Appendix 2 - Responsibilities

• Familiarise yourself with the Dignity at Work and Study statement and this policy.
• Undertake the Dignity at Work mandatory training and refresher training.
• Challenge inappropriate behaviour whenever you experience or witness it, when confident to do so and report it to your line manager, where appropriate.

• Familiarise yourself with the College’s Dignity at Work and Study statement, this policy and other associated policies and documents.
• Undertake the Dignity at work mandatory training, and refresher training.
• Ensure that all your direct reports are aware of and adhere to the Dignity at Work and Study statement and this policy and be prepared to challenge inappropriate behaviour with reference to the relevant section of the disciplinary procedure where necessary.
• Ensure that your direct reports undertake the Dignity at Work mandatory training and refresher training.
• Understand that in your role as a line manager, when made aware of any claim or case of bullying or harassment, that you have a duty of care to work to resolve the issue and to provide impartial support to your staff during an investigatory process (whether as a complainant or respondent).
• Inform and seek prompt advice from your line manager in the first instance, when a complaint or case of this nature is made known to you.
• Seek advice from the Human Resources Business Partnering team where a complaint or case might lead to the consideration of formal action. You may also seek advice or get support from the Manager’s service of the Employee Assistance Programme.
• Actively work to ensure that Birkbeck provides a supportive and inclusive work and study environment.
• Set an example to others through your own behaviour.
• Ensure that your staff know what standards of behaviour and conduct are expected of them.

• Familiarise yourself with the College’s Dignity at Work and Study statement, this policy and other associated policies and documents.
• Undertake the Dignity at work mandatory training, and refresher training.
• Ensure Dignity at Work mandatory training and refresher training is undertaken by your department.
• The Executive Dean, Director of Operations or Director of Professional Services will seek prompt advice from the Human Resources Business Partnering team when a complaint or case of a serious nature is made known to them or is escalated from the Line Manager, where it might lead to the consideration of formal action.
• In serious cases of bullying and harassment, including assault, the Executive Dean, Director of Operations or Director of Professional Services, in consultation with HR, may suspend a respondent when there has been a serious allegation.
• Where appropriate the Executive Dean, Director of Operations or Director of Professional Services is responsible for ensuring an investigator is appointed at a sufficiently senior level from a different department, faculty or Directorate. A list of investigators is available from the HR Business Partnering team.
• Where appropriate the Executive Dean, Director of Operations or Director of Professional Services is responsible, with advice from HR, for convening a disciplinary meeting and take appropriate action.

• Attempt to resolve issues at an informal level, where appropriate.
• Participate in any procedures aimed at reaching a resolution.

• Attempt to resolve issues at an informal level, where appropriate.
• Participate in any procedures aimed at reaching a resolution.

The role of the Dignity at Work contact is to:

• Listen and attempt to understand the issues being discussed
• Provide impartial support and information, in the first instance to either the complainant or the respondent.
• Raise questions to help identify the key points and explore what action, if any, the employee wishes to take.
• Give guidance on a range of support the College offers including the Employee Assistance Programme and other external sources such as helplines or emergency services.
• Explore options to identify next steps, including encouraging the employee to talk with their line manager or their manager's manager.
• Maintain up to date knowledge on College policies and procedures related to Dignity at Work and undertake training as required.

A Dignity at Work contact will not:

• Make judgments on whether a case is bullying or harassment or the ‘guilt’ of the respondent.
• Make decisions.
• Undertake any kind of investigation or related activity.
• Provide formal ‘counselling’.
• Act as an advocate.

The role of a Dignity at Work contact and a list of current contacts can be found on the Dignity at Work Contacts for Staff page of the HR Connect site.

• Provide advice to managers on the College’s Dignity at Work policy and procedures.
• Assist managers, including investigation managers, with formal proceedings for complaints made by College staff, and those arising from any complaints (upheld) against staff where further action is warranted under the disciplinary and dismissal procedure.
• In serious cases of inappropriate behaviour that may be a criminal offence, inform the Director of Human Resources.
• Ensure the provision and training of College Dignity at Work contacts.
• Monitor and keep up to date this policy and any associated documentation.