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Dignity at Work and Study
Creation date 30 July 2007  +
Date for review 31 January 2015  +
Faculty or Service Area Human Resources +
Modification dateThis property is a special property in this wiki. 4 July 2012 11:01:42  +
Name of policy owner Lynne M Wilson +
Please give examples to support your answers, use evidence where necessary and provide a justification or course of action where it is applicable In the case of Human Resources, regular up 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. d that BME members will be on the network.
Please identify which customer groups the policy applies to Staff  +, Students  +, Visitors  +
Please identify which of the following protected characteristics are affected more or less by the policy Age  +, Disability  +, Gender  +, Race  +, Religious belief  +, Sexual orientation  +, Socio-economic group (students only)  +, Mode of attendance (part-time or full-time)  +
Purpose of the policy being assessed The purpose of the policy is to ensure tha 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 o meet the standards set by the University
Recommendations 1) Encouragement of equality groups to app 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 e of the operation of the policy will give
Categories Equality Impact Assessments
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