Dignity at Work and Study
From Wikquality Impact Assessment
All feedback is welcomed from internal and external sources. Please email your comments to email@example.com.
The next scheduled review of this impact assessment is on Saturday 31 January 2015.
|Faculty or Service Area: Human Resources|
|Name of policy owner: Lynne M Wilson|
|Original policy document: DignityatWorkandStudyPolicy.pdf|
|Creation date: 2007/07/30|
|Purpose of the policy being assessed:|
| The purpose of the policy is to ensure that the University deals with the issues of harassment and bullying in an effective way so that staff and students are protected.
To develop a culture that is supportive to staff and students and promotes positive behaviour in Dignity at Work and Study.
Where possible, the intention is to deal with all cases as informally in the first instance to reach resolution.
The policy was developed by the Harassment Policy Working Group chaired by Lynne Wilson. Membership consists of HR, Trade Unions, Student Services, Students’ Union, Harassment Network.
Policy is co-ordinated and monitored by the Harassment Officer within the Equality and Diversity Unit. The policy is applicable to all staff and students and all have a responsibility to read the policy. The policy interfaces with a number of policies and procedures operated by operated by Student Services and Human Resources, Student Registry, etc
It affects all staff, students and visitors to the university.
In addition, all suppliers, service providers, contractors etc are required to meet the standards set by the University
|Customer groups affected by the policy: Staff, Students, Visitors|
|Relevant protected characteristics affected by the policy: Age, Disability, Gender, Race, Religious belief, Sexual orientation, Socio-economic group (students only), Mode of attendance (part-time or full-time)|
|Examples of how these protected characteristics are affected by policy with evidence, justification and course of action:|
| In the case of Human Resources, regular updates are taking place between HR Manager and Harassment Officer to ensure the policy is applied consistently. In local areas the policy may be used and it is the responsibility of the Harassment Officer to raise awareness by holding workshops, information sessions and leaflets to ensure that it can be applied consistently. There will be monitoring and evaluation of statistics for people that have used the harassment network service to reveal which equality groups have used the service and also feedback from users of the service.
The Harassment Network will comprise of volunteers. There is a possibility that people seeking support may not feel able to identify with the contacts. E.g. If someone has a race issue they may wish to speak with a person from a BME background. It is not guaranteed that BME members will be on the network.
|Supporting evidence: None.|
|Feedback from Equality Forums and other interested parties:|
|Feedback on this impact assessment is still being recieved - please email your thoughts to firstname.lastname@example.org.|
| 1) Encouragement of equality groups to apply for voluntary harassment network role.
2) Make proactive recruitment steps to reflect diversity of staff/student population.
3) Evaluate profile of the network
4) Identify if there are any gaps in individual groups applying to join the network
5)Obtain feedback from forums
6)Obtain data from staff/student questionnaire.
7)Experience of the operation of the policy will give
|Consultation open: Feedback on this impact assessment is welcome, but it is not officially under consultation at this time.|
|Review date: 2015/01/31|