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Hi Jenny, Just a reminder that the RRAA General and Specific Duty requirements are very specific and cover all the institutional policies, functions, processes, procedures and initiatives that are race equality relevant. You will need to ensure that as far as race is concerned, any institutional initiatives, mechanisms, procedures and processes that you put in place,regarding the above, will need to show evidence of being underpinned by the appropriate Specific Duties. This is made even more pertinent by the fact that this is an area that will need the implementation of meaningful communication and consultation strategies and the assessing of impact through monitoring, assessment and review of institutional practice. It is through meaningful communication and consultation with the various racial groups within the institution that practice can be defined as good or bad, so that appropriate action can then be taken to effect the above. Please feel free to come back to me with any issues that may arise. Regards Mannie Kusemamuriwo Policy Adviser: Ethnicity & Cultural Diversity Equality Challenge Unit 3rd Floor, 4 Tavistock Place London WC1H 9RA Tel 020 7520 7063 Fax 020 7520 7069 [log in to unmask] -----Original Message----- From: Jenny Woodhouse [mailto:[log in to unmask]] Sent: 02 September 2003 09:54 To: [log in to unmask] Subject: Dignity at work and support for victims of harassment policies Dear colleagues I know that this is a perennial one, but I'd be grateful for a few examples to convince our committees that we won't be out on a limb if we extend our existing harassment procedures in a positive direction. To date we have a formal code but the backup is rather ad hoc - the code is at http://www.admin.cam.ac.uk/offices/personnel/policy/bullying.html What we want to do is to introduce a Dignity at Work policy, foregrounding the positive commitment to protecting the dignity of all, and trying to find solutions short of the need to invoke the complaints procedure; and to create a network of volunteer harassment advisers. (The latter with acknowledgement to Syd Kent at Essex - I've been trying to get the go-ahead to follow this example for years). I'd be very grateful for information from other institutions which have gone in these directions (a simple yes or no, or a Web reference, perhaps). With many thanks, and best wishes for the next academic year - would that we could expect a calm one! Jenny Jenny Woodhouse Personnel Consultant University of Cambridge Personnel Division The Old Schools, Trinity Lane Cambridge CB2 1TN 01223 332344 ********** The Equality Challenge Unit promotes diversity and equality of opportunity for all who work or seek to work in higher education. We are sponsored by the representative bodies (SCOP and Universities UK) and the four UK HE funding bodies. This message is confidential. If you are not the intended recipient you should not copy or disclose this message to anyone but should kindly notify the sender and delete the message. Opinions, conclusions and other information in this message which do not relate to the official business of the ECU shall be understood as neither given nor endorsed by it. No contracts shall be concluded by means of this e-mail. Neither ECU nor the sender accepts any responsibility for viruses. The administrator of this e-mail service (Universities UK) reserves the right to access and disclose all messages sent over its e-mail system. **********