On successful completion of this Dignity at Work training, learners will be able to:

• Define the key aspects of dignity at work, including what is meant by harassment and bullying.
• Understand the relevant legislation behind dignity at work including individual responsibilities.
• Identify the potential impacts of adverse behaviour on workplace relationships.
• Understand the difference between effective staff management and inappropriate/bullying behaviours.
• Deal more effectively with complaints of harassment or bullying.
• Identify steps that support a positive and inclusive working environment.

Harassment is defined in law as any unwanted conduct that “has the effect of violating an individual’s dignity or creating an intimidating, hostile, humiliating or offensive environment for that individual.”

Under the Equality Act 2010, harassment using this definition relates to nine specific characteristics protected by law.

The nine protected characteristics are:

• age
• disability
• gender reassignment
• marriage and civil partnership
• pregnancy and maternity
• race
• religion or belief
• sex
• sexual orientation

Discrimination by Association – The law also protects an individual where they themselves may not fall within the nine protected characteristics but they experience harassment or unfair treatment because they have, for example, family members or friends who do have a protected characteristic.

Harassment can usually be, but not limited to, put into three main categories. They are:

• Verbal
• Visual or Nonverbal
• Physical

Bullying is described by ACAS (‘Advisory, Conciliation and Arbitration Service’) as unwanted behaviour that is “offensive, intimidating, malicious or insulting”.

Bullying may occur as a one-off incident or be something that happens regularly, and can be from one individual or a group. While often characterised as from a manager toward a member of their team, bullying can also arise from staff toward a manager or more senior employee. This is called ‘upward bullying’

Bullying behaviours can include:

• Criticism/personal insults
• Ignoring or excluding people
• Setting impossible targets
• Shouting at people
• Making inconsistent demands
• Intentionally blocking training / promotion opportunities

The definition of bullying does not include reasonable management action carried out in a fair way. Managers have a right to manage their team, set standards, and motivate staff to perform effectively. This should be done in a respectful way and should not be characterised by the abuse of power.

Clear and constructive feedback shared between a manager and an employee about their performance or conduct may sometimes feel uncomfortable, but this does not automatically mean that an individual is being bullied.

When concerns are raised it is therefore important to assess what is happening objectively.

Response to any complaint should be guided by company policy and procedures (for example Grievance and Disciplinary Polices, Dignity at Work, Health & Safety, Equal Opportunities).

When there is a complaint of bullying raised, employers should always respond.  It is important any complaint is investigated fairly, thoroughly, confidently, and promptly. This not only helps establish the facts rather than simply rely on subjective perception, but early action also increases the chances of securing a successful resolution.

If you do not act to resolve the complaint as quickly as possible, things may get worse. This may ultimately lead to legal action being taken against you.