[DiGRA UK] UK DiGRA policies

[Esther MacCallum-Stewart]

Great work - thanks :)

Esther

On Tue, Jul 14, 2015 at 12:33 PM, Diane Carr <D.Carr at ioe.ac.uk> wrote:

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> Hello everyone,
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> As you may remember, DiGRA UK has diversity and inclusion officers.
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> Until recently, however, we did not have any policies.
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> So, we have drafted some.
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> Here they are. Feedback off list or otherwise, is welcome.
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> The first addresses bullying and harassment.
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> The second focuses on diversity and inclusion.
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> These have been seen and OK'd by DiGRA president, Mia Consalvo.
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> Diane
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>  Diane Carr
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> UCL IOE
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> https://playhouse.wordpress.com/
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> *UK DiGRA policy and procedures for addressing bullying and harassment
> (draft) *
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>  June/July 2015, Alison Gazzard, Diane Carr, Alison Harvey
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> 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.
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> *Policy*
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> 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.
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> If that's not an option, please use the following policy as a
> reference, and read these succinct definitions:
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> http://www.ucl.ac.uk/hr/docs/dignity-at-work.php
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> *Procedures*
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> The following move from immediate and informal, to more formal and
> mediated responses should they become necessary.
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> 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.
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> 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.
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> 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.
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> 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.
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> 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.
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> *DiGRA UK Diversity and Inclusion statement*
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> 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
> ).
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> 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.
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>  About Different Games: http://www.2015.differentgames.org/
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>  Their most recently drafted inclusivity statement:
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> http://www.2015.differentgames.org/wp-content/uploads/2015/07/DifferentGamesInclusivityStatement.pdf
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> ------------------------------
> UCL Institute of Education: Number 1 worldwide for Education, 2015 QS
> World University Rankings www.ucl.ac.uk/ioe
>
> _______________________________________________
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>
>


-- 


Dr Esther MacCallum-Stewart

Research Fellow (Digital Cultures Research Centre, UWE).
Secretary, Dublin 2019 Worldcon Bid.
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