As an employer we know that any form of harassment is never acceptable and should never be tolerated. We will do all we can to take action against it, prevent it and support anyone affected.
We want every member of our staff community to feel heard, safe, supported, and have full confidence in relying on the systems designed to protect them and to help them report any incidents. UCL supports options for both informal and formal resolution of concerns by staff members. HR cannot provide support if the reported party is a student (please refer to student casework team for reports involving student misconduct).
A dedicated team within UCL's Employee Relations team review and respond to all staff reports, following up with staff who have provided contact details to help identify what support/next steps are required. Where a report requires formal investigation the report, the Employee Relations team will support UCL management to initiate any next steps.
If informal resolution is appropriate or the staff member wishes to discuss wider options, this will be sent to the HR People Partnering team to support the staff member. The HR people partnering team are assigned to different departments/areas of UCL so they will have knowledge of the environment in which you work.
Anonymous reports are also passed to HRPPs for an oversight on their respective departments, though no contact is possible with the anonymous reporter, unless the two-way messaging service is enabled, and limited action can be taken.
You can find your area HRPP here through UCL single sign-on.
Please note that HR and ER are unable to provide advocacy which means that HR/ER will not be able to provide representation for you during any formal processes. UCL recognises three trade unions- UCU, Unite and Unison who can advocate on your behalf should you need advocacy support. Further independent advice on workplace rights and responsibilities can be found on ACAS website.