1-19 Torrington Place
9th and 10th Floors
London WC1E 7HB
Tel: +44 020 7679 1843
HARASSMENT ADVISOR - Role Definition
The aim of the role of Harassment Advisor is to facilitate informal resolution in cases of harassment in line with UCL’s Harassment and Bullying at Work Policy. Harassment Advisors are provided with training which will covers the law in relation to harassment, UCL’s policy and their role. A Harassment Advisors network has been established and meets once a term to facilitate mutual support and the sharing of experience. The network and meetings are co-ordinated by UCL’s Equal Opportunities Co-ordinator.
1. To listen to members of UCL staff who believe they are being harassed, to clarify the options open to them and to assist them in resolving the matter informally where possible.
2. Where requested, to support individuals throughout the resolution of their concerns at an informal level. This may include discussing with the individual what s/he may wish to say or write to the person whom s/he considers has harassed or bullied/her/him; accompanying the individual to speak to the alleged harasser or accompanying the individual to seek guidance from a senior manager. (This list is not exhaustive, but includes empowering and supporting the individual rather than representation.)
3. It is not appropriate for Harassment Advisors to represent or accompany individuals at the formal stage of the process.
4. To act as ‘buddy’ to another Harassment Advisor for the purposes of mutual support and the seeking of solutions to difficult situations.
5. To contribute where possible to initiatives aimed at combating harassment and raising awareness of the problem.
6. To deal with all cases with the utmost confidentiality except in cases where there is an unacceptable risk to a member of staff, student or UCL.
7. To maintain summary records of any action taken in relation to cases and to store them in conditions of strict confidence.
8. To support the annual monitoring of the Harassment and Bullying Policy through recording (on an anonymous basis) the number of cases in which the Advisor is involved and the methods by which they were resolved, where known.
9. To refer individuals onto another Advisor where necessary or to other agencies or support systems where appropriate, in line with the parameters of the Advisor role.
10. To attend training in relation to the UCL Harassment and Bullying Policy and the role of the Harassment Advisor and to participate in the regular sharing of experience and good practice in order to develop skills and experience relevant to the role.
11. It is envisaged that this role will take on average no more than 6 hours a month per Advisor, excluding training.
The role is voluntary and there is no remuneration for these duties.
The names and work phone numbers of the Harassment Advisors are published on here and individual members of staff may contact any of the Advisors if they wish to seek advice.
UCL greatly values the contribution of Harassment Advisors to the life of UCL and the welfare of its staff.
PLEASE NOTE THAT TRAINING WILL BE GIVEN IN THIS ROLE AND ADVISORS WILL BE EXPECTED TO ATTEND INITIAL AND REFRESHER TRAINING.
Harassment advisors have said that this role has increased their communication and negotiation skills and has given them useful experience in managing difficult situations and insight and knowledge regarding good management practice.
If you would be interested in volunteering for this role please contact Sarah Guise, Equal Opportunities Co-ordinator (acting) on 0207 679 9762, email@example.com