[DiGRA UK] UK DiGRA policies

[Diane Carr]

Hello everyone,



As you may remember, DiGRA UK has diversity and inclusion officers.

Until recently, however, we did not have any policies.

So, we have drafted some.

Here they are. Feedback off list or otherwise, is welcome.

The first addresses bullying and harassment.

The second focuses on diversity and inclusion.

These have been seen and OK'd by DiGRA president, Mia Consalvo.



Diane


Diane Carr

UCL IOE

https://playhouse.wordpress.com/










UK DiGRA policy and procedures for addressing bullying and harassment (draft)


June/July 2015, Alison Gazzard, Diane Carr, Alison Harvey



The purpose of this document is to ensure that DiGRA UK has a policy in place should incidents of bullying or harassment occur, and procedures to respond.



Policy



DiGRA UK members must adhere to the anti-bullying and anti-harassment policies of their employers or institutions. Employers and institutions have a legal responsibility to protect staff, students and employees from harassment and discrimination.



If that's not an option, please use the following policy as a reference, and read these succinct definitions:

http://www.ucl.ac.uk/hr/docs/dignity-at-work.php





Procedures



The following move from immediate and informal, to more formal and mediated responses should they become necessary.



Step 1.Informal and immediate. Let the person know that you want them to stop the behaviour that is causing the problem. See the above UCL guidelines for suggestions of how to manage this kind of situation - for both people involved. If this doesn't work, or if it does not feel feasible or safe, go to Step 2.



Step 2. Informal and mediated support from peers: At this stage, independent mediator/s becomes involved at your request, and if necessary inform the person concerned that something they are doing is regarded as a problem, that it falls within definitions of harassment or bullying, and asks them to stop. If this is your situation, you can contact Diane Carr, Alison Harvey and/or Alison Gazzard. Mediators may need to confer but otherwise this would remain confidential.



Step 3. A panel will review your complaint if still unresolved. We suggest the panel might consist of 2 board members and two non-DiGRA colleagues. The panel can put interim measures in place.



Step 4. If the complaint is upheld by the panel, a notice will be passed back to UK DiGRA board, who will then confer with at least 2 members of the main DiGRA board to determine if contacting the member's institution or employer is warranted.



5. If the UK laws on harassment are being broken, Steps 1-4 are bypassed and the matter is handed over directly to relevant agencies.






DiGRA UK Diversity and Inclusion statement



Rather than generating a new statement we'd like to direct members to the work that has been done by the Different Games team (including Sarah Schoemann, Laine Nooney and consultant Tim Johnstone, and Michael De Anda).



It's easier for us (!) but it is also a chance to promote their work and to indicate our support for their approach, which acknowledges - among other things - that such statements will be always be a work-in-progress.


About Different Games: http://www.2015.differentgames.org/


Their most recently drafted inclusivity statement:

http://www.2015.differentgames.org/wp-content/uploads/2015/07/DifferentGamesInclusivityStatement.pdf




________________________________
UCL Institute of Education: Number 1 worldwide for Education, 2015 QS World University Rankings www.ucl.ac.uk/ioe
-------------- next part --------------
An HTML attachment was scrubbed...
URL: http://mail.digra.org/pipermail/uk/attachments/20150714/435b63e4/attachment-0001.html