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Harassment Advisory Network

The University recognises and values the contribution Harassment Advisors make both to the University and the welfare of its staff/students.


Harassment Advisors are staff and student representatives who have been specially trained to provide support if anyone feels they are being bullied or harassed in any way. Advisors will not be expected to resolve the issues but support employees/students to help empower them to take control of the situation, within an open and supportive culture.

The Harassment Advisory Network will meet three times a year to facilitate mutual support and share their experience for best practice.

Appointment of advisors

Harassment Advisors will be members of staff and a member of the Students' Union who volunteer to be part of the Harassment Advisory Network. Harassment Advisors are accountable to the Director of Human Resources. This role is carried out in addition to an employee's substantive post and therefore does not attract any further remuneration.


Harassment Advisers will receive training on how to support an employee/student who believes they may be suffering harassment, which will include understanding and developing active listening skills and how to advise on the options available to help them address the situation.

Harassment advisor's main duties and responsibilities

Person specification



Skills and knowledge


Personal qualities


What to do if approached by an employee/student who believes they are suffering from harassment

If an employee/student approaches you for advice you should:

What to do if asked to support an alleged harasser

If a formal allegation of harassment is made, the alleged harasser may approach an Advisor for support. In this situation as an Advisor you must not pre-judge the situation and reassure the individual that they will be given the opportunity to respond fully to the complaint. The alleged harasser will be provided with a copy of the complaint. Again as an Advisor you should:

What to do/what not to do

What to do What not to do
Remain calm, but show concern. Ensure the member of staff/student that they have done the right thing by sharing the problem and that they are not to blame Do not panic or over-react. Try not to appear shocked, upset or angry
Listen to the employee/student and ask them what they want to do Do not tell the employee/student what to do
Provide the employee/student with information on the options available. Do not make the decision for the employee/ student
Support the employee/student with the decision they make Do not try and deal with the situation yourself
Keep the information shared with you confidential unless there is a risk to other staff and/or students Do not tell work colleagues about the conversation