We are in the process of introducing EO Advisers (not HR employees) as initial contact points for employees who feel that they may be being discriminated against, harassed etc. The role of the Adviser will be to give advice on how the person could handle the situation by providing options – not telling them what to do. Does anyone have such a ‘role’ in their company? What advice would you give with regard to the scope of the role? Shared experience would be welcome.
Jane Millar
