• Equal Opportunity Unit owns the EO Policy where bullying is defined - http://www.flinders.edu.au/ppmanual/EqualOpportunity/equalop.html
  
• Head EOU  coordinates the EOCO network (& ALLY network & Diversity Facilitators) http://www.flinders.edu.au/eo_unit
  
• EOCOs have a poster near their office with their contact details on, and their contact details are on the internet http://www.flinders.edu.au/eo_unit/contacts/index.html
• academic staff can claim their role as service to the University for promotion purposes, general staff do it for the love of it
• Our Equal Opportunity & Diversity Committee is comprised mainly of EOCOs as the 'expert' EO committee in the University, a subcommittee of Academic Senate, and chaired by DVC(International)
  

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Dear colleagues,

Having launched our Dignity at Work and Study initiative last autumn, we are currently following up various pieces of feedback from the launch, and from our recent staff culture survey on the bullying and harassment infrastructure. In a nutshell, last year we recruited new Harassment Advisors, raised the profile of our policy and the Advisors, committed to ongoing development of Advisors, and are currently revising the Policy.

 

I just wanted to ask if you could share some of your own experiences in relation how you have structured and resourced your work on bullying and harassment. E.g. who ‘owns’ the policy, who co-ordinates the Harassment Advisors, what role do Harassment Advisors have (signposting, advisory, investigative etc), and is the Harassment Advisor’s role recognised in any formal way?

 

Your input would be very much appreciated!

Best wishes,

Adrian

 

Adrian Lui

Equality and Diversity Adviser

 

Organisational Development

William Harley Building, Level 1

Glasgow Caledonian University

Cowcaddens Road
Glasgow

G4 0BA

 

t: 0141 273 1356

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