It can be a difficult decision to come forward and report an incident of harassment, bullying, discrimination, or misconduct. There are many reasons that a person may not want to report what has happened to them at all. We understand that some individuals may wish to report, but may not wish to disclose their identity.
If you choose to report an incident anonymously, we will not collect any specific details or information that can identify you or other parties, therefore we will not be able to act on the information or respond to you in person.
The University will use the information you provide to inform our understanding of incidents within our community. Staff members reporting anonymously are strongly encouraged to access one of the many forms of support available both within and external to the university.
Please use the form below to report an incident anonymously to the University.
How will staff anonymous reporting data be monitored?
A member of the Human Resources Business Partner (HRBP) team will review incoming staff-related data via Formstack once per month. Where a pattern is observed (3 or more related submissions within a 1-2 month timeframe), the HRBP team member will:
- Discuss the pattern of submissions with the HRBP team to deduce whether the pattern relates to any ongoing cases or issues that have been raised directly with HR
- Discuss the pattern of submissions with the Mental Health First Aiders (MHFAs) Lead to deduce whether the pattern relates to any recent MHFA activity
- Where possible, consult with relevant stakeholder groups (i.e. EDI Network leads, Security team, Student Services team, etc.) to enquire whether they have heard about the incidents reported as part of the pattern. If so, the HRBP team member will ask those stakeholders to encourage individuals involved to have an informal chat with a member of HR so that adequate support can be provided to those affected.
Every year, the HRBP team member will meet with an Organisational Development (OD) team member to review data submitted via the form for that past year, alongside MHFA data, Employee Assistance Programme (EAP) data, and Exit questionnaire data to seek out any trends or areas of concern. These will influence the following year’s HR Operating Plan, helping identify any areas where HR needs to improve practice to better support employee wellbeing, support, and Equality, Diversity, and Inclusion (EDI-related ambitions. The annual data review will also provide an opportunity for HR and OD team members to review whether the anonymous reporting form and process are fit for purpose and make any changes or improvements as necessary.