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Harassment Prevention Advisor Job Description

Updated: Jun 20

Job Role-Harassment Prevention Advisor Job Description

To prevent and respond effectively to bullying and harassment, will develop institutional strategy, design and implement interventions and provide expert advice and support to individual departments.






Will be part of a wider team of Equality, Diversity and Inclusion advisors, and reporting to the Head of Equality and Diversity.


Each advisor in the team has a particular area of expertise and focus, and is also expected to have a good grasp of equality and other relevant legislation and excellent knowledge of EDI good practice.


The EDU works closely with colleagues to develop strategies, policies and interventions that are effective and are compliant with current legislation and will contribute to lasting cultural change.


The role will require collaboration across a number of teams and departments and will be an excellent communicator, with a strong ability to build relationships and influence others.


Key Responsibilities-Harassment Prevention Advisor Job Description



· Develop and implement a strategy to strengthen the application of harassment policy and procedures, including through:


o effective communication of the policy and procedure to improve their profile across the business and build trust, with the aim of encouraging higher levels of reporting


o training for all staff on what constitutes harassment and victimisation and what to do if they experience or witness it


o targeted training, induction materials and resources for those in leadership and management positions to ensure they understand their responsibilities and build their capacity to handle complaints effectively, including those involving specific forms of harassment (e.g. racial harassment)


o raising awareness and reducing the incidence of ‘micro-aggressions’ or subtle forms of harassment and discrimination.


· Investigate and manage the introduction of an online reporting tool, ensuring that it is targeted and action-oriented, and enables users to access appropriate support.


· Work with the EDU’s Harassment Administrator to develop and strengthen the

Harassment Advisory Service and network of Harassment Advisors.

· Work in collaboration with departments and divisions to develop and pilot a toolkit to support departments to diagnose local causes, prevent harassment and promote an inclusive culture.



· Provide expert advice to colleagues to ensure that the organisation meets its obligations as an employer and its duties under the Equality Act 2010 with regard to protecting its staff from harassment.


· Develop external relationships, including with other HEIs and sector partners, to identify opportunities to learn from, work collaboratively with and influence others on harassment issues.


· Possible line management of one other member of staff and / or of interns.


· Follow policies, including Equality Policy, and actively seek to embed and promote the principles of equality, diversity and inclusion in all areas of the business


Undertake other project work or appropriate duties on occasion to support the work of the Equality and Diversity Unit.


Knowledge Skills Experience and Responsibilities-Harassment Prevention Advisor Job Description



Essential

1. In-depth knowledge and substantial experience of anti-harassment policy and practice, with proven ability to develop and implement strategies, policies and interventions to prevent and respond to incidences of bullying and harassment.


2. Up-to-date knowledge of the legal framework, including the Equality Act 2010 and other relevant legislation, and the organisation's responsibilities in relation to them.



3. Excellent interpersonal skills, including the ability to build relationships and networks, to work collaboratively, and to motivate, engage and influence others, to achieve change at all levels.


4. Ability to communicate sensitively, tactfully and persuasively about harassment issues, with individuals at different levels of seniority within the business and externally, and to manage challenge and conflicting points of view constructively.


5. Excellent written communication skills, in particular the ability to draft clear, succinct and relevant material (such as briefings, reports, policy documents and practical resources), and the ability to make issues accessible to a non-specialist audience.


6. Experience of developing and delivering specialist training on preventing and responding to harassment.


7. An understanding of the challenges of and opportunities for achieving change within a large, complex institution.


8. Project management skills, including the ability to work independently in a complex environment and excellent time management, with the ability to deal with deadlines and manage conflicting demands.


9. Experience of using quantitative and qualitative data to determine organisational priorities, inform practical policy development, and monitor the progress and impact of initiatives.


10. Commitment to role modelling good practice in EDI and to actively promoting an inclusive work environment.





Desirable selection criteria

1. Experience of working in the respective business and/or an understanding of the particular issues relating to harassment in business.


2. Knowledge of broader EDI issues, including an understanding of issues of intersectionality and of the impact of harassment on different protected groups.


3. Experience of using a range of media, including social media, to communicate information and resources around anti-harassment.

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