After consulting with a range of stakeholders, including Staff Networks and campus unions, it was identified that the approach to dispute resolution at the University needs to be people focused and less adversarial, with more accessible and compassionate routes to raise and resolve workplace disputes.
There was also particular emphasis on how institutional racism occurs in the existing grievance process, and that current training and guidance on grievances does not adequately cover issues of race and racism specifically and protected characteristics.
The review was conducted by the Dispute Resolution and Grievance Review Steering Group: James Esson (Reader in Human Geography), Miranda Routledge (Director of Planning) and Anne Lamb (Director of Human Resources).
The Steering Group has published a report on the review; it summarises key findings and conclusions as well as making a number of recommendations. This has been endorsed by Human Resources Committee. The Steering Group believes that if the recommendations are implemented, there will be a more accessible, transparent, and supportive dispute resolution culture within the University.
Additional resource has been approved by the Operations Committee, and a draft action and implementation plan has been created based on the recommendations. An Equality Impact Assessment will be undertaken on the proposed recommendations, and the action and implementation plan will be revised accordingly.