The role of union reps
[ch 5: page 44]A union rep can provide a reassuring presence for the complainant. Members who have taken the decision to come forward can feel frightened or nervous, or experience feelings of shame and embarrassment. This could be the first time they have discussed the issue with anyone and they will need reassurance that they are in no way to blame.
It is essential that all reps undergo training to understand discrimination issues and what harassing behaviour and its impacts are. The training should also cover how best to support and represent members in cases of harassment, ensuring they are dealt with sensitively and confidentially (see page 39 for examples of trade union training on sexual harassment for reps).
A union may find that they have to represent the victim (see pages 44-46) and the alleged perpetrator (see pages 46-51) and should have a clear policy in place to deal with this.
The EHRC guidance emphasises: “Employers must inform the complainant and the alleged harasser of their statutory right to be accompanied to formal grievance hearings by a trade union representative or colleague.” They should also consider extending this right to other meetings, such as investigation meetings.