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Diversity and Equality

Annex 1 - Informal Action for members of staff

  1. Discuss the matter with a trusted colleague, harassment contact or Trade Union representative. You should be aware that the alleged harasser may raise a counter-accusation, and so it may be wise to alert someone else to your concern. (It may be helpful for you to keep a note of the details of any relevant incidents which cause offence, including the names of any witnesses.)
  2. Speak to the person concerned or write a letter to the person causing offence to let them him\her know that his\her behaviour is unacceptable to you. "I think your behaviour\remark is offensive and I want you to stop". In some circumstances this may be sufficient.
  3. Speak to your Manager or offending person's Manager and ask that they speak to the person concerned. Alternatively, write an explanatory letter to your Manager.

If you are not satisfied, you may request an informal investigation to be carried out by your Manager who will be supported by a representative from the Human Resources Department. The outcome of this investigation may be:

  • Complaint not founded.
  • Situation mutually resolved.
  • Complaint founded in which case action short of disciplinary action may be taken which could include:
    - The offending person offering a written apology and agreeing to undertake a training course or receive personal counselling by an appropriate body (ie Race Equality Council).
    - Both parties agreeing to work with a conciliator who may be internal or external to the University.

Formal stage

Where the informal approach is unsuccessful, or you wish to move straight to a formal stage, the appropriate Grievance/Complaint Procedure will be followed. Staff should contact the nominated Faculty/Division representative in Human Resources for information about the correct Grievance Procedure to be followed.

A flowchart of the procedure can be found in annex 6.