Workforce Race Equality Standard Action Plan 2022-2023
Metric 6: Bullying and Harassment from Staff Percentage of staff experiencing harassment, bullying or abuse from staff in last twelve months.
Accountable People / Team Head of Operational HR, Partnership Officer
Key Performance Indicators
Agree the anonymous reporting mechanisms for bullying, harassment and abuse.
Reporting mechanisms agreed and approved by Workforce Committee and Staff Forum Staff Survey reports featuring bullying, harassment, and abuse figures and feedback, sent to divisions. Action plans developed to address bullying, harassment, and abuse issues in divisions. 10 EDI Champions nominated by divisional managers. 4 EDI Champions training sessions developed and delivered. 90% EDI Champions attended all training meetings.
Raise awareness of bullying, harassment, and abuse issues within divisional areas from the staff survey results.
HRBP, Engagement & OD Manager
Staff Survey results showed that 21.8% of BAME staff reported experiencing harassment, bullying or abuse from staff in the last 12 months, compared to 19% of white staff. Reported levels have decreased for both white (20%) and BAME (27%) staff since 2021.
Nominate and train EDI Champions from each division for staff to access to discuss or raise concerns of bullying, harassment, or abuse. Map bullying, harassment, and abuse data against the following: Grievance Data Disciplinary Data Exit Interviews Data held by Staff-Side Representatives Data held by Freedom to Speak Up Guardian Data held by Health and Wellbeing Leads Review and update the Respect Campaign and develop new resources and training materials to support this.
Divisional Managers, EDI Team
HRBP, Partnership Officer,
Bullying, harassment, and abuse data collected EDI bullying, harassment, and abuse actions developed and agreed Trends and patterns identified
FTSU Guardian, Engagement & OD Manager
EDI Team, Partnership Officer
Respect Campaign reviewed 6 Respect workshops delivered
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