What is Dignity at Work?

• A Dignity at Work  Policy consolidates, as a minimum, an organisation’s commitment to creating a working environment that supports the dignity of women and men at work free from harassment, intimidation, bullying and victimisation
• It is also an opportunity to outline all behaviour which it considers appropriate and desirable - and to be clear about what is not
• Although usually including reference to harassment, bullying, intimidation and victimisation it may include other considerations, such as how suppliers and members of the public are treated and how conflict is managed

Why is a Dignity at Work Policy important?

• Allowing a culture of poor behaviours to develop unchecked can have all sorts of negative outcomes: to morale, teams, the whole organisation (including those not directly affected), customers, suppliers and other members of the public
• Which in turn have a financial cost: poor performance/low productivity; increased absence and ill health; unwanted turnover; poor customer service; trade union conflict; damage to the organisation’s reputation; employment tribunal claims
• A Dignity at Work Policy commits the organisation and its employees to working together to create a positive workplace where issues are tackled quickly and effectively before they escalate and impact the individual – and the organisation’s goals

How do you create a Dignity at Work policy?

• Clarify the scope: whether it relates to staff, students, visitors, contractors etc.
• Bring separate policies together: a single policy avoids the difficulty of deciding which one to use and helps promote a single recognised standard of conduct
• Make sure it includes: examples of unacceptable behaviour; responsibilities; guidance on both informal and formal procedures; and sources of help
• Develop it jointly with trade unions in line with current and future legislation (e.g. the Employment Act and Equality Bill)
• Make it easy to find and read, and accessible to diverse groups within your organisation
• Secure long-term management commitment to make a Dignity at Work policy reality

How People Resolutions can help:

• Planning: Helping to write clear and robust Dignity at Work frameworks, policies and procedures; identifying Dignity at Work issues and making the business case; carrying out a bullying & harassment or Culture Audit to identify existing issues within your organisation
• Prevention: Implementing a comprehensive Dignity at Work training programme to ensure managers are equipped to manage harassment situations and employees know their obligations
• Resolution: Resolution of individual Dignity at Work issues and potential conflicts or grievances through facilitation, consultancy, professional Mediation and expert Investigation
  
  

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