At my workplace, we place great importance on treating all employees with dignity and respect. Our goal is to create a work environment free from illegal discrimination, harassment, or bullying. The hospital has implemented a strict policy to ensure fair treatment for every staff member, including addressing any incidents of harassment or psychological pressure.
In order to foster positive relationships among individuals from various racial backgrounds, it is imperative that we demonstrate respect and discourage any form of discrimination, regardless of intentionality. It is crucial that we effectively communicate this policy to all staff members so they understand their rights and obligations. Additionally, the workplace should strive to create a safe atmosphere devoid of bullying, harassment, and sexual misconduct. The subsequent statement provides an overview of our policy:
The Health Service is committed to ensuring that all staff members are treated fairly and respectfully. We recognize the importance of providing a safe work environment that is free from bullying, harassment, and sexual harassment. This Policy protects employees from such behaviors, regardless of the identity of the person responsible – whether they are a colleague, customer, member of the public, business contact, or any other individual encountered during their job responsibilities.
Furthermore, this procedure provides a commendable and fair approach to handling complaints in a timely and sensitive manner. It recognizes the importance of not tolerating bullying, harassment, or sexual harassment and highlights the significance of treating all employees with respect and dignity. The detrimental effects of workplace bullying and harassment on the quality of patient care encompass diminished staff morale, heightened rates of absenteeism, illnesses related to stress, decreased efficiency, and increased turnover rates.
Bullying and harassment can have negative effects on individuals’ well-being and confidence, resulting in heightened stress levels, diminished motivation at work, and potential resignation. Two forms of bullying and harassment exist: 1. Direct bullying entails repeated occurrences of verbal, physical, or other inappropriate behaviors directed by one or more individuals towards others; while 2. Indirect bullying involves observing or being aware of bullying incidents without being the direct recipient. Bullying often persists for an extended duration.
The passage discusses different types of inappropriate behavior in the workplace, which include bullying, harassment, and sexual harassment. Bullying refers to regular inappropriate behavior targeted at one or more employees, but it does not qualify as bullying if it is a single incident. Examples of bullying include humiliation, spreading rumors, and consistently targeting someone when things go wrong.
Harassment is described as inappropriate behavior that can occur once or repeatedly. The Employment Equality Act covers eight grounds: marital status, family status, sexual orientation, religious belief, age, disability, race, and color.
Sexual harassment is defined as unwelcome and offensive acts of physical intimacy or requests for sexual favors based on sexuality or gender. Even a single incident can be considered harassment. Examples provided include unnecessary touching or verbal unwelcome sexual advances.
It is emphasized that maintaining a respectful working environment where the dignity of all individuals is upheld is everyone’s responsibility. If any instances of these behaviors are noticed in the workplace, it’s important to notify a manager or supervisor. This policy aims to protect employees from bullying,
harassment,
and sexual harassment conducted by individuals such as patients,
clients,
suppliers,
visitors
or anyone encountered during their work.
If individuals who are not employees engage in bullying or harassment towards others, there can be different consequences such as termination, non-renewal of business contracts, suspension, non-renewal of services, exclusion from the premises, or other suitable sanctions. It is crucial for an employee to inform their manager if they believe they have been subjected to inappropriate behavior by a non-employee. This will enable an investigation and implementation of appropriate measures. Thankfully, I have not personally encountered any cases of bullying, harassment, or sexual harassment.
By taking this course, I have gained a greater understanding of the mistreatment that my coworkers may face. The course has provided me with knowledge about company policies and my rights. It is crucial to promptly address any instances of discrimination and ensure that employee grievances are dealt with in a fair and sensitive manner. This policy provides information on various avenues available to those who have experienced bullying, harassment, or sexual harassment.
Support is available for individuals who have experienced bullying, harassment, or sexual harassment. A contact person will listen and provide guidance, offering empathy and explaining available options for addressing these allegations.
If you decide to take further action after consulting with the support contact person or another appropriate individual, there are multiple avenues you can pursue. One option is to directly approach the person involved. However, if this approach is uncertain or ineffective in resolving the issue, it is advisable to involve a supervisor or manager who will work towards finding a resolution.
In cases where local resolution attempts prove unsuccessful, both parties may be invited to participate in confidential mediation as an alternative to a formal investigation. Mediation relies on the voluntary participation and cooperation of both parties.
