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<b><span style="font-size: 11pt; font-family: Arial, sans-serif;"><o:p> </o:p></span></b></p>
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<b><span style="font-size: 11pt; font-family: Arial, sans-serif;"><o:p> </o:p></span></b></p>
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<span style="font-size: 11pt; font-family: Arial, sans-serif;">Hello everyone, <o:p>
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<span style="font-size: 11pt; font-family: Arial, sans-serif;"><o:p> </o:p></span></p>
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<span style="font-size: 11pt; font-family: Arial, sans-serif;">As you may remember, DiGRA UK has diversity and inclusion officers.</span></p>
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<span style="font-size: 11pt; font-family: Arial, sans-serif;">Until recently, however, we did not have any policies. </span></p>
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<span style="font-size: 11pt; font-family: Arial, sans-serif;">So, we have drafted some. </span></p>
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<span style="font-size: 11pt; font-family: Arial, sans-serif;"></span><span style="font-size: 11pt; font-family: Arial, sans-serif;">Here they are. </span><span style="font-family: Arial, sans-serif; font-size: 14.6666669845581px;">Feedback off list or otherwise,
is welcome.</span></p>
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<span style="font-size: 11pt; font-family: Arial, sans-serif;">The first addresses bullying and harassment. </span></p>
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<span style="font-size: 11pt; font-family: Arial, sans-serif;">The second focuses on diversity and inclusion. <o:p></o:p></span></p>
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<span style="font-family: Arial, sans-serif; font-size: 11pt;">These have been seen and </span><span style="font-family: Arial, sans-serif; font-size: 11pt;">OK'd by DiGRA president, Mia Consalvo.</span></p>
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<span style="font-size: 11pt; font-family: Arial, sans-serif;"><o:p> </o:p></span></p>
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<span style="font-size: 11pt; font-family: Arial, sans-serif;">Diane</span></p>
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<span style="font-size: 11pt; font-family: Arial, sans-serif;">Diane Carr</span></p>
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<span style="font-size: 11pt; font-family: Arial, sans-serif;">UCL IOE </span></p>
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<font face="Arial, sans-serif"><span style="font-size: 14.6666669845581px;"><a href="https://playhouse.wordpress.com/" id="LPlnk342480" title="https://playhouse.wordpress.com/
Ctrl+Click or tap to follow the link">https://playhouse.wordpress.com/</a></span><br>
</font><span style="color: rgb(0, 0, 0); font-size: 11pt; font-family: Arial, sans-serif;"> </span></p>
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<span style="font-size: 11pt; font-family: Arial, sans-serif;"><o:p> </o:p></span></p>
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<span style="font-size: 11pt; font-family: Arial, sans-serif;"><b>UK DiGRA policy and procedures for addressing bullying and harassment (draft) </b></span></p>
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<span style="font-family: Arial, sans-serif; font-size: 11pt;">June/July 2015, </span>
<span style="font-family: Arial, sans-serif; font-size: 11pt;">Alison Gazzard, Diane Carr, </span><span style="font-family: Arial, sans-serif; font-size: 11pt;">Alison Harvey</span></p>
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<span style="font-size:11.0pt;font-family:"Arial",sans-serif;color:#212121"><o:p> </o:p></span></p>
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<span style="font-family: Arial, sans-serif; font-size: 11pt;">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.</span><br>
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<b><span style="font-size: 11pt; font-family: Arial, sans-serif;"><o:p> </o:p></span></b></p>
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<b><span style="font-size: 11pt; font-family: Arial, sans-serif;">Policy</span></b><span style="font-size:11.0pt;font-family:"Arial",sans-serif;color:#212121"><o:p></o:p></span></p>
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<span style="font-size: 11pt; font-family: Arial, sans-serif;"><o:p> </o:p></span></p>
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<span style="font-size: 11pt; font-family: Arial, sans-serif;">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. <o:p></o:p></span></p>
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<span style="font-size: 11pt; font-family: Arial, sans-serif;"><o:p> </o:p></span></p>
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<span style="font-size: 11pt; font-family: Arial, sans-serif;">If that's not an option, please use the following policy as a reference, and read these succinct definitions: </span><span style="font-size:11.0pt;font-family:"Arial",sans-serif;
color:#212121"><o:p></o:p></span></p>
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<span style="font-size: 11pt; font-family: Arial, sans-serif;"><a href="http://www.ucl.ac.uk/hr/docs/dignity-at-work.php" target="_blank" title="http://www.ucl.ac.uk/hr/docs/dignity-at-work.php
Cmd+Click or tap to follow the link">http://www.ucl.ac.uk/hr/docs/dignity-at-work.php</a></span><span style="font-size:11.0pt;font-family:"Arial",sans-serif;color:#212121"><o:p></o:p></span></p>
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<span style="font-size: 11pt; font-family: Arial, sans-serif;"><o:p> </o:p></span></p>
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<b style="font-size: 12pt;"><span style="font-size: 11pt; font-family: Arial, sans-serif;"><o:p> </o:p></span></b><br>
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<b><span style="font-size: 11pt; font-family: Arial, sans-serif;">Procedures<o:p></o:p></span></b></p>
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<span style="font-size:11.0pt;font-family:"Arial",sans-serif;color:#212121"><o:p> </o:p></span></p>
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<span style="font-size: 11pt; font-family: Arial, sans-serif;">The following move from immediate and informal, to more formal and mediated responses should they become necessary. <o:p></o:p></span></p>
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<span style="font-size:11.0pt;font-family:"Arial",sans-serif;color:#212121"><o:p> </o:p></span></p>
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<span style="font-size: 11pt; font-family: Arial, sans-serif;">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. </span></p>
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<span style="font-size: 11pt; font-family: Arial, sans-serif;"><o:p> </o:p></span></p>
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<span style="font-size: 11pt; font-family: Arial, sans-serif;">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. <o:p></o:p></span></p>
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<span style="font-size:11.0pt;font-family:"Arial",sans-serif;color:#212121"><o:p> </o:p></span></p>
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<span style="font-size: 11pt; font-family: Arial, sans-serif;">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. <o:p></o:p></span></p>
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<span style="font-size:11.0pt;font-family:"Arial",sans-serif;color:#212121"><o:p> </o:p></span></p>
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<span style="font-size: 11pt; font-family: Arial, sans-serif;">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. <o:p></o:p></span></p>
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<span style="font-size:11.0pt;font-family:"Arial",sans-serif;color:#212121"><o:p> </o:p></span></p>
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<span style="font-size: 11pt; font-family: Arial, sans-serif;">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. </span><span style="font-size:11.0pt;font-family:"Arial",sans-serif;color:#212121"><o:p></o:p></span></p>
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<b><span style="font-size: 11pt; font-family: Arial, sans-serif;"><o:p> </o:p></span></b></p>
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<b><span style="font-size: 11pt; font-family: Arial, sans-serif;">DiGRA UK Diversity and Inclusion statement</span></b><span style="font-size:11.0pt;
font-family:"Arial",sans-serif;color:#212121"><o:p></o:p></span></p>
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<b><span style="font-size: 11pt; font-family: Arial, sans-serif;"> </span></b><span style="font-size:11.0pt;font-family:"Arial",sans-serif;
color:#212121"><o:p></o:p></span></p>
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<span style="font-size: 11pt; font-family: Arial, sans-serif;">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 </span><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(33, 33, 33); background-image: initial; background-attachment: initial; background-size: initial; background-origin: initial; background-clip: initial; background-position: initial; background-repeat: initial;">Michael
De Anda</span><span style="font-size: 11pt; font-family: Arial, sans-serif;">). </span><span style="font-size:11.0pt;font-family:"Arial",sans-serif;color:#212121"><o:p></o:p></span></p>
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<span style="font-size: 11pt; font-family: Arial, sans-serif;"><o:p> </o:p></span></p>
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<span style="color: rgb(0, 0, 0); font-size: 11pt; font-family: Arial, sans-serif;">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. </span></p>
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<span style="color: rgb(0, 0, 0); font-size: 11pt; font-family: Arial, sans-serif;">About Different Games: </span><font face="Arial, sans-serif"><span style="font-size: 14.6666669845581px;"><a href="http://www.2015.differentgames.org/" id="LPlnk335735">http://www.2015.differentgames.org/</a></span><br>
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<span style="font-size: 11pt; font-family: Arial, sans-serif;"></span><span style="font-family: Arial, sans-serif; font-size: 11pt;">Their most recently drafted inclusivity statement: </span></p>
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<span style="font-size: 11pt; font-family: Arial, sans-serif;"><a href="http://www.2015.differentgames.org/wp-content/uploads/2015/07/DifferentGamesInclusivityStatement.pdf">http://www.2015.differentgames.org/wp-content/uploads/2015/07/DifferentGamesInclusivityStatement.pdf</a><o:p></o:p></span></p>
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<span style="font-size:11.0pt;font-family:"Arial",sans-serif;color:#212121"> <o:p></o:p></span></p>
<p class="MsoNormal" style="color: rgb(0, 0, 0); margin-bottom: 0.0001pt;"><span style="font-family:"Arial",sans-serif"><o:p> </o:p></span></p>
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