Manchester Metropolitan University
Promoting Equality and Valuing Diversity
Anti-Bullying & Harassment Adviser Job Role
Job Title:
Anti-Bullying & Harassment (B&H) Adviser
Reports to:
Anti B&H Advisers (ABHA) Network, Organisation Development,
Training & Diversity and the Diversity & Equal Opportunities
Committee (DEOC).
Purpose of the Job:
To raise awareness of the University’s Bullying & Harassment in
the Workplace Policy; to advise complainants of the role of ABHA
and of the courses of action available to them. To identify and refer
serious allegations to the appropriate University authority.
Remuneration:
Voluntary role
Background
The University has a duty of care for staff and is committed to maintaining a professional working,
and learning environment that is free from any form of bullying & harassment. The Anti-B&H Advisers
play a vital role in promoting this. The role of the ABHA is voluntary and unpaid. The University
recognises and appreciates the value of the contribution of this role and reasonable time off normal
duties to fulfil this function will be given. They will receive special training in issues of discrimination,
dignity at work, harassment and bullying.
Duties of the post
The Anti-Bullying & Harassment Adviser will:
1.
Provide a confidential listening service to the members of staff at MMU who feel they may be
being harassed/bullied1, to clarify the options open to them and to assist them in resolving the
matter informally where possible.
2.
Provide advice and information to individuals or groups on the courses of action available to
them if they believe themselves to be the subject of or have been accused of harassment or
bullying
3.
Provide appropriate support where required and assist an individual or group in proceeding
with a complaint
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This could be a complaint about the behaviour of an individual or groups of people who are working, studying
or visiting the University (this may be staff, student, visitor, contractor and another third party).
4.
Acting as an intermediary, as appropriate, between parties and where possible achieving
conciliation by suggesting workable solutions (at an informal stage only). This may include
discussing with the individual what s/he may wish to say or write to the person whom s/he
considers has harassed or bullied/her/him; accompanying the individual to speak to the alleged
harasser or accompanying the individual to seek guidance from a senior manager. (This list is
not exhaustive, but includes empowering and supporting the individual rather than
representation)
5.
To maintain summary records of any action taken in relation to cases and to store them in
conditions of strict confidence. To complete and return appropriate equality monitoring
information after completion of a case to the Equality & Diversity (E&D) Officer. The ABHA
Network and E&D Officer will monitor these cases and their outcomes, but these records will
be stored in the strictest confidence.
6.
Seek advice and guidance from members of the ABHA Network when required. To act as
‘buddy’ to another ABHA for the purposes of mutual support and the seeking of solutions to
difficult situations.
7.
Identify cases where the University has an obligation to protect and refer those cases to HR as
appropriate
8.
Raise awareness of the Bullying & Harassment in the Workplace Policy and the support
available
9.
Be aware of other services which can offer counselling or practical and legal advice
10.
To attend training in relation to the MMU Bullying and Harassment in the Workplace Policy and
the role of the ABH Advisor and to participate in the regular sharing of experience and good
practice in order to develop skills and experience relevant to the role.
11.
There will be 4 meetings annually to discuss ongoing cases. It is expected that ABHAs will
attend at least 3 of the meetings in order to keep up to date with information and changes.
12.
Act as a source of information and guidance on how to deal with bullying & harassment issues
to Heads of Departments and other line managers.
13.
Be prepared to spend a reasonable, but not unlimited, time in dealing with cases.
14.
To contribute where possible to initiatives aimed at combating bullying & harassment and
raising awareness of the problem.
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Essential Experience, Skills and Attributes of the Postholder:
The person appointed must have:

Experience of working with staff from diverse cultural backgrounds

Excellent listening and interpersonal skills with an approachable style.

Have a high degree of motivation and confidence to provide a support role to members of staff

The ability to deal with disclosures sensitively and maintain confidentiality in accordance with
existing policy

The ability to deal objectively with, at times, very distressing situations

A clear commitment to equality of opportunity in the workplace

No particular seniority, status, educational, or professional qualifications are required.
ABHA Training
Please note that training will be given in this role and advisors must attend initial
training prior to undertaking the role. Refresher training will also be made available on
a regular basis, and the expectation is that advisors will also attend these sessions
whenever possible.
The initial training will be delivered over two days and is planned to take place
on Thurs 11th and Friday 12th November – if you are unable to attend on these
dates, then we shall put you on a waiting list for the next round of recruitment.
ABHA Website
The names and work phone numbers of the Harassment Advisors are published on the
MMU staff website and individual members of staff may contact any of the Advisors if
they wish to seek advice.
The University greatly values the contribution of Harassment Advisors to the
life of MMU and the welfare of its staff. If you would be interested in
volunteering for this role please contact Mona Patel, the Equality & Diversity
Officer at Mona.patel@mmu.ac.uk or call ext. 3301
Revised 3rd September 2010
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