The Harassment Adviser Network (HAN) has been operating at UEA since April 2001. On 15 and 16 March 2004, the Network ran a two-day course to train and recruit additional advisers. Below are some of the issues raised during the two days, and responses from the participants. Several new Harassment Advisers were recruited following the course.

We wish to thank Professor Ian Smith from LAW, Staff Counsellor Eamonn O'Mahony, and Auxilliary Counsellors Ian Draper and Shirley de Marco for their invaluable contributions to this course.

Methods they thought we used:
Posters in Schools
Intranet
Internal Phone Book
Leaflets

Note that several participants had not been
aware of the network until they received the
email about recruitment of new advisers which was sent to all staff at UEA.

Potential methods they suggested:
Flyers in wage slips or printed on wage slips
Put a reference with emergency support numbers on back of internal phone book
Cover during Introductory Conference
Posters in staff common rooms
Internal Newsletters
Mention in Appraisal
Harassment Awareness Day or stall
Awareness Days in Schools/Depts

Email notification of changes to the network (eg new advisers)
Advertisements in eg Room Booking booklet

Add email addresses to list of Harassment Advisers
Yearly message on eg info@uea, Adlink etc
Catchy poster - poster campaign
Email about a Harassment Day and "Meet the Advisers"

What is harassment?
Participants were asked to define harassment...

Unacceptable
Behaviour that would be seen by most people as: intimidating, hostile, offensive
This may be seen/interpreted differently by different people, eg Sexual, Bullying, Racial
Inappropriate comments (Race, Sex, Disability, Age)
Down to individual perceptions
Bullying
What a 'reasonable' person's expectations are (society), eg Unreasonable workload, Lack of dignity/respect when addressing conflict
Sarcasm

Effects of Harassment

Adverse effect on mental and physical health
Stress - Anxiety, worry, nervous, panic attacks,
anger, depression, lack of sleep
Poor performance (from stress)
Sickness
Lack of confidence
Take it home, affecting families/home life
Alcohol/drug dependency
Low self-esteem
Anger, irritability
Suicide, self-harm
Leaving employment/unemployment
Withdrawal
Change in working patterns
Change in behaviour - work more/less hours
Lack of motivation

Benefits of a Caring Institution

Good support
Feel supported and valued
Feel that someone cares and listens
Problem will be addressed
Retention of staff - continuity
Attract more skilled staff
Retain and attract staff
Motivated staff
Increased productivity
High morale and productivity
Reputation
Self-worth/Value
Pleasant place to work
Less litigation
Stand up to harasser

Who might carry out harassment

Participants were asked to think about who
harassers can be...

Boss/Line Manager
Subordinate
Students & Students' parents
Press
Someone in a position of authority
Someone you work closely with - or not closely
Colleague
Friend
Visitors
Groups

Someone under a manager - probably more
subtle (disrespect)
Might know them well/not well
Team Member
Academics
Contractors
Inside or outside of your working group
Anyone - it varies

On what grounds might someone be harassed?
Participants came up with a range of ideas...

Accent
Sexual orientation
Disability
Gender
Appearance
Weight
Beliefs
Jealousy
Sarcasm/Sensitivity
Background
Clothing
Colour
Education
Age
Culture/Lifestyle

Why are Universities concerned about this?
More ideas from participants...

Unhappy workforce
Unproductive
Commission on University Career
Opportunity (CUCO) guidelines
Low morale
Sickness increases
Higher turnover

Unlimited costs (for employer)
Need to be equal opportunities employer
Reputation
Duty of care (by employer)
To protect the University