We all have the right to be treated with respect and dignity

 

In line with our values everyone has the right to be treated with respect and dignity. We require a personal commitment from you to treat others with respect and dignity, and set an excellent standard of behaviour for others to follow. If you’re a manager, you should also raise awareness of the right to dignity and respect by ensuring your team members understand how the Values and Behaviours framework applies to their roles. 

 

Dignity at Work

 

We all have responsibilities under the Dignity at Work policy so you should take the time to understand it and complete the relevant training. We do not tolerate bullying, harassment or victimisation of any kind and our focus is on preventing such behaviour from occurring through education and setting out clear standards of behaviour. We have a zero tolerance approach to sexist behaviour and sexual harassment because such behaviour can create a culture where people are undermined and not respected.  

Defining Discrimination

There are groups in society which are discriminated against or treated less favourably because of their background, status or circumstance and it is important that, in delivering our policies and practice, no one is substantially disadvantaged. More information on defining discrimination is available here

Raising concerns

 

We recognise the need for an open and honest culture where individuals have clear information on how to raise concerns and are encouraged to do so in the knowledge that they will be listened to, treated with respect and without fear of reprisal.   

If you feel that you are being bullied, harassed or victimised we encourage you to use the support available to try and resolve it as early as possible.  We’ll always investigate any complaint that you bring to our attention under the Dignity at Work Policy in a fair, transparent and confidential way and, after considering all of the facts, we’ll take prompt and appropriate action.  We’ll also respect and maintain your confidentiality and will remind anyone involved in your complaint about their responsibilities to maintain confidentiality.  There are many outcomes that can follow an investigation, including training, coaching or disciplinary proceedings which could lead to formal warnings being issued up to and including dismissal.  In any case, if inappropriate behaviour is found to have occurred, it will be made clear to the other person involved that the behaviour must stop.  

 

Whilst you may not have experienced this behaviour directly, you may have witnessed someone else being bullied or harassed.  If this has occurred, you’re encouraged to challenge such behaviour and/or support your colleague to do so. We understand you may feel worried about getting involved in a situation that does not directly affect you. Your manager or trade union representative will support you in raising your concerns in an informal or formal way. We expect all managers to take timely and appropriate action to address and resolve issues in line with our policies, including the disciplinary policy and procedures where necessary. Any manager who knowingly allows or tolerates bullying or harassment, including the failure to immediately address such misconduct, will be in breach of the Dignity at Work policy and may be subject to disciplinary action, up to and including dismissal.

 

If you have any questions or concerns about dignity at work, we strongly encourage you to speak with your manager, head of office/team leader, your Trade Union representative if you’re a member, or with the Culture of Respect Helpline without delay. And if you’re a manager and need advice, contact the HR Office on 86500.