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Dignity in the Workplace - How inclusive is your workforce?

• Behaviours

• Culture and Values

Overview

Dignity at work is a collective responsibility for all employees to have a right to be treated with respect.  In modelling this behaviour it is a fundamental part of building good business and team relations to work towards being a good employer, and creating an environment where employees feel that it is a good place to work.

Getting the right approach to dignity, bullying and harassment is really important for the reputation of the organisation, mistakes can be costly in terms of financial, legal and damage to the business.

What are the aims and objectives?

Aim: To introduce participants to the concepts of, dignity, bullying, harassment and how employee behaviour impacts on customers, service users, colleagues and the delivery/achievement of business goals.

Objectives: By the end of the course, you will be able to:

• understand terminology and legislation associated with dignity, harassment and bullying
• understand the impact of inappropriate behaviour and language on colleagues, service users and customers
• use appropriate terminology that encourages a culture of respect within the workplace and in customer relations
• recognise the benefits of Dignity at Work and the negative impact of bullying and harassment at work on individuals, teams and business delivery
• understand the legal ethical and business case for  dignity at work
• understand your responsibilities and the organisations responsibilities for creating a positive culture to work in.

Areas covered

• Demystifying terminology
• Understanding culture and behaviours
• Understanding behaviours and attitudes
• Roles and responsibilities

Who should attend?

All employees from across the organisation should attend as part of demonstrating a positive culture in the workplace

Benefits

The risks to the organisation of getting this wrong are:

• Poor morale
• Poor employee relations
• Poor performance both of individuals and the business
• Loss of respect for those involved
• Loss of productivity
• Absence issues
• Health and wellbeing particularly stress related
• Organisational reputation
• Financial costs to the business
• Need for support for employees dealing with allegations

Evaluation and Action Planning

Impact evaluation will also support the concept of sustainability by using a 3 stage model of evaluation.

• Immediate reaction
• 3 month review – progress against objectives, issues raised and experiences
• 6 month review – measures of success
  • has the attitude and behaviour of the workforce changed,
  • is diversity an integral part of business activity

The organisation can choose how it evaluates the impact of the programme across the organisation.  In addition to specific impact and evaluation, questions can be built into to other organisational reviews such as Employee Surveys to measure the impact of the Equality Suite on your organisational culture.