Reporting an incident

The organisation’s Harassment and Bullying Policy (PP17) outlines a number of avenues that a colleague can lean on to report any incident of unacceptable behaviour, inclusive of discrimination, harassment, bullying and victimisation.

While this website area aims to provide more targeted advice centred around reporting and responding to the unique experience you have had, it should be noted that there are multiple avenues for reporting any kind of incident which will always be accessible.

Amongst the avenues available for you to report an incident include:

• Your line manager
• The Freedom to Speak Up Guardian (Tracy Healy)
• The Equality, Diversity and Inclusion Manager (Kuldip Sohanpal)
• A People and OD Team representative
• A Staff Side representative
• A professional organisation representative

Accessing Support

Also outlined within the organisation’s Harassment and Bullying Policy (PP17) are a number of avenues of support for colleagues following any instance of unacceptable behaviour, inclusive of discrimination, harassment, bullying and victimisation.

Amongst these avenues include:

• Your line manager, supervisor, or anyone else in a leadership role.
• Your trade union representative or Staffside
• The Equality, Diversity and Inclusion Manager (Kuldip Sohanpal)
• The Freedom to Speak Up Guardian (Tracy Healy)
• Members of the OD Team, who can also offer services including mediation and coaching if desired
• The Occupational Health and Wellbeing Team, including its Counselling service
• The organisation’s Staff Networks (LGBT+, Disability, GEM)
• Mental Health Diffusers and Mental Health First Aiders

Colleagues may also wish to note that psychological support services can be accessed through the Occupational Health team. To learn more about this, please visit our Counselling page.

Further steps

There are also a number of additional or complementary steps you may wish to take if you have experienced an incident of harassment on the basis of your personal or protected characteristics. These steps may also be of relevance if you have witnessed an incident, as this can have significant impact on you.

• Talk to a colleague or your line manager about your concerns and the impact that it may have had on you and your wellbeing.
• Contact the BMA if you’re a doctor, your union irepresentative if you are in one or staff support networks for further advice and wellbeing support.
• Raise your concern through one of the reporting routes listed above, reminding the organisation of its responsibility to protect you from abuse in line with the Harassment and Bullying Policy (PP17).
• Where no action is taken, consider making a complaint through the grievance procedure. To find more information about this, please download the latest copy of the Grievance Policy, PP02, from Pandora. You can also seek advice on how to do this through the People & OD Team, your union representatives or organisations like the BMA.
• Document all incidents with dates, times, people involved and actions taken.