Contact officers/anti-harassment counsellors

Policies should include the designation of independent people to provide help and support for those being bullied and harassed. This is because employees often have difficulty raising these issues, maybe because it is their manager who is doing the bullying or harassing, or because the range of feelings they experience make it hard for them to speak to their employer or even their union rep about the problem.

UNISON proposes that policies include an independent contact officer — sometimes known as a Dignity at Work officer — to provide sympathetic advice and assistance to employees who believe they have been, or are being bullied, including help with the procedures for making a complaint.

Some NHS Trusts have introduced Dignity at Work champions. However, employees should not feel obliged to refer their complaints to a nominated officer; nor should employees who speak to the nominated officer feel obliged to take any further action.

Trade union reps responding to an LRD survey in 2004 supplied us with examples of good practice. For example, food manufacturer Fox’s advertises “listeners” who can be contacted in confidence for support and advice on what workers can do if they experience harassment.

Those working as contact or harassment officers must be fully trained in how to carry out their role. The training should also be available to union reps.