De-mystifying Report & Support, and Dignity at UCL - PowerPoint Presentation

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De-mystifying Report & Support, and Dignity at UCL

OFFICE OF THE PRESIDENT AND PROVOST (EQUALITY, DIVERSITY & INCLUSION)

Report and Support (R&S)OFFICE OF THE PRESIDENT AND PROVOST (EQUALITY, DIVERSITY & INCLUSION)

Report + Support is an independent platform that we license the use of.

Purpose – make it easier to report (policies, guidance and tools all in one place); much better monitoring and understanding of problem areas for prevention and intervention; anonymous reporting –an additional option to informal and formal reporting.Piloted for staff in the Faculty of Mathematical & Physical Sciences at the end of 2018/early 2019 with useful feedback.In place for all students and staff since 25 February 2019.Questions and content are regularly reviewed.

Both anonymous and named data is collated and analysed to help monitor the prevalence and nature of incidents that take place, and to understand the impact of initiatives run by UCL and the Students' Unions.Anonymised data overview is shared publicly in as

periodic reports on R&S.

Ways to reportOFFICE OF THE PRESIDENT AND PROVOST (EQUALITY, DIVERSITY & INCLUSION)

A way to anonymously record bullying, harassment, sexual misconduct and/or domestic abuse.

No personal details are required Helpful if you want to share an incident but seek no UCL action/ support as UCL understands that reporting misconduct takes time and energy, and sometimes sharing very personal information.

Asks for contact details and permission to contact.

A detailed description of the incident is not necessary but helps in assigning the report if you do not know/have a preference of who you’d want to speak to.

Administrators will assign the report to requested/relevant advisor who will contact you.

How we use Data from Report and Support

OFFICE OF THE PRESIDENT AND PROVOST (EQUALITY, DIVERSITY & INCLUSION)

Trend analysis reports run to determine key issues and a report produced at Faculty level

HR Business Partners work with Deans and

HoDs

to help develop and deliver local interventions

Annual anonymised reports will be published including anonymous reports, formal cases and outcomes and key priority actions for the coming year

Some of the actions we’ve taken through R&S data:

Increased communications with Deans and Heads of Departments about support and encouraging staff and students to continue to use platform Training scheduled including Where do you draw the line? and Taking The Lead

Informal discussions with individuals named Environmental investigations Grievance investigations and disciplinary hearings

Local campaigns

Changing local cultures and practices

OFFICE OF THE PRESIDENT AND PROVOST (EQUALITY, DIVERSITY & INCLUSION)

Conducted a successful Wellcome Trust Grant evaluation of Where do you draw the line? with the School of Life and Medical Sciences.

Worked with the UCL Centre for Behaviour Change to develop interventions to change behaviourDeveloped guidance toolkits and resources, all available on Report & Support

Prevention and InterventionApproved and implemented the new Prevention of Bullying, Harassment and Sexual Misconduct Policy, and revised the Personal Relationships policyNew p

olicy which prohibits relationships between students and staff where there is direct supervision.Delivered Taking the Lead to 400 managers across UCL from Sept 2018 –January 2020.

OFFICE OF THE PRESIDENT AND PROVOST (EQUALITY, DIVERSITY & INCLUSION)

Different advisors on R&S

OFFICE OF THE PRESIDENT AND PROVOST (EQUALITY, DIVERSITY & INCLUSION)

Dignity advisors (DA) OFFICE OF THE PRESIDENT AND PROVOST (EQUALITY, DIVERSITY & INCLUSION)

Voluntary members of staff trained to provide initial advice to staff and students who have/may be experiencing unwanted behaviours. Independent from UCL Human Resources and Student Services.

Institutional citizenship: DA are not meant to be exclusive to their dept or faculties. Can be contacted directly (DA profiles on EDI dignity advisor webpage) or through submitting ‘

contact an advisor’ form on Report+ Support.

Dignity advisors – role descriptionOFFICE OF THE PRESIDENT AND PROVOST (EQUALITY, DIVERSITY & INCLUSION)

They can:

Offer confidential information on issues relating to UCL’s Prevention of harassment, bullying and sexual misconduct policy Listen without making any judgments about what is said Help you to clarify your thoughts about what is happening Explain the informal and formal procedures

Help you to explore the various options available as well as coaching to informally resolve challenging behaviours

Help you to explore other sources of support which may be available to you

They cannot

:Tell the person what they should do Act as your advocate Make decisions on whether bullying, harassment or sexual misconduct has taken place Maintain confidentiality if there is an immediate risk of harm to yourself or others. 

Definitions we use as per policyBullying Intimidating, malicious or insulting behaviour  that can make a person feel vulnerable, upset, humiliated, undermined or threatened. Bullying usually involves a misuse of power and is unfair, unethical treatment that cannot be justified.

OFFICE OF THE PRESIDENT AND PROVOST (EQUALITY, DIVERSITY & INCLUSION)

Harassment

Unwanted conduct related to a protected characteristic, that violates a person's dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment. The unwanted conduct can be physical, verbal or non-verbal.

Sexual Misconduct

Sexual misconduct can include sexual harassment, sexual violence, intimate partner violence, assault, grooming, coercion, bullying, sexual invitations and demands, comments, non-verbal communication, creation of atmospheres of discomfort, and promised resources or advancement  in exchange for sexual access.

Informal resolution OFFICE OF THE PRESIDENT AND PROVOST (EQUALITY, DIVERSITY & INCLUSION)

Make a record of the behaviour in case it happens again (describe the behaviour and the effect that it has, any potential witnesses).Directly ask the person to cease the behaviour (if you feel comfortable)

Speak to a senior colleague in your area (e.g. line manager, head of department, personal or graduate tutor), be specific in the behaviour you are affected by and what you would like to happen.Formal mediation where appropriate and agreed to by all parties is available through HR or the student mediator. Note: informal resolution is not appropriate for certain behaviours (example, any form of sexual misconduct)

Formal proceduresOFFICE OF THE PRESIDENT AND PROVOST (EQUALITY, DIVERSITY & INCLUSION)

Misconduct by students– Student Disciplinary Process

Misconduct by staff member– Staff Grievance Policy, and Staff Disciplinary Process

Guide to both these processes can be found on Report and Support

Sign-posting to further supportUCL support resources

Visit Report & Support page on support for staff, and support for students

.Specialist servicesVisit Report & Support page on external service providers.

OFFICE OF THE PRESIDENT AND PROVOST (EQUALITY, DIVERSITY & INCLUSION)

Questions/ comments/ suggestions? OFFICE OF THE PRESIDENT AND PROVOST (EQUALITY, DIVERSITY & INCLUSION)

Thank you!OFFICE OF THE PRESIDENT AND PROVOST (EQUALITY, DIVERSITY & INCLUSION)