Asmina Remtulla and Marcia Dehaney

Equity and Harassment Adviser Scheme

Aims of the Scheme

To contribute to the “Improving Working Lives” policy.

To reduce the incidence of staff experiencing harassment, bullying and discrimination in the workplace.

To contribute to the Race Equality Scheme, which looks at wider issues related to the Race Relations (Amendment) Act 2000. The EHA Scheme relates directly to staff and dealing with their concerns.

Team Members (1)

Team of 8 advisers: Office Manager Clinic Manager Nurse Manager Communications Manager Health Promotion Specialist Administrative Support Worker Voluntary Services Support Worker

Team Members (2)

Supported By: Human Resources Director Human Resources Manager Training and Development Manager

How It Works

Trained staff members volunteer their time to give confidential support and advice.

The organisation allows these advisers time, during working hours, to support and advise other staff.

Training

Barnet PCT Harassment Policy Barnet PCT Disciplinary Procedures The Human Rights Act The Race Relations (Amendment) Act 2000 Equal Opportunities Harassment Awareness

Monitoring (1)

Training Sessions for Advisers To familiarise advisers with relevant policies and

legislation Regular EHA Network Meetings

To allow discussion between advisers and the human resources management team

EHA Monitoring/Record Sheets To gauge the prevalence of incidences and their

outcomes

Monitoring (2)

Informal Over the past year 13 members of staff have

accessed the scheme and been given informal advice on how to deal with issues.

Formal Over the past year 3 incidents have led to formal

procedures being implemented.

Case Study 1

Staff Member: A nurse working directly with patients in the community.

The Problem: Identified “victimisation and bullying from line manager

and department manager”.

Result: Agreement reached through facilitated discussions

between all parties involved.

Case Study 2

Staff Member: A senior manager working on project development.

The Problem: Identified “campaign of constructive dismissal” from

line manager and other team members.

Result: Problem still unresolved, going to industrial tribunal.

Case Study 3

Staff Member: A support worker in a small department.

The Problem: Identified “hostile behaviour” from colleague.

Result: Resolved by adviser supporting the worker to

speak directly to colleague.

Lessons LearnedMy Experience (1)

He said she said Most problems begin with one person’s

comment, conversation.

Making assumptions Most problems spring from one person’s own

view or opinion.

Lessons LearnedMy Experience (2)

Someone to listen to me Most people reporting problems just want to

know that they are not imagining things.

Someone to watch over me Most problems are resolved once a neutral third

party becomes aware and is able to monitor the situation.

Equality and Diversity

What is your experience?