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Train the Dignity at Work Trainer

Programme aim.

The overall aim of this programme is to enable you to provide briefing sessions to managers and staff on the Dignity at Work Policy using adult learning principles. In this session the Dignity at Work Policy briefing will be delivered using adult learning principles. This will provide you with an opportunity to experience and discuss the difference between delivering a Presentation versus Facilitating a group. There will also be opportunities for a Q&A session facilitated by a representative from Employee Relations.

Learning objectives

At the end of this programme you will have a knowledge and appreciation of:

• the Dignity at Work Policy and the key changes in the revised policy
• different roles under the policy
• role of the line manager
• role of the employee
• role of the support contact person
• role of the nominated person
• role of the Investigation Commissioner
• complaints management procedure and where each role sits in this procedure
• supports available under the Dignity at Work Policy
• adult learning principles
• difference between delivering a presentation versus facilitating a group

Prerequisites

• Read the Dignity at Work Policy.
• Watch the Dignity at Work e-Learning module.
• Watch the video on Zoom.
• Watch a video on Adult Learning Theory.
• Watch mediation webinar presented by Joan Smith, Mediation Services Manager

This virtual programme is a half-day programme with a 1 hour introduction to the programme.

Targeted participants

Local HR HSE and Section 38 staff who will be providing briefing sessions to staff and management on Dignity at Work Policy.

Programme requirements

This virtual programme is an interactive and participative programme. Participants will be engaging with each other and with the facilitator in discussion and in group work. You will need to be able to see and hear each other throughout the programme.

To facilitate the best learning experience for all participants, you should only sign up for a programme if you have a laptop or PC with a camera, audio and a reliable internet connection. Using a tablet or mobile phone is not recommended. These do not allow you to access all the functionality needed to participate in the programme.

Please note: you must attend the 1 hour pre-introduction in advance of this half day training programme.

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EQUALITY, DIVERSITY & INCLUSION

Dignity and respect at work training.

Your workplace culture and values need to be lived and breathed every day. Training is the first step to making this a reality.

Dignity and respect at work is a principle that ensures your organisational culture is built on a foundation of honesty, respect and trust.

What we offer

Dignity and respect are integral to creating and sustaining an equitable and inclusive workplace that is free from bullying, harassment and discrimination.

Our Dignity and Respect at Work training programme provides an in-depth exploration of the fundamentals of the Equality Act 2010 to understand protected characteristics and intersectionality, identify workplace bullying, harassment and discrimination, and develop a Dignity and Respect at Work policy.

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However, this realisation of the existence of bias is just the first step. Being “conscious” of bias is not enough. It is by dismantling bias that real change occurs.

As well as raising awareness of the various types of bias that exist at a personal, cultural and systemic level, we take a proactive approach to overcoming bias. Our Dismantling Bias training seeks to expose and challenge bias through analysing and questioning thought patterns, decisions and actions. It also encourages collective responsibility and proactive empathy as a means to overcome bias.

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Tell Jane’s bystander intervention and allyship training sessions encourage proactive empathy and collective responsibility for creating and upholding an inclusive workplace culture where everyone feels they belong.

Our Bystander Intervention workshop empowers everyone to speak up when they witness incidences of discrimination, harassment and bullying by equipping employees with the skills to identify when and how to intervene and the language for engaging in challenging conversations.

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Dignity at Work Training

For groups of people - at your premises or a location of your choice. Virtual training option also available.

Course duration: 1 day

Everyone in our modern society has the right to be treated with dignity and respect at work. Unfortunately it is not always something that we can take for granted, and the reality is that many people encounter negative behaviours such as harassment and bullying that undermine their dignity at work. Left unchecked these behaviours can erode people's morale, confidence and commitment and have a serious impact upon performance.

This training is often requested because there has been an incident or complaints have been made, and this obviously needs to be addressed. Many organisations therefore request that a single individual is placed on an open course but we recommend that consideration is given to the training being 'opened up' to a wider audience within the organisation. This will prevent any feelings of being singled out and blamed, when in fact the dynamics between colleagues and between management and staff could well be having an impact upon behaviours.

We always prefer to work closely with our customers so we can understand specific challenges and organisational requirements, and below are therefore example of examples of standard course content that can be modified and adapted to suit. 

Subject Areas Covered

Defining dignity at work. What this means to individuals and teams and various different forms of negative behaviours including harassment and bullying. Includes the clear differences between such behaviours and a robust management style or harmless office banter. Recognising the signs of inappropriate behaviour and conduct within teams.

Legal overview. A brief introduction to the law that covers this topic and approaching some common misconceptions that many people hold.

Organisational values.  Being aware of the culture and values that are embedded within the organisation they are working for, what this means in the work-place, and why this is so important for the organisation and for the staff.

Understanding others better.  Delegates are often asked to complete a  Clarity 4D Online Questionnaire which will then produce an individual report on Character Type.This report will then be used on the day to help provide valuable insights in to our own preferred behaviours and that of others. This in turn often helps people understand why individuals they interact with can react in completely different ways to the same comments, requests or situations.

Taking action. Challenging inappropriate behaviour within the context of your organisation, whilst defining and encouraging assertive staff interaction using the behaviour spectrum. Developing the skills and confidence to challenge appropriately. The impact of social media and how and why some language and behaviours previously deemed acceptable, is now generally not considered to be the case. Tips and techniques for promoting Dignity at Work - both at an individual and team level.

What Next. Delegates will be encouraged to share their own circumstances if they so wish to, and to capture how they will promote the development of a work-place that treats everyone with respect.

Who Should Attend Dignity at Work Training?

This Dignity at Work Training course is designed for supervisors, managers and staff to help them identify behaviour that may be construed as bullying and/or harassment, avoid it within their teams and identify, challenge and deal with it appropriately should it arise.

You may also be interested in our Equality, Diversity & Inclusion training,  click here for more information.

If you would like more information about Dignity at Work, please contact us .

Book with us today

For more information please call +44 (0) 7514 031 549

The training was fantastic, it was engaging and informative, the break out sessions were thought provoking and the trainer presented in a way that was not patronizing. We have had some great feedback on the session and I would certainly book it again should we need to or recommend it to others. Phyllis Court, Private Members Club, Henley Phyllis Court

Looking for someting more bespoke?

Course content quite often needs to be modified and adapted to ensure that it is relevant and suitable according to your circumstances, we welcome this and have a wealth of experience designing training and coaching to meet our customer's individual needs.

Dignity at Work

This one day training course helps individuals and organisations to heighten their awareness of dignity and respect in the workplace. It can help to build and maintain a workplace where employees come to work without fear of being bullied or harassed. It teaches participants about their right to be treated, and their responsibility to treat others, with dignity and respect in the workplace.

Inappropriate behaviour in the workplace can have serious consequences for those involved. It can also reverberate throughout the organisation, be costly and time consuming. This course discusses the differences between bullying, harassment and sexual harassment, and what is not considered as bullying behaviour. It sets out approaches an employee and employer can take if inappropriate behaviour in the workplace occurs.  It clearly outlines how to follow the guidelines of policy and procedure where there is unacceptable, inappropriate behaviour.

Target audience

This tutor led online course is designed for organisations and individuals who want to understand how dignity and respect in the workplace can be enhanced.

Course Content

This course covers the following areas:

Importance of respecting people at work

• What does dignity at work mean?
• What is bullying?
• Inappropriate behaviours
• What is considered bullying?
• What is not considered as bullying behaviour
• What is harassment?
• Sexual harassment in the workplace
• What is unconscious bias?
• What does a diverse workplace look like?

Responsibilities in line with local Policies and Procedures

• Compliance with the law and relevant legislation
• Employee responsibilities
• Employer responsibilities
• Support contact person responsibilities.
• Manager’s responsibilities

Responding to a complaint

• Manager’s guidelines
• Handling Informal Complaints
• Formal complaint process

Learning Outcomes

At the end of this course participants will:

• Understand that it is the right of all employees to be treated with dignity and respect in the workplace
• Be able to state the difference between bullying, harassment and sexual harassment
• Know how to submit a complaint
• Know how to describe the responsibilities of the employee, manager, support contact person and the employer
• Be able to identify the optimum response to inappropriate behaviour
• Be able to locate additional information in relation to dignity at work

Course Dates

Contact  HMI to find out more.

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How Does Dignity Fit Into Your Leadership?

• Michael Pirson,
• Donna Hicks,
• Ayse Yemiscigil

Four research-backed actions leaders can take to humanize work.

Dignity violations are common in modern workplaces and significantly impair the relationships between leaders and employees. But treating others with dignity can have a large impact on employee satisfaction, motivation, and overall organizational flourishing. Although most leaders express a commitment to fostering dignity, many are not yet fully equipped to meet this challenge. Those who can shift their understanding to see employees as human beings rather than mere instruments can foster thriving organizations.

Dignity violations are common in the modern workplace.

• MP Michael Pirson is the James Stoner Chaired Professor of Global Sustainability and Humanistic Management at Fordham University. He is the president of the International Humanistic Management Association, the author of Humanistic Management: Protecting Dignity and Promoting Well-Being , an affiliate at the Harvard Human Flourishing Program, a Full Member of the Club of Rome, and an award-winning documentary film producer.
• DH Donna Hicks is the author of Dignity: Its Essential Role in Resolving Conflict  and Leading With Dignity: How to Create a Culture That Brings out the Best in People . She is an Associate at the Weatherhead Center for International Affairs at Harvard University.
• AY Ayse Yemiscigil , PhD, is an Assistant Professor of Organizational Behavior at Fordham University’s Gabelli School of Business. She is a Research Affiliate with The Human Flourishing Program at Harvard University and a Fellow at the International Humanistic Management Association.

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Dignity at Work : 25 January 2018

Published by Λαδων Γιαννόπουλος Modified over 6 years ago

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© 2024 SlidePlayer.com Inc. All rights reserved.

DIGNITY AT WORK TRAINING

Course overview.

Our Dignity at Work course is designed in accordance with legislation to ensure that all employees feel respected in their workplace regardless of where they work. Bullying and harassment takes many forms and can adversely affect the quality of work by undermining employee morale and can result in absenteeism, stress related illness, lower levels of performance and affect team morale.

COURSE CONTENT

• Legislation behind the ‘Dignity at Work Policy’
• The difference between bullying and harassment
• The effects bullying and harassment have in the workplace
• Chain reactions and the effects on other people
• How to resolve problems caused through bullying and harassment

COURSE OBJECTIVES

• Understand the Legislation behind the ‘Dignity at Work Policy’.
• Know the difference between bullying and harassment.
• Explain the effects bullying and harassment have in the workplace.

WHO IS THIS COURSE SUITABLE FOR?

CERTIFICATION

Certificate of completion

TESTIMONIALS

John coleman.

‘I chose Evergreen Training to do my Compliance Officer training. I found Annemarie to be extremely knowledgeable. She gave me the awareness and ability to do the Induction Training with my staff and safely reopen The Rediscovery Centre’.

MARY HENSHAW

‘ J ust finished my 3 day FAR course. I am delighted that through the powerful presentation and excellent communication skills of the tutor, Annemarie Byrne, I have a better understanding and feel more confident in my skill strengths at work. I have definitely gained more insight and knowledge through this course’.

Sacha Stocklin

‘Having worked alongside Annemarie I found she had great passion, drive and determination. Her students excelled in their work from her enthusiastic and outgoing nature’.

SUE DOHERTY

‘Annemarie was a patient and extremely knowledgable teacher. She was kind and encouraging and showed passion in what she was teaching’.

FIONA O'TOOLE

‘Annemarie was extremely knowledgable and the course was well run and informative. The practical side was brilliant and we got a great start from Annemarie who really knows her stuff’.

EVERGREEN TRAINING TALENT GARDEN DUBLIN / CORK IRELAND [email protected]

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In today's modern workplace, it is widely recognised that employers hold a significant responsibility to ensure their working environment is not only efficient and productive but also sympathetic to the needs and well-being of all employees. A key aspect of this is fostering a culture of working relationships where every individual is treated with dignity and respect This session aims to explore inappropriate behaviours, their impact on individuals, and an overview of the legislation that underpins the concept of dignity at work. By examining these aspects, we can better understand the significance of creating a workplace that upholds dignity and respect for all its members. By prioritising dignity at work, employers can cultivate a positive and harmonious workplace.

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The course will cover a range of topics, including creating a supportive and respectful work environment, addressing inappropriate behaviours and implementing prevention measures.

• Introduction to dignity & it’s importance
• How to respect your own dignity
• How to offer emotional and practical support to others
• Use of professional communication
• Actions to be deemed inappropriate
• The consequences of inappropriate behaviour 
• Understand the difference and similarities in bullying and harrassment
• Introduction to legislation underpinning dignity at work

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Dignity at work: How to be assertive while maintaining an inclusive workplace (C3: Civility, Communication and Community)

Course objectives.

This workshop is being delivered across the United Nations by the Office of the United Nations Ombudsman and Mediation Services.

The course focuses on the connection between dignity and civility in the workplace, explores how communication enhances or undermines dignity, and invites participants to brainstorm on how to build work communities that support the notion of dignity. With a firm footing in the UN charter, the goal of the workshop is to illustrate a new dynamic of workplace interactions, provide participants with a language to describe this dynamic, shift mindsets towards civility and inspire participants to take concrete actions.

By the end of the course, participants will be able to:

• understand how our beliefs about human nature can influence behaviour change;
• realise that with respect for dignity, robust exchanges are possible in a discussion without bruising participants;
• use effective tools to communicate that we value others;
• apply Ubuntu in the workplace (caring about other’s wellbeing in a spirit of mutual support).

Target audience

All UN Staff Members

This course is organized by the “Centre for Learning and Multilingualism” in partnership with the “Office of the UNOG Ombudsman and Mediation Services”. 

Copyright © UNOG CLM 2024. All Rights Reserved. Rev 2.1.5

Webinar - Dignity at Work

This webinar covers the principles and practice of ensuring staff experience dignity in the workplace.

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Dignity at work - PowerPoint PPT Presentation

Dignity at work

Health and safety in social care ... caring for yourself and others at work ... keep yourself healthy and fit; share issues or problems appropriately with others. ... – powerpoint ppt presentation.

• Trish Hafford-Letchfield
• Key role 4 Assess, minimise and manage risk to self and colleagues.
• Plan, monitor and review outcomes and actions to minimise stress and risk.
• Key role 5 Use professional and managerial supervision and support to improve your practice.
• Deal constructively with disagreements and conflicts within relationships.
• Key role 6 Use professional assertiveness to justify decisions and uphold professional social work practice, values and ethics.
• Identify and assess issues, dilemmas and conflicts that might affect your practice.
• Code 3 Follow practice and procedures designed to keep you and other people safe from violent and abusive behaviour at work.
• Comply with employers health and safety policies, including those relating to substance abuse.
• Code 4 Respect the rights of service users while seeking to ensure that their behaviour does not hurt themselves or other people.
• Employers must
• Make your workplace safe and without risks to health
• Ensure that the environment, equipment and substances used are safe and provide procedures to be followed in their use
• Provide staff with information, training and supervision necessary to their safety.
• Assess the risks to your health and safety, make and record arrangements to implement measures identified through these
• Appoint someone competent to assist with Health and Safety responsibilities, including for emergencies
• Co-operate and consult on Health and Safety matters with employees and allow them to make representations.
• Additional responsibilities come with professional codes of conduct and registration with GSCC
• Risk management is key
• There can be a prevalence of blame cultures
• Need for good quality supervision and training.
• Demands emanating from workload, work patterns, and the work environment
• Control the level of influence or say that a person has in which they do their work
• Support the level of encouragement, sponsorship and resources provided by the organisation, line management and colleagues
• Relationships as a resource for alleviating stress and empowering staff
• Roles conflicting or lack of clarity about roles
• Change lack of involvement or alienation from
• decision-making process.
• (HSE, 2004)
• National task force (2000)
• Threatening behaviour
• Serious assaults
• Damage to property.
• Shouting, humiliation, negative criticism including use of sarcasm or inappropriate behaviour
• Unreasonable workload or deadlines
• Unwanted attention due to race, culture, age, religion, gender or sexuality
• Excluding people from training, work activities or social events
• Deliberately withholding information or consent to requests for leave etc. without justification
• Inconsistent behaviour, withholding constructive feedback, support or undermining authority or professional reputation.
• Acknowledge situation
• Record incidents and collect evidence
• Build support networks
• Practice assertive techniques
• Take time out to plan coping strategies
• Seek advice from designated people
• Use policies and procedures
• Involve your union seek redress
• Leave positively if this is the only solution.
• Make sure you are familiar with policies that protect your rights
• Demand regular supervision, appraisal and training and develop your career
• Hold regular team building events and improve potential for communication with colleagues
• Take advantage of flexible working and ways of achieving a work-life balance
• Keep yourself healthy and fit
• Share issues or problems appropriately with others.
• Organisational structures and cultures can create and sustain dignity at work
• Adopting proactive measures that support high quality relationships at work are important to avoid stress
• Look for role models or be one yourself
• Identify strategies that increase your job satisfaction and minimise negatives or conflict at work
• Always seek help early on if any problems develop.
• HSE (2004) Tackling stress the management standards approach. Printed and published by the Health and Safety Executive available at www.hse.gov.uk/publications.
• Ministerial Task Force for Health, Safety and Productivity and the Cabinet Office (2005) Managing sickness absence in the public sector, one year on report. A joint review by the Health and Safety Executive, Cabinet Office, Department for Work and Pensions, published in November 2005, available at www.hse.org.uk/publications.

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