Dignity at work My workplace is committed to ensuring a harassment-free work environment for all staff. Management believe that all employees should be treated with dignity and respect. It is the hospitals policy to provide a work environment free of unlawful discrimination, harassment and sexual harassment or bullying of any kind. Employees have the right to be treated with dignity and respect in an environment free from psychological pressure.
In working towards promoting good relations between all people, including different racial groups, it is essential that we show respect to each other and guard against any form of discrimination, intentional or otherwise.
This policy has to inform all employees about their rights and responsibilities. Workplace must be free from bullying, harassment and sexual harassment.
The Health Service recognises the right of all employees to be treated with dignity and respect and is committed to ensuring that all employees are provided with a safe working environment which is free from all forms of bullying, harassment and sexual harassment. This Policy protects employees from bullying, harassment and sexual harassment regardless of whether is carried out by a work colleague, client, member of the public, business contact or any other person with whom employees might come into contact during the course of their work.
It also sets out a complaints procedure which ensures that complaints are dealt with promptly and with sensitivity. In my opinion this is very good and fair act, because nobody deserves to be subject of bullying, harassment and sexual harassment. And all of us should be treated with respect and dignity in workplace. Workplace bullying and harassment affect the quality of patient care: • By resulting in poor staff morale • Increased absenteeism • Stress-related illnesses • Reduced efficiency • Higher turnover of staff
Bullying and harassment can have devastating effect on health, confidence, people can take more often sick leave due to stress, being less motivated at work even leave the job. Bullying and harassment can be: 1. Direct 2. Indirect (people who are not directly bullied, or harassed but who witness it or have knowledge of it) Bullying Bullying is repeated inappropriate behaviour, can be direct or indirect, whether verbal, physical or otherwise, conducted by one or more persons against another or others. Bullying usually takes place over a period of time.
It is regular inappropriate behaviour which is targeted at one employee or a group of employees. An isolated incident of inappropriate behaviour may be an affront to dignity at work but as a once-off incident, is not considered to be bullying. Examples of bullying are: • Humiliation, usually in front of others • Spreading rumours • Constantly picking on a person when things go wrong Harassment Harassment is inappropriate behaviour and may consist of a single incident or repeated inappropriate behaviour. We know eight grounds covered by the Employment Equality Act. These grounds are: 1) Marital status ) Family status 3) Sexual orientation 4) Religious belief 5) Age 6) Disability 7) Race 8) Colour Sexual harassment Sexual harassment includes: acts of physical intimacy, or request for sexual favours, or any act or conduct, including spoken words, gestures or the production, display or circulation of written words, pictures or other material where the act, request or conduct is unwelcome to the recipient and could reasonably be regarded as sexually, or on gender grounds, offensive, humiliating, or intimidating. A single incident may constitute harassment. For example: • Unnecessary touching Verbal unwelcome sexual advances or propositions • Emails, text messages, faxes (non verbal) • Comments about dress or appearance My responsibility is to help maintain a working environment in which the dignity of all individuals is respected. And if I know that these things happen in my workplace I have to inform a manager or supervisor. Bullying or harassment by Non-employees This Policy protects employees from bullying, harassment and sexual harassment perpetrated by patient, client, supplier, visitor or any other person with whom employees may come into contact during the course of their work.
Bullying or harassment by non-employees may result in the termination, non-renewal of business contracts, the suspension, non-renewal of services, exclusion from the premises or the imposition of other appropriate sanctions. If an employee fells that has been subjected to inappropriate behaviour by a non-employee, person should bring the matter to the attention of his, her manager so that the matter can be investigated and appropriate action taken. I am one of the happy persons because directly I was not in contact with bullying, harassment or sexual harassment.
But I know that some of my workmates were in situation, where they were not treated right. After this course I am more aware of this problem because I understand the policy and I know my rights. Complaints Anyone who believes that they have been discriminated against is encouraged to take immediate action to address it. Complaints by employees should be treated with fairness and sensitivity. This policy details all the options that a victim of bullying, harassment and sexual harassment has.
Support is available to the victim through a support contact person who will listen and advise. A Support Contact Person is available to listen, be supportive and outline the options open to you and explain the procedure for dealing with allegations of bullying, harassment and sexual harassment. If, having consulted with the Support Contact Person or other appropriate person, you decide to pursue the matter, you may do one of the following: o Approach the person concerned directly If you are not confident about approaching the person or where a direct approach has not resolved the matter, you should request the intervention of an appropriate supervisor, manager who will make every effort to resolve the matter Mediation Where the matter cannot be resolved locally, both parties may be invited to engage in mediation as an alternative to a formal investigation. Mediation is strictly confidential process and requires the voluntary participation and co-operation of both parties.
Cite this Dignity at Work
Dignity at Work. (2016, Oct 02). Retrieved from https://graduateway.com/dignity-at-work/