Managing and Preventing Inappropriate Behaviour Guidelines Diversity Inclusion
Managing and Preventing Inappropriate Behaviour Guidelines Diversity & Inclusion Review Focal Point Training and Consultancy Ltd www. focalpointtraining. com 01903 732 782 info@focalpointtraining. com
Introduction Inappropriate behaviour at work takes many forms and what is acceptable in one working environment may not be in another. These guidelines provide some practical steps to ensure people are clear about where the lines are and encourage respectful and inclusive working. The overwhelming message is to get people talking about it. A policy is a good starting point, but the shades of grey in this area mean a written policy is rarely enough on its own. The more people discuss, the greater awareness they will have around the impact of behaviour – theirs and others – and the more likely everyone will be to behave with thought and empathy. 2
Guidelines Have clear policies which lay out expectations in terms of behaviour • • Don’t rely on leaving them in a handbook or on the intranet Talk to people about them Discuss how the expectations relate to their particular roles Build a discussion into Induction for new starters If you have a set of Values or a behavioural framework, find opportunities to link these to day behaviour and interaction between people – make them meaningful • Refer to values in team meetings, one to ones and feedback discussions • Make them visible • Consider creating a Team Charter (“How we do things round here”, “the IP Inclusive Way”) 3
Guidelines Hold a team discussion about where the lines are between appropriate and inappropriate behaviour • There are grey areas. Discussing helps people to understand come to a consensus about what is right for their team • This could feed into a team code of conduct or charter • It is vital to keep this understanding and commitment to respectful working “live” - so revisit these discussions regularly Create a “Speak Up” Culture • Help managers and partners to role model speaking up • Ensure there are clear guidelines if someone finds themselves on the receiving end of inappropriate behaviour. For example, who could they talk to if they want to tackle it themselves? Who could support them if they would like someone else to help deal with it? 4
Guidelines Nip it in the bud • If situations are dealt with early, they rarely escalate. Left unchecked inappropriate behaviour becomes tolerated, even accepted and is harder to change. This is also when risk increases - in terms of damage to the team member, reputational risk to the organisation and risk of grievances and tribunal action • Equip managers and partners with the skills and confidence to step in and challenge where needed - even senior managers can find this challenging 5
Guidelines Consider creating Champions (Allies/ Ambassadors) roles to help keep respectful and inclusive working live in the organisation • Champions can help to embed good practice and support organisation wide initiatives. • Ensure they understand the scope of their role and support them to take the role on with confidence • Encourage them to create a peer support group to share good practice and exchange ideas 6
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