Equality Impact Assessment - Dignity at work policy

Please tell us what you think about our website, we welcome your feedback.

Customer notice

Due to essential maintenance some of our web services will be unavailable between these times 7pm Friday 25 May and 5pm Sunday 27 May 2012.

1.1 Name of policy

Dignity at work policy

1.2 What are the main aims, purpose and outcomes of the policy, who benefits and how?

The policy underpins the council’s vision, values and beliefs by creating an environment of positive working relationships so that employees are treated with dignity and respect in the workplace irrespective of age, gender, sexual orientation, disability, race, religion and belief etc.

All staff (employees, managers and contractors) are required to embrace the culture and comply with the policy.

The policy provides guidance to staff and managers on their responsibilities and the procedure to follow if it is believed that inappropriate behaviour or language has been used and the possible options that can be pursued. There is an emphasis on solving issues informally or through mediation.

The policy benefits all employees and service delivery by creating a working environment that is free of intimidating, hostile, humiliating or offensive behaviour.

1.3 What data/research/evidence is available which is relevant to this Equality Impact Assessment (EIA)?

In 2007 a number of strands came together which resulted in a paper going to cabinet recommending a change from the anti-bullying policy to one that was less adversarial and brought in mediation. A number of anti bullying cases had not been resolved satisfactorily, the 2007 staff survey showed that some staff were experiencing problems with colleagues or managers and some new managerial appointees had observed inappropriate language and behaviour. A working party was established and the dignity at work policy evolved.

From 1 April 2010 to 30 July 2010 the case tracker shows there have been 3 cases under the dignity at work procedure.

1.4 Is there further data or information you think would be useful in carrying out this assessment?

Continue to monitor case tracker.

From September 2010 HR business partners will be receiving quarterly reports giving a breakdown on the types of cases. Analysing this data will provide further information on dignity at work cases.

Do we hold this data?

• Yes – obtain data prior to completing EIA
• No – do we need to start collecting this data? If so add to action plan

2 - Consultation

2.1 Which groups were consulted when preparing the policy / EIA?

• Staff Disability Forum
• Black and Minority Ethnicity (BME) staff forum
• JCC (Unions)
• Other - Staffing policy committee, Equalities networking lunch on 10 July 2009

2.2 Is further consultation required? If so detail below and add to action plan

Schools version and consultation is still to take place.

3 - Assessing impact and strengthening the policy

3.1 Using data collected (1.3) and information gathered from consultation ( 2.1) what implications might this policy have on equality?

Policy is seen as being positive as it supports all groups by promoting equality of opportunity and eliminating discrimination.

3.2 How will the policy affect different groups of staff?

Group	How affected (positive or negative)	Any actions required (add to action plan)
Deaf people	Communications problems	Link to disciplinary policy about making reasonable adjustments for staff with disabilities. Give type talk number ffor employee well being number or email address.

3.3 Is there anything which could be included in the policy to help promote equality of opportunity and good staff relations or eliminate discrimination, harassment or unfair treatment?

Stress an individual’s responsibility under this policy particularly in reporting incidents including those that they witness but are not directed at them personally. Emphasise that the reporting may be done via a colleague or in writing.

3.4 Do any of your recommended actions to address any negative effects on one group of staff impact on any other groups? If so what actions could be taken to mitigate this?

No

3.5 Is there anything that can be done to improve accessibility and understanding of the policy amongst staff?

Look at ways of conveying this policy widely to staff particularly those who don’t have access to IT. For example managers briefings, face to face meetings, notice boards, Team Wire, Electric Wire etc. Check this with communications team and also check what is included in staff induction and recruitment documents.

4 - Summary

4.1 Will the policy will meet the council’s responsibilities in relation to equality and human rights?

Yes, with changes highlighted in the action plan

4.2 Have you identified anything through this EIA which should be more widely adopted in other policies or built into planning/strategy work?

No

5 - Action plan

Section of EIA	Actions	Target date	Review date	Responsible postholder
1.4 – Further research required	Monitor HR Business Partners quarterly reports that will give information on types of cases beginning September 2010	30 September 2010		HR business partners
2.2 – Further consultation required	Schools consultation to begin on a school’s version of Dignity at Work policy.			HR business partner
3.2 – Mitigating negative impact on different groups of staff	Include typetalk number/email address in policy for contacting employee well being number. Link to disciplinary policy about making reasonable adjustments for staff with disabilities.	6 August 2010	completed	HR policy officer HR policy officer
3.3 – Promoting equality of opportunity/good relations	Stress an individual’s responsibility under this policy in FAQ and Toolkit. Arrange if policy can be publicised during the No Barrier’s equality week.	27 August 2010 December 2010		HR policy officer Equality & Diversity Officer
3.5 – Improving accessibility / understanding	Contact communications team on ideas how to reach staff who do not have access to IT equipment Check if policy is sent out with contracts of employment – Yes, confirmed Check if policy is included in induction – Yes, both online and at induction half day session.	6 August 2010 27 August 2010	completed completed	HR policy officer HR policy officer

6 - Sign off

This policy has been fully assessed in relation to its potential effects on equality and all relevant concerns have been addressed.

• Panel sign off - 3 August 2010
• Quality sign off - Equality and diversity partner - 16 September 2010
• Director sign off - Service Director, HR and Organisational Development - 1 October 2010

Last updated: 17 March 2011