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Staff Guidance

Staff Guidance

Emergency Support

If it's an emergency and the crime is still taking place, call 999 and ask for the relevant emergency service. 

The emergency services will contact King’s security to make arrangements to come on to campus and alert them of the incident.    

If there is more than one person available to offer support at the scene, both the emergency services and security can be contacted. If this is not possible, the emergency services should always be called in the first instance.  

Greivance Procedures

Formal Resolution

Grievances may be raised by employees who have been bullied or harassed or who consider that another member of the King’s Community has been bullied or harassed. In addition, managers may engage the disciplinary procedures to deal with occurrences of bullying and harassment they become aware of. It is not necessary for a grievance to have been issued for a manager to take this step. The relevant policies are: 

Early Intervention

Early intervention is not obligatory and will not always be appropriate, but it can lead to a resolution where an honest and constructive conversation is possible. Such conversations may enable the person who experienced the bullying or harassment to explain how and why something was hurtful and enable the alleged bully or harasser to understand the consequences of their actions. If a member of the King’s Community believes they or another member of the King’s Community has been bullied or harassed, they may choose to: 

  • have an initial discussion with the alleged bully or harasser to raise their concerns;  
  • have an initial discussion with their own, or the alleged bully or harasser’s, line manager or supervisor to facilitate a constructive conversation or help address the situation; 
  • members of staff who do not feel comfortable approaching the relevant line manager or supervisor may ask for support from their HR People Partner; and  
  • students who do not feel comfortable approaching the relevant line manager or supervisor, may ask for support from a personal tutor or student adviser or, if this is not appropriate, from KCLSU’s Advice team.

Anonymous Disclosure Form

The Anonymous Disclosure Form allows staff, students and visitors to disclose incidents of bullying and harassment anonymously. 

Anonymous disclosure enables the identification of patterns and trends in bullying and harassment and informs preventative and proactive work across the university.

What is the Anonymous Disclosure Form?

If a member of the King’s community has been bullied or harassed or is concerned that another member of the King’s community has been bullied or harassed, there are mechanisms to report or disclose the incident detailed in the Dignity at King’s - Bullying & Harassment Policy. The Anonymous Disclosure Form is one of these mechanisms, and allows staff, students and visitors to disclose the incident/s anonymously.

Anonymous disclosure enables the identification of patterns and trends in bullying and harassment and informs preventative and proactive work across the university.

Who manages the Anonymous Disclosure Form?

The Anonymous Disclosure Form sits under the Senior Vice President Service, People & Planning and is administered by the Equality, Diversity and Inclusion (EDI) Team.

Who can use the Anonymous Disclosure Form?

You can use the Anonymous Disclosure Form to disclose incidents of bullying and harassment where at least one party is a member of the King’s community (staff, students and visitors).

What kind of incidents can you tell King’s about via the Anonymous Disclosure Form?

The Anonymous Disclosure Form allows any member of the King’s community to anonymously disclose an incident of bullying and harassment as per the Dignity at King’s - Bullying & Harassment Policy.  It was revised in October 2021 to include the ability to disclose microaggressions. The Form only contains closed questions (no free text), so inappropriate information that cannot be legally and safely handled such as individual names cannot be given. If you have already resolved the incident/s or made a formal report, disclosing it via the Anonymous Disclosure Form will still be helpful to allow the university to monitor trends in bullying and harassment and to inform proactive and preventative work. Incidents which occur online can include those which occur on Microsoft Teams, KEATS, e-mail, social media and any other online platforms. 

Why do we ask for diversity monitoring data?

King’s College London is committed to promoting a work and study environment free from discrimination and to advancing equality of opportunity for all its students and staff. To monitor our policies and practice and comply with the Equality Act 2010 we request that those who have experienced the incident/s of bullying and harassment complete these additional questions. However, providing this information is optional and you may skip any questions you do not wish to answer.

In summary reports diversity monitoring data will only be available in an aggregated form for the purposes of building a more comprehensive picture in terms of equality data. The General Data Protection Regulations (GDPR) require King's and all employers to protect all collected personal data.

The terminology in these questions is included based on best practice recommendations from Advance HE and Stonewall. More information on diversity monitoring data at King’s can be found on our Equality Analysis SharePoint site.

How does the Anonymous Disclosure Form help under-represented communities at King’s?

Following the recent update (Oct 2021), we hope to increase engagement with and understanding of the Anonymous Disclosure Form. In turn, we hope this will improve King’s ability to identify patterns and trends in bullying and harassment, and to better inform preventative and proactive work across the university. The Anonymous Disclosure Form allows users to indicate whether the incident/s of bullying and harassment may have been related to specific characteristics (including protected characteristics such as race, LGBTQ+ status, gender and disability among others). The Form now allows users to disclose microaggressions that research suggests are common and are more often experienced by underrepresented and marginalised communities.

How do we ensure you remain anonymous?

The Anonymous Disclosure Form is hosted on a Microsoft Form which is set to ‘anyone can respond’. It does not require you to sign in to access and does not collect your IP address or e-mail address. You won’t be asked for your name or contact details, and we cannot contact you following a disclosure. Advice has been sought from the Information Compliance Team, and we have mitigated the of risk of identifying individuals by removing or grouping roles/identities as well as faculties/directorates which may have smaller cohorts or numbers. If you have any further questions, please email diversity@kcl.ac.uk.

How is this data being used?

King’s is committed to promoting a work and study environment free from discrimination, and to advancing equality of opportunity for all its students and staff.  Our primary purpose in collecting information via the Anonymous Disclosure Form is to enable the identification of patterns and trends in bullying and harassment, and to inform preventative and proactive work across the university. Anonymous disclosure data is also used to monitor our policies and practice. All data collected is anonymous and is stored securely by the Equality, Diversity and Inclusion (EDI) Team. More information on how your data is used can be found in the Privacy Notice.

Why have we updated the Anonymous Disclosure Form?

King’s introduced the Anonymous Disclosure Form in 2017. The 2021 review and update of the King’s-wide Anonymous Disclosure Form aligns the mechanism with best practice in the sector. It supports our commitment to record microaggressions under the Race Equality Chartermark, a university-wide assessment of race equality and barriers to inclusion at King’s. The review also builds upon the successful IoPPN Bullying and Harassment Anonymous Reporting Pilot.

The IoPPN Bullying and Harassment Anonymous Reporting Tool aims to collect data at a suitably granular level to enable identification of patterns and trends in inappropriate behaviour at the IoPPN and better inform preventative and proactive work in addressing bullying and harassment. More information on the Pilot can be found on the IoPPN webpage.

By updating the King’s-wide Form we aim to collect information at a suitably granular level to identify patterns in bullying and harassment, and to allow disclosures to be analysed and insights shared with stakeholders around the university. In turn, this will improve King’s ability to use insights to better inform preventative and proactive work across the university.

We are aware that many universities use the Report + Support system for managing reports and disclosures of bullying and harassment. King’s is exploring procuring this the Report + Support system. In due course we may integrate the Anonymous Disclosure Form into that system but we must maintain a route for providing this information in the meantime.

Who has been consulted on the review and update of the Anonymous Disclosure Form?

A range of staff and student stakeholders from the Equality, Diversity & Inclusion Forum, Staff Networks, KCLSU representatives, HR People Partners, the Preventing and Addressing Sexual Harassment and Misconduct Committee and the Safeguarding Oversight Group, were asked for feedback on the updated Anonymous Disclosure Form in Summer 2021.

Are new directorates included in the Form?

In Autumn 2021 the Principal announced some changes to his senior team which will lead to some reconfiguration to the current structure of King’s.  The review to support the update of this form is based on the organisational structure in place in August 2021.  The Anonymous Disclosure Form will be updated to reflect changes in structure periodically.

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