A message from Roger

The UCU general secretary ballot result has now been declared and Sally Hunt has been elected. The union and our members face major and difficult challenges from employers and government in almost every aspect of our working lives. The turnout was just 13.9 per cent which in itself suggests the scale of the challenge the union faces. I wish Sally Hunt very well in meeting those challenges. To meet them successfully will require a clear strategic vision and a determined articulate response which members can have confidence in and ownership of. I will seek to play my part in ensuring that is the case through my continuing role as Head of Equality and Employment Rights Finally I would like to sincerely thank the hundreds of members who sent messages of support and campaigned during the election.

Tuesday 30 January 2007

Saturday 27th January 2007

Big Brother, bullying and post 16 education

“Bullying appears to be an acceptable form of management in our college. What would you do about it if you became general secretary?”

Lynne, Manchester FE lecturer

The Health and Safety Executive estimates that bullying costs UK employers 80 million lost working days and £2 billions in lost revenue

Bullying is widespread in post 16 education. Numerous surveys including the most recent UCU stress at work survey (Link to press release) have demonstrated how widespread it is. Bullying is incompatible with a collegial management or a learning environment.

Some managers seem to think that Rambo style management is effective. The growing climate of fear amongst senior management, especially in further education, makes it likely that such practices will increase unless challenged.

As head of equality and employment rights I have ensured we have developed a range of work around bullying.

Firstly, your employer should have a Bullying and Harassment Policy or Dignity at Work Policy. UCU’s web site at www.natfhe.org.uk/?entityType=Document&id=150 has a model policy. We want every employer to agree such a policy with UCU.

Secondly, a bullying culture is a breach of the Health and Safety Executive Management Standards for Stress (www.hse.gov.uk). A survey – jointly with management if possible - using the HSE model survey will confirm the scale of bullying and which departments are especially bad.

Thirdly when individuals feel they are being bullied they must start to record what is happening and alert their local representative. It is very unlikely that such individuals are the only ones being bullied.

Finally, bullying often has discriminatory overtones linked to gender, ethnicity, sexual orientation, disability and so on. Whilst it remains very difficult to pursue bullying cases through the courts, the link with discrimination may make it easier to force your employer to act in case legal action is taken. However it is much, much better to take these issues up collectively if possible rather than assume there is easy legal redress.
An excellent guide to tackling bullying at work, co-sponsored by UCU has just been published by the Equality challenge Unit, on whose board I sit. It can be downloaded at www.ecu.ac.uk .
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A trade unionist all his working life. An activist and a proud campaigner, Roger has consistently worked to defend human rights of workers. As the leader of the Equality and Employment Rights team in the newly formed UCU he continues to unite the movement around equality and keep employment rights at the top of the agenda.