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Asmina Remtulla and Marcia Dehaney

Equity and Harassment Adviser Scheme. Asmina Remtulla and Marcia Dehaney. 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.

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Asmina Remtulla and Marcia Dehaney

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  1. Equity and Harassment Adviser Scheme Asmina Remtulla and Marcia Dehaney

  2. 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.

  3. 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

  4. Team Members (2) • Supported By: • Human Resources Director • Human Resources Manager • Training and Development Manager

  5. 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.

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

  7. 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

  8. 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.

  9. 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.

  10. 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.

  11. 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.

  12. 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.

  13. 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.

  14. Equality and Diversity What is your experience?

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