Step 1: Analysing policies from UAL and UCU around Bullying, Harassment and how to resolve issues according to both parties.
To start my ARP, I decided to read over UAL’s Dignity at Work Policy together with a post on Canvas about International Day Against Homophobia, Biphobia and Transphobia. Both containing guidelines for experiencing and witnessing different types of harassment in the workplace. To complement my reading, I also made use of UCU’s resources around bullying and harassment to compare how a union talks about it versus the institution.
What documents did I read?
- UAL Staff Charter
- UAL Dignity at Work Policy
- UAL Professional Boundaries Guidance
- UAL Line Manager Expectations
- UCU Bullying Guidance Documents
My thoughts on the UAL Policy:
Cropped image of UAL Policy Document
On paper it reads extensive and considered. But the main thing that concerns me is the notion of only being an active bystander if you feel safe to do so. I have yet to find any guidance on how managers such as programme directors and course leaders.
One good thing is that it does provide a clear line of action in case your manager is the person responsible for your bullying or harassment. If you become a manager within UAL, what training do you get to hold yourself accountable?
It provides clear guidance that UAL does not tolerate people being punished for making complaints or contributing witness statements for a complaint. However, UAL is too big of an organisation to keep track of the inner workings of each course, so how are people expected to provide a working environment where they will feel safe enough to stand up for each other?
Cropped image of UCU Policy Document
My thoughts on the UCU Policy:
Their documents are way easier to read and straight to the point. Has a lot of similarities with UALs policy. It is way more focused on getting the union rep involved fast.
When talking about witnessing bullying or harassment it provides a nice check list that helps when being an active bystander. But it ends with a sort of warning to remind people that they might be called to be a witness in case of a formal complaint. I kind of want the tone to be more energetic and explain how it is good to support one another and share collective struggle and collective resolution.
Example of UCU writing:
“Remember that if a formal complaint is made, you may be called upon to give
evidence.”
Example to rewrite:
“Be prepared and proud to provide a witness statement in case of a formal complaint. Displays of solidarity empowers others in the workplace.”
Final reflection on both:
All in all, these policies who that UAL and UCU are aware of the legal rights and expectations of the institute. But they fail to provide material that inspires workers to stand up against bullying and harassment. And I have yet to find material that places the responsibility on managers to provide a safe working environment.
What will I do next?
Step 2 in my project will be to meet with a representative from HR within UAL. I will conduct a casual interview where the outcome will not be the interview text, but some rough drafts for flow charts and other visuals. I am looking to translate all the policy guidelines into something more visually engaging, easier to understand and finally empowering for workers to stand up together.