ED&I Policy (Dignity at Work)
What this policy covers
The aim of this policy is to convey our position on creating a workplace culture free from hostility, in which each member of the team is valued and enabled to develop to their full potential.
We will not tolerate behaviour which may have the effect of belittling another person. Examples of this behaviour include bullying, harassment, derogatory comments, uninvited physical contact and any other act which creates an intimidating work environment. Everyone must be able to carry out their work duties without fear of any unfair treatment.
Your rights and responsibilities
We expect our team to adhere to the following:
- treat colleagues, and service users, with dignity and respect
- be aware of the effect that own behaviour and activities can impact on others
- dress appropriately for the workplace
- set a positive example to all colleagues
- consider the language, attitudes and culture of colleagues and service users think before making personal comments to or about others; and
- promote dignity and respect in the workplace.
We hope that the implementation of this policy means that no person should need to make a complaint. However, should a complaint be made, the complainant should hold the honest and genuine belief that they are being bullied or harassed.
Our responsibilities Promotion of policy
This policy and procedure will be communicated to everyone, and all employees will be made aware of their responsibilities under it. Training will be given, where necessary, on its implementation.
Confidentiality
Any information gathered in the handling of a complaint will be treated sensitively. However, it will be explained to those involved that some information will have to be shared as part of an effective process in order to come to a satisfactory conclusion.
Complaint procedure Informal approach
The first step you are encouraged to take is to raise such issues with a senior colleague of your choice (whether or not that person has a direct supervisory responsibility for you) as a confidential helper.
If you decide you can deal with the inappropriate behaviour informally, for example, if the act concerned is relatively minor, isolated or clearly unintentional. In these situations, it is possible that the matter can be resolved immediately by letting the alleged perpetrator know that the behaviour in question is unacceptable to you and should be avoided in future. If you feel unable to do this verbally, you should hand a
written request to your harasser; this is something your confidential helper can assist you with.
Formal approach
If you feel uncomfortable about raising the issue directly with the alleged perpetrator or if you consider the behaviour is more serious because it was deliberate, part of a persistent pattern, or serious in nature, or has been repeated despite having discussed a previous incident informally, then you should bring the matter to the attention of a
Director as a formal written complaint. On receipt of a formal complaint, an investigation will take place.
Remedial action
If the decision is that the allegation is well founded, the perpetrator will be liable to remedial action in accordance with our remedial procedure.
No action taken
If there are no grounds to substantiate the allegation that unacceptable behaviour has taken place, this outcome will be confirmed in writing to all involved.
Dissatisfaction with the outcome
Recourse to the Organisation’s Grievance procedure is available if the complainant is not satisfied with the outcome of the process.
Malicious false allegations
Any allegations found to be both false and malicious will be taken very seriously and may result in remedial action up to and including dismissal.
Mediation
Mediation may be suitable in some circumstances following an informal or formal dignity at work complaint. This may be used where the unresolved issues are of a more personal level rather than work-related, such as difficulties in communication or being able to see one another’s point of view.
Agreement to the process by both parties is a must: mediation will not be considered unless all parties consent to it.
Non-Contractual
Please note that this policy is adopted on a non-contractual basis and therefore does not make up part of your contractual terms and conditions of employment and Humber HR People reserve the right to change it at any time.