Dignity at Work Advisers help to ensure UCL provides a safe and tolerant workplace
9 October 2013
Dignity at Work Advisers, trained volunteers employed in other jobs at UCL, are an informal source of advice and support for staff facing any form of harassment or bullying. Harassment and bullying is unacceptable and will not be tolerated at UCL. We are committed to preventing harassment and bullying and will take any allegations extremely seriously.
What is harassment and bullying?
Harassment and bullying can take a variety of different forms, ranging from repeatedly ignoring a colleague or subjecting them to unwelcome attention, intimidation, humiliation, ridicule or offence. Harassment and bullying behaviour may not always be intentional, but it is always unacceptable.
It is not always necessary for staff to be in the same room for harassment to take place. The potential for harassment or bullying by telephone and letter has now expanded to include so-called 'cyber-bullying', for example by emails, text messages and material posted on web sites, including personal blogs or social networking sites.
Who do I contact?
Dignity at Work Advisors are available to listen to members of UCL staff who believe they are being harassed or bullied, to clarify the options available and to support and assist them through the process of resolving the matter. All cases are treated in confidence and people will be listened to in an environment free from judgement.
Names and contact details of UCL’s Dignity at Work Advisers can be found here.
Alternatively, advice can be sought from Human Resources Consultants. To find the right consultant for your area, visit the HR Consultancy website.
You can also email the Equalities and Diversity Team on firstname.lastname@example.org who can give specialist advice and support on diversity-related matters.
Won’t it cause more trouble if I report it?
Early intervention is crucial to resolving situations of harassment and bullying effectively. It is often the case that the longer a situation has been allowed to continue, the more difficult it is to repair. However, even long-term situations can be resolved with appropriate support and advice. Mediation can be an option for more complex cases.
Seek support and advice at the earliest opportunity. There is no need to suffer in silence.
Sarah Guise, Head of Equalities and Diversity, UCL Human Resources