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  • Self-help – it may be that the situation is resolvable between the involved parties without facilitated resolution conversations or more formal support. Try to have an open conversation with the person (or people) involved, and you could also try reaching out to others within your department or team for support – for example, your line manager or supervisor, HR, student support staff, senior leaders, or mentors.
  • Report + Support for staff – from January 2024, the Report + Support tool will be available for University staff. Managed by the University’s Harassment Advisory Service, the tool will offer a new option for staff to tell the University about an incident or concern of bullying or harassment that they (or someone they know) has experienced or witnessed. It will also offer information about support and advisory services, and complement the existing ways for staff to access a Harassment Advisor in their department or faculty, or through the Harassment Line. More information to follow.
  • Facilitated HR conversations – you can contact your departmental or local HR team to request a facilitated conversation.
  • Formal complaint – making a formal complaint is an available option, and in some cases, this is the most appropriate step. Depending on the circumstances, you may wish to try informal measures before or alongside making a formal complaint. For more information, visit the complaints procedure against staff and complaints procedure against students webpages.