confidentially –
 and support by telephone and face to face (up to six one hour sessions). Support and referral for longer term issues. Information services —

the support network via electronic notice boards, in staff newsletters, by posters and contact cards across campus. We have also held drop
ullying and harassment, who have witnessed bullying/harassment or have been accused. The individual members of staff who have voluntee
 discrimination in the workplace.

ided commencing2009 Employment Assistance Programme support on bullying and harassmentJointly written University and union Anti-Bul
h informal dispute resolution rather than through formal procedures. We do a lot in terms of staff training and development in Wellbeing for a

                                         
 policy can be found in the Human Resources section of our website at:

                                         The
been subjected to harassment or bullying.
                                                                             http://www.kcl.ac.uk/a
                                                                                                                       

 lying or harassment. They may also assist individuals in resolving an issue informally or making a formal complaint.The University has also
group developed a new Dignity at Work and Study Policy. This policy explicitly states SGUL‘s commitment to developing a positive working a

ers whose role is to support those who believe they have been harassed. Dignity at Work & Study is included in staff induction sessions. We
ee access to anemployee advisory resource (including counselling).The University operates both an in house occupational health service, ap

 awareness session.

d by the Staff Wellbeing Service.

nce Programme http://imp.uwe.ac.uk/imp_public/displayEntry.asp?URN=2633
e Equality and Diversity community: eg Promoting A Positive Working Environment Cascade briefings for senior managers as legislation cha
ported by the Harassment Contacts, who provide first-level informal support to those who are being bullied, or who are accused of bullying. T
y and Diversity monitoring regularly takes place.*Named Persons are members of DMU staff who have volunteered to offer support to staff a
 rred to please contact this office again.




                                                                  Page 15
                                                         FOI___Bullying___Harassment




 ff survey was conducted in 2007, followed up focus group sessions, in which an action plan was drawn up to address the issues raised main
ed out by June 2010.
 seek assistance from our Harassment Adviser Network. Also, the University has an Equal Opportunities Advisory Group that reviews the Ha
 l conflict and interpersonal friction. Conflict resolution strategies. Causes symptoms and impacts of stress for individuals and organisation. M
nts. Managers are being trained as part of leadership development. Mediation training is being provided for accredited mediators.




 ct. The positive behaviours outlined in the policy are supported by a tailored staff development blended learning programme available to all s

 our policy on Eliminating and Preventing Harassment and Bullying in the Workplace Policy and the accompanying Code of Practice. We hav

and Diversity Unit supports the Harassment and Dignity at work policy and is responsible for posters and open lecture programmes covering
ac.uk/services/hr/eod/role_harassment.html We have trained mediators and mediation guidelines which are designed to help staff resolve dif
areness training, provide support mechanisms for staff and a method of consultation for the University to engage with the workforce and mak



upational health service and employee counselling.

 es on the new policy.

 Trades Union Representatives and Staff Representatives. Aiming to offer training to other staff who are interested (e.g. line managers) - Dr
                 

                 procedures and support mechanisms) forms part of Induction training for all new members of staff
 is included within the
ying e.g. policy,
                                                                                                   and
                                                                                                                     

 pecting Everyone‖ is a key value and highlighted at induction Reviewing policies and procedures relating to Bullying and Harassment, Grieva




 sment and bullying and the support available. The Harassment Adviser Programme provides volunteer members of staff who are trained to

s to collaboration and respect · Communicated support mechanisms and monitored them and incidence of bullying through the School su
te which can be found at www.ljmu.ac.uk

ugh at their own pace. The course contains many case studies which cover bullying and harassment.


being harassed.

                                                                                                                                  
 U
                                                                                                                                  The
cial and professional development of the individual and for the economic and cultural enrichment of London and wider communities‖.

ittee and through the Staff Survey. Where necessary actions and recommendations relating to Harassment and Bullying are progressed and


gnity at work and study as one of the core organisational values. The aim is to ensure that everyone is treated fairly, irrespective of their statu




                                                                     Page 16
                                                        FOI___Bullying___Harassment



n addition staff was issued with a policy leaflet which included information on this policy, which makes specific reference to Bullying and Hara

                                                                                   


                                                                                    

mance Development (Appraisal) Reviews and Disciplinary Management training).
Initiatives include: Dignity at work advisors in place acros
al and Section notice boards, in toilets, Information Centre Notice Board, Student Support Notice Board, etc. Posters are updated regularly a

 t staff surveys.
n 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 reque
The University has established a Harassment Adviser network, which offers informal support to staff and students who believe that they have
 not necessarily the Adviser within their particular Department. A recent institution-wide staff survey (contracted to an external company; resu
c.uk/ and www.ed.ac.uk/schools-departments/information-services . In the implementation of the new Dignity and Respect Policy (et al) cons

 and equality impact assessments.




wed a Statement on the College‘s views on harassment and bullying.

                                                                                      

                                                                                      are
 ity‘s Health, Safety and Wellbeing Service and external to the workplace. Counsellors
 specially trained to help with harassment or bullyin

 cases of harassment.


ken forward in departments (academic and non-academic)We revised our Dispute resolution and grievance procedures and have put in plac
workshops which tackle bullying and harassment as part of the course content. The content of workshops such as ―Handling Sensitive Issue
pports and trains a network of Harassment Advisers whose contact details are on the web and on leaflets; posters and leaflets on bullying an




 has a bullying and harassment eleme ·A programme of rolling out the e-learning training for all existing employees ·Support from an indepen
environment in which all forms of harassment are considered to be unacceptable. The Policy states that the University will regard any inciden


 scussions and workshops to raise awareness of lesbian, gay, bi-sexual and trans issues in the work place. In addition to the University‘s com
 ork as a central theme with dedicated events. The integration of dignity at work and study sessions into all the University‘s management train
H), stands in major buildings on campus, podcast from Vice Chancellor and Registrar also shown on continuous loop during the day).


                                                                                             The
nd attitudinal changes . This is promoted in the University as Professional Communication. b)
 University has a network of Dignity and R
 7CDDEB52ACBB27.htmhttp://www.leedsmet.ac.uk/diversity/index_mediation_service.htm
 live/docs/1/47749696.PDF 

Harassment support contacts http://www3.imperial.ac.uk/hr/procedures/complaints/harassment/appendixa 
  Har
                                                                                                                                    



d harassment has been issued in hard copy to all members of staff.
arassment advisers can advise staff on options and talk through concerns confidentially. Dignity at Work Policy and Procedure - defining una


k related difficulties. In addition the University has the Mediation Service which provides an opportunity for members of staff to seek to addre
vice in confidence. The Occupational Health Service can arrange free counselling. Staff in the Bodleian Libraries Service can also call an ext


                                                                   Page 17
                                                        FOI___Bullying___Harassment




d harassment matters confidentially – see http://resources.glos.ac.uk/departments/personnel/contacts.cfmThe University has a Harassment
r term issues. Information services — see attached list for the kinds of issues covered. Management support and referral services. On site s

ss campus. We have also held drop in sessions for staff to attend if they wish.Loughborough University report the number and types of cases
 members of staff who have volunteered for this role applied and were interviewed. The 12 selected then received training and receive ongoi


 written University and union Anti-Bullying & Harassment bookletissued to all staff giving advice, guidance, help and support
g and development in Wellbeing for all staff. We also offer counselling to staff as well as access to our in-house Occupational Health Service

our website at:
http://www.kcl.ac.uk/about/structure/admin/pertra/dignity/.
                

 al complaint.The University has also recently introduced a Mediation Service to provide staff with another informal means to resolve concern
ent to developing a positive working and learning environment free of harassment and bullying. It states that the institution will thoroughly inve

 uded in staff induction sessions. We have free staff counselling and occupational health services. Support is also provided through HR and t
house occupational health service, aprogramme of health surveillance.The university has a stress management steering group, with union an




or senior managers as legislation changes also re-reference existing documents.
 ed, or who are accused of bullying. The Harassment Contacts are complemented by the Mediation Service who attempt to resolve more ser
volunteered to offer support to staff and students in cases regarding bullying or harassment. They have been carefully selected and trained to




                                                                    Page 18
                                                          FOI___Bullying___Harassment




up to address the issues raised mainly around communications. Support provided to staff through occupational health services including inde

s Advisory Group that reviews the Harassment Policy and Procedures to ensure they best support staff and students. Additionally, Human R
ss for individuals and organisation. Management responsibilities in relation to work related stress. Ways to manage stress at work and sourc
d for accredited mediators.




learning programme available to all staff of the University which is prioritised for key areas. The University has also embarked on a compreh

ompanying Code of Practice. We have also distributed Harassment and Bullying leaflets throughout the University.

  open lecture programmes covering all aspects of equality and diversity, including bullying and harassment.
 are designed to help staff resolve differences before it gets to the stage where complaints relating to harassment and bullying would have to
o engage with the workforce and make improvements. The Forums report back to the University's Diversity and Equal Opportunities Commit




e interested (e.g. line managers) - Drafting web pages to improve staff awareness on related issues - Significant project underway relating to
             

             and                                                                          
-
ers of staff
 is included within the series of ‗Welcome Week‘ events for new students;
 ‗Diversity in the Workplace‘ online resource is av
g to Bullying and Harassment, Grievance and Discipline in 2010 - including undertaking Equality Impact Assessment of the reviewed policies




 members of staff who are trained to offer optional appropriate support to anyone who feel they are being harassed or bullied. In total confide

nce of bullying through the School survey 2010 ·      Essentials of management 2-day programme for managers includes a session on harass




 don and wider communities‖.
 The
                             
 University has Diversity and Dignity at Work and Study Policy which covers all areas of Equality, Diversity
ment and Bullying are progressed and monitored by the Equality and Diversity Committee.


eated fairly, irrespective of their status and position within the institution. All other elements of this structure operate within and support the fra




                                                                      Page 19
                                                       FOI___Bullying___Harassment



pecific reference to Bullying and Harassment.

ignity at work advisors in place across the University who have been through appropriate training. Dignity at work policy and procedures in pl
 etc. Posters are updated regularly and we have also run poster and leaflet campaigns. There was a poster competition with local school chi


isfied with our handling of your request.
  students who believe that they have been bullied or harassed. The Advisers offer the opportunity to discuss concerns and help individuals d
tracted to an external company; results not yet made available) included questions on the topic of bullying and harassment. The outcomes f
ignity and Respect Policy (et al) consideration is being given to how best to promote further development of a positive work culture alongside




                                                                           

                                                                           provide the number of staff who have asked for support or advic
ned to help with harassment or bullying at work. We are therefore unable to





nce procedures and have put in place a new Conduct policy for staff.
ps such as ―Handling Sensitive Issues at Work‖, ―Promoting Good Campus Relations‖, workshops which focus on key aspects of H.R. policie
s; posters and leaflets on bullying and harassment are annually distributed to all departments from the Equal Opportunities Office; definition




employees ·Support from an independent and confidential counselling service ·Leaflets raising awareness of University commitment to not to
 the University will regard any incident of harassment as a serious matter and that, where an allegation of harassment has been substantiate


ce. In addition to the University‘s commitment to equality in the workplace, the University has developed a specific Lesbian, Gay, Bisexual an
all the University‘s management training programmes is on-going with implementation already in the senior managers‘ course. Monitoring of
tinuous loop during the day).


                                                                                                                      Workshops for line m
versity has a network of Dignity and Respect Advisors who all receive staff development on bullying and harassment. c)


                              

                              Harassment and bullying summary flowchart http://www3.imperial.ac.uk/pls/portallive/docs/1/39911701.PDF
mplaints/harassment/appendixa 




 Policy and Procedure - defining unacceptable bullying, harassment and discrimination and setting clear standards of conduct and a process


or members of staff to seek to address matters informally and confidentially, rather than seeking a formal process. In October 2009 the Hara
Libraries Service can also call an external Employee Assistance Programme.
    
Each department has at least one Harassment Advisor, who c


                                                                  Page 20
                                                        FOI___Bullying___Harassment




fmThe University has a Harassment and Bullying policy and procedures – see http://resources.glos.ac.uk/departments/personnel/phbk/phbk
pport and referral services. On site support following a traumatic incident, such as threat, injury or death.

report the number and types of cases to senior management each year. Loughborough University are in the process of reviewing our training
n received training and receive ongoing support through action learning groups and peer support. Feedback has been positive from users of


 e, help and support
n-house Occupational Health Service where managers and staff can refer.


er informal means to resolve concerns which is a potential alternative to making a formal Dignity at Work complaint.
 hat the institution will thoroughly investigate any such allegation. In line with good practice, the policy gives examples of unwanted behaviour

ort is also provided through HR and trade unions.
gement steering group, with union andstaff membership, which has so far delivered:a dedicated health and wellbeing web site;a poster and l




 ice who attempt to resolve more serious grievance issues (including bullying and harassment) before they escalate into legal action. We also
been carefully selected and trained to provide information and to offer support in such situations to the complainant or the respondent.




                                                                    Page 21
                                                        FOI___Bullying___Harassment




ational health services including independent counselling support and assistance with conducting stress risk assessments. Trained mediatio

and students. Additionally, Human Resources has a formal Health and Well-being Policy and offers an annual Well-being Event to encourag
 to manage stress at work and sources of supportGrievance and discipline procedures, including recording systems. The organisations emp




ty has also embarked on a comprehensive programme of equality and diversity training. This is a programme for all staff offered through onl




rassment and bullying would have to be madehttp://www.brookes.ac.uk/services/hr/handbook/problems/mediation.htmlWe incorporate ideas
sity and Equal Opportunities Committee (DEOC) chaired by the Vice Chancellor.-A pool of senior managers and HR staff trained in investiga




gnificant project underway relating to mental health and well-being
                                                                                 

                                                                                 specifically covers issues around harassment and bullying; - P
 the Workplace‘ online resource is available to all staff as a reference tool and

Assessment of the reviewed policies Proposal to refresh and increase numbers of 'support contacts' currently under consideration. This is th




g harassed or bullied. In total confidence, the Harassment Adviser will listen to the person and offer advice and information as appropriate. T

nagers includes a session on harassment and bullying ·      Essentials of employment law programme includes a session on diversity/discrimi




covers all areas of Equality, Diversity and Inclusion and clarifies the procedures relating to bullying and harassment/breaches of dignity at wo



ure operate within and support the framework of the PWE.·Dignity at Work and Study policy. The University has in place a carefully consider




                                                                   Page 22
                                                       FOI___Bullying___Harassment




y at work policy and procedures in place and openly available to staff. 

‗Stress at work‘ workshops rolled out to all Managers and is now man
ster competition with local school children in 2008, with the top 4 winning posters used in publicity. Notices about the Harassment Advisers N



 cuss concerns and help individuals decide how they wish to proceed. Issues can often be resolved locally at this stage, avoiding the need to
ng and harassment. The outcomes from this survey will inform future developments and projects within the University including, if applicable
nt of a positive work culture alongside dealing with issues when things go wrong. As part of the University Welcome Day for new staff there i




                                                                

                                                                recorded. The service is confidential and would only be logged should the m
 who have asked for support or advice as this information is not





h focus on key aspects of H.R. policies and procedures; and the equality and diversity workshop ―Appreciating Difference‖ discuss aspects of
Equal Opportunities Office; definition of bullying and harassment and how to access support and guidance is mentioned in all staff inductions,




ss of University commitment to not tolerating harassment and bullying and giving information about support available ·Intranet information ab
of harassment has been substantiated, disciplinary action may be taken against the harasser, including dismissal or expulsion. The Universit


 a specific Lesbian, Gay, Bisexual and Transgender (LGBT) network to allow staff to informally come together to share information and supp
nior managers‘ course. Monitoring of bullying and harassment is also done through staff surveys. A new Dignity at Work and Study Policy an



               Workshops for line managers studying for the Institute of Learning and Development qualification management developmen
 harassment. c)


                                      

                                      Guidance for those accused of harassment, bullying or victimisation http://www3.imperial.ac.uk/hr/pro
 k/pls/portallive/docs/1/39911701.PDF 




  standards of conduct and a process for complaints. Grievance Procedure- for raising formal complaints. Staff Survey - the latest Staff Surv


al process. In October 2009 the Harassment Advisers had a training / updating session, provided by Legal Services. In February 2010 Legal
east one Harassment Advisor, who can give confidential advice.

Training which relates to these issues is provided through the Oxford Learn


                                                                   Page 23
                                                      FOI___Bullying___Harassment




                                          
 University also has a number of trained staff volunteers who act as Harassment contacts
k/departments/personnel/phbk/phbkpart6.cfm
The


 the process of reviewing our training provision to provide more training to supervisors and managers on identifying and dealing with harassm
ack has been positive from users of this service and the University is keen to provide ongoing support and increase awareness. Posters and




 complaint.
es examples of unwanted behaviour and refers to all seven equality strands. Staff and students are also made aware that if they harass som


and wellbeing web site;a poster and leaflet awareness campaign;an action plan for raising awareness and reducing stress;workshops to arou




ey escalate into legal action. We also work in concert with the unions and the LGBT Staff Network to raise awareness of bullying and harass
omplainant or the respondent.




                                                                 Page 24
                                                         FOI___Bullying___Harassment




 risk assessments. Trained mediation staff.

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:/
 ng systems. The organisations employment policies. Awareness of the legal aspects of disciplinary process. Implementing, monitoring and e




amme for all staff offered through online training modules relating to quality and dignity and training sessions. The University also has a team




/mediation.htmlWe incorporate ideas of inclusivity and dignity into broader diversity themed activities, for example our "Love and Justice" mo
gers and HR staff trained in investigation techniques to ensure fair, impartial, investigations.-Training for all staff, courses and e-learning tools




 around harassment and bullying; - Poster and leaflet campaigns promoting the Protection of Dignity at Work & Study policy and Network of
rently under consideration. This is the intention to build up a list of people who can be approached for informal or very early stage discussion




ice and information as appropriate. There are a number of support channels available to people who have experienced harassment and bully

 ludes a session on diversity/discrimination issues.




arassment/breaches of dignity at work. The Diversity and Dignity at Work and Study Policy is under-pinned and supported by comprehensive



sity 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




                                                                     Page 25
                                                       FOI___Bullying___Harassment




d out to all Managers and is now mandatory for all new managers (new to Cranfield and those who have been promoted). Wellbeing Champi
 es about the Harassment Advisers Network have appeared on digital signage in 10 different languages. Scrolled notices are used in PC labs



                                                                                      

                                                                                      iii)
 ly at this stage, avoiding the need to escalate to the formal grievance procedure.
 The University offers an Employee Assistance Program
the University including, if applicable, activities relating to bullying and harassment.
ty Welcome Day for new staff there is a session which touches on issues of potential discrimination including those that might potentially be




                                                    
to
d would only be logged should the matter be referred
 Human Resources as a first stage discipline or grievance.




iating Difference‖ discuss aspects of bullying and harassment and often include case-studies which require participants to explore and discu
e is mentioned in all staff inductions, on PowerPoint slides and handouts; the University has two Staff Equality Fora, both of which raise awa




 ort available ·Intranet information about what to do if you feel you are the subject of harassment and bullying .
dismissal or expulsion. The University also has a network of Harassment Advisers who are in place to provide confidential assistance to anyo


gether to share information and support. Support is also offered to all staff who encounter bullying/harassment via a staff Counselling Service
 Dignity at Work and Study Policy and Procedure was launched on 23rd November 2009. This policy has strengthened monitoring and inform



alification management development programme (plus line managers not studying for this qualification) who chose to attend the workshop m

                                                                              

                                                                              Your questions answered http://www3.imperial.ac.uk/hr/pr
tion http://www3.imperial.ac.uk/hr/procedures/complaints/harassment/appendixb 




s. Staff Survey - the latest Staff Survey included an HSE compliant stress audit that explicitly included questions about bullying and harassm


al Services. In February 2010 Legal Services provided a training session for 5 new Harassment Advisers. In addition the University is curren
s provided through the Oxford Learning Institute at http://www.learning.ox.ac.uk/


                                                                  Page 26
                                                       FOI___Bullying___Harassment




ers who act as Harassment contacts where staff would like to discuss bullying and harassment matters confidentially – see http://resources.


n identifying and dealing with harassment and bullyingLoughborough University are also in the process of reviewing our formal complaint proc
nd increase awareness. Posters and leaflets already exist and information is available at induction for staff on the network and the policy. A f




o made aware that if they harass someone, they may be personally liable as well as the institution. Bullying and harassment complaints proce


nd reducing stress;workshops to around 50 managers and this is now being rolled out to linemanagers.The group are developing policy and g




se awareness of bullying and harassment problems in the workplace, in an attempt to prevent such issues occurring in the first place. We sh




                                                                   Page 27
                                                          FOI___Bullying___Harassment




 rkplace. It can be found here: http://www.reading.ac.uk/humanresources/rdg-only/documents/employee_health_and_well-being_policy.pdf
cess. Implementing, monitoring and evaluating decisions. ILM Certificate. Equal opportunities and diversity issues. Policy and procedure. Val




ions. The University also has a team of trained Harassment Advisors which provides a confidential service to staff and students and has a te




 example our "Love and Justice" month last year.http://www.brookes.ac.uk/about/news/loveandjusticeWe also try to use interesting and inte
all staff, courses and e-learning tools include: Dealing with Harassment and Bullying, Handling Disciplinary and Grievance Cases, Introductio




Work & Study policy and Network of Harassment Advisors take place on an annual basis.
formal or very early stage discussions when an individual thinks s/he may be being bullied for advice and support, rather than just HR and un




ve experienced harassment and bullying including counselling and courses run by the Wellbeing Centre, Line Manager support, the Health C




ned and supported by comprehensive and supportive Race, Gender and Disability Equality Schemes, which are aimed at meeting the letter a



d in itself. The University recognises that even the most skilfully crafted policy is of limited utility unless people within the institution have the c




                                                                      Page 28
                                                       FOI___Bullying___Harassment




 been promoted). Wellbeing Champions and Forum in place who drive local initiatives to tackle issues relevant to their Dept (Overseen by St
 Scrolled notices are used in PC labs.



rs an Employee Assistance Programme: a confidential 24 hour service available to all staff, offering counselling and advice on a number of is

uding 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




uire participants to explore and discuss the individual and organisational effects of bullying and harassment. The case-studies also help to ra
Equality Fora, both of which raise awareness of issues relating to harassment and bullying (a) on Lesbian Gay Bisexual Transgender and Inte




rovide confidential assistance to anyone from Keele University's staff or student body concerned about bullying & harassment, whether this is


sment via a staff Counselling Service and more recently via an Employee Support Helpline. The University has a suite of employment policie
s strengthened monitoring and informal procedures. The new policy has support for staff and students from a voluntary

(trained) team of Ha



                                                                                                                     Ad
 who chose to attend the workshop module on ―Managing a flexible and diverse work team‖ and/or ―Managing conflict‖ d)
 hoc training for

                                                                            


                                                                            


                                                                             


ered http://www3.imperial.ac.uk/hr/procedures/complaints/harassment/summary 
 
There are also a number of ‗harassment‘ themed train



uestions about bullying and harassment. Outcomes are being taken forward.


s. In addition the University is currently designing a new Dignity & Diversity training programme which will include a module on Harassment &




                                                                   Page 29
                                                        FOI___Bullying___Harassment




confidentially – see http://resources.glos.ac.uk/departments/personnel/contacts.cfm


f reviewing our formal complaint procedure to ensure that it is as effective as possible.
aff on the network and the policy. A full review of the new policy, including the advisor service will be carried out over the summer.




ng and harassment complaints procedures for staff and students were thoroughly reviewed and updated. All new documents were widely ad


he group are developing policy and guidance for staff and are nearingfinalisation of an online wellbeing resource, based on the Leeds Met m




es occurring in the first place. We should be developing further awareness campaigns in the coming months, including general poster camp




                                                                   Page 30
                                                         FOI___Bullying___Harassment




 e_health_and_well-being_policy.pdf
 ity issues. Policy and procedure. Valuing diversity at work. Human / civil rights. Myths and outdated perceptions. Current legislation. Conseq




 ce to staff and students and has a team of accredited Mediators who offer a Mediation Service as an informal mechanism for resolving dispu




We also try to use interesting and interactive ways of raising awareness and understanding, for example through forum theatre.http://www.bro
 ary and Grievance Cases, Introduction to Disciplinary and Grievance Cases, Managing a Diverse Workforce, Equal Opportunities Training, E




 d support, rather than just HR and unions. Developing further awareness sessions and training to support the launch of the new policies Acc




 , Line Manager support, the Health Centre, HR representatives, Staff Forums, Formal procedures, trade union input, training courses and the




 hich are aimed at meeting the letter and spirit of equality legislation as well as helping to create and promote a diverse, vibrant and inclusive



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




                                                                     Page 31
                                                       FOI___Bullying___Harassment




elevant to their Dept (Overseen by Steering Group). Diversity/Dignity at work workshops in place for new starters Online diversity module in p




                                                                                          

                                                                                          iv)
nselling and advice on a number of issues including concerns about bullying or harassment.
 Roehampton University staff may be represe

01/07 to 31/12/09 15 staff attended a specific training event on bullying and harassment (Your Q13 and 14).




ent. The case-studies also help to raise awareness of how such issues should be tackled at an individual, team and organisational level.
n Gay Bisexual Transgender and Intersex issues: www.york.ac.uk/admin/eo/SexualOrientation/soforum.htm and (b) Race Equality www.york




bullying & harassment, whether this is because they have witnessed bullying & harassment, feel they are being bullied or harassed or becaus


sity has a suite of employment policies and procedures to support staff and managers in managing problems. These policies are collectively
 rom a voluntary
 
(trained) team of Harassment Advisors, who are the first point of contact for anyone concerned about bullying or harassmen



                   Ad
naging conflict‖ d)
 hoc training for staff on working as a team that covers challenging behaviour.

number of ‗harassment‘ themed training courses available for staff to attend.




 ll include a module on Harassment & Bullying awareness. This is nearing completion and will then be provided to Line Managers / Superviso




                                                                  Page 32
                                                      FOI___Bullying___Harassment




ried out over the summer.




d. All new documents were widely advertised to staff and students. New monitoring processes: The working party also reviewed how bullying


resource, based on the Leeds Met model.




onths, including general poster campaigns to educate staff about minority groups and targeted events. The University is a member of the Sto




                                                                 Page 33
                                                         FOI___Bullying___Harassment




ceptions. Current legislation. Consequences of non-complianceEmployment law management challenges. Managing




 ormal mechanism for resolving disputes.




 hrough forum theatre.http://www.brookes.ac.uk/about/events/e-items/08032010125117
 orce, Equal Opportunities Training, Equal Opportunities and Diversity Briefing, Equal Opportunities and Diversity Aware




 rt the launch of the new policies Access to a confidential Employee Counselling Service external to organisation.




 union input, training courses and the Equality and Diversity office.




mote a diverse, vibrant and inclusive culture which embraces diversity and promotes equality and which is ref



e much greater if it is part of a wider institutional approach that includes consider




                                                                     Page 34
                                                        FOI___Bullying___Harassment




  starters Online diversity module in place which covers discrimination and bullying & harassment and it is a pre-requ




mpton University staff may be represented by the University and College Union (Academic staff) or the GMB (non Academic st




al, team and organisational level.
htm and (b) Race Equality www.york.ac.uk/admin/eo/Forum/StaffRaceEqualityForum/index.htm; the University conducted a Staff Opini




e being bullied or harassed or because they have been accused of bullying or harassing behaviour.


ems. These policies are collectively agreed with Trade Unions. Additionally the University has worked with ACAS to train 11 interna
ncerned about bullying or harassment. They provide information and advice on the policy, procedure and next steps. Also w




 ovided to Line Managers / Supervisors initially. Further advice can be found on the University's website at: http:/




                                                                    Page 35
                                                     FOI___Bullying___Harassment




ing party also reviewed how bullying and harassment data should be logged and monitored. All formal complaints of bullying a




he University is a member of the Stonewall Diversity Champions programme. As a member organisation, we have the constant support of S




                                                                Page 36
                  FOI___Bullying___Harassment




s. Managing




Diversity Aware




                           Page 37
                                    FOI___Bullying___Harassment




MB (non Academic st




niversity conducted a Staff Opini




ith ACAS to train 11 interna
d next steps. Also w




                                             Page 38
                                       FOI___Bullying___Harassment




omplaints of bullying a




n, we have the constant support of S




                                                Page 39