and harassment at work

Challenging bullying and harassment at work
d. Ensure that any actions taken to reduce the effects of harassment and bullying
take into account the sensitivities concerned in relation to LGBT members
e. Highlight and publicise campaigns by branches where members face bullying or
where reasonable adjustments to timetables, workload and other policies and
procedures are withheld or refused
f. To organise a national 'no harassment here' day of action alongside NUS and
other campus unions if possible.
It is against this backdrop that we have produced this guidance which also
supports our updated guide on ‘Stopping bullying and harassment at work’, to
give support, advice and signposting to members and reps alike on what can be
done to prevent further bullying and harassment at work.
Equality and participation
To help deliver the equality agenda of the union, we have a national team of staff with
expertise and involvement in the whole equality agenda. They work to implement the
policies and priorities determined by members through our democratic lay structures. Our
team challenges inequality in the workplace and wider society, challenges discrimination
on all levels, formulates policies and responds to consultations from a variety of stakeholders
including the Government.
UCU represents and supports all its members. Our structures serve to ensure that members
who self-identify as black, disabled, LGBT or female are given a voice. We use the term
‘black’ in a political sense to refer to people who are descended, through one or both
parents, from Africa, the Caribbean, Asia (the middle-East to China) and Latin America.
It refers to those from a visible minority who have a shared experience of oppression. The
word is used to foster a sense of solidarity and empowerment.
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