If you think you are being harassed at work, then it is important that you raise this with an appropriate person within the university so that the matter can be resolved. It is not your responsibility to stop the behaviour, but we need to know that there is an issue to be able to respond accordingly. There are different options open to you as described below.
Informal resolution
You might decide to address the issue directly with the person who is harassing you. You could consider using the following 'Situation-Behaviour-Impact' model:
- Situation: you outline the situation you're referring to, so that the context is clear and specific. " When we were...."
- Behaviour: you discuss the precise behaviour that you want to address. "I noticed you....."
- Impact: finally, you highlight the impact of the person's behaviour on you. "And it made me feel..."
Addressing the matter with the person directly (either orally or in writing is fine) and telling them how you feel may mean that the behaviour stops particularly if the person was unaware that they were having this effect on you.
The key is to focus on specific examples and how it makes you feel rather than trying to assign to them a motivation for their behaviour.
You might decide to contact a trusted colleague (or a Trade Union Representative if you’re a member) on a confidential basis to get their advice or ‘sound them out’ on what you plan to do. You can also contact an HR adviser or speak to your line manager.
The key is to focus on specific examples and how it makes you feel rather than trying to assign to them a motivation for their behaviour.
You might decide to contact a trusted colleague (or a Trade Union Representative if you’re a member) on a confidential basis to get their advice or ‘sound them out’ on what you plan to do. You can also contact an HR adviser or speak to your line manager.
Mediation
Workplace mediation is potentially a good way to resolve workplace conflict between individuals in a less confrontational way than via a formal route. It is most effective where it is used early on and before the parties become too entrenched in their positions and/or before the relationship between the parties has broken down irretrievably. It will not be appropriate for all instances of harassment or bullying. Please access information on Mediation to find out more.
Formal resolution
You may want to raise a formal grievance, but, if appropriate, we would normally encourage you to try informal resolution first. You may wish to look at the grievance policy to help decide if this is a route you wish to take.
For more detailed information on these options please access our Employee Information pages