Policies
Dignity at Work
There is no place for any form of discrimination, harassment, victimisation or sexual misconduct at DiNN ENTERPRISE CIC. Such behaviour is contrary to the values and ideals of our shared community, subverts the organisation’s mission and core values and diminishes the dignity and integrity of all parties.
The aims of the Dignity at Work Policy are to:
Support and sustain a positive (thriving) working environment for all staff, volunteers and beneficiaries free from any form of inappropriate or unacceptable behaviour;
Make it clear that discrimination and harassment are unacceptable and that all members of the DiNN community have a role to play in creating a thriving environment for everyone, free from discrimination and harassment;
Provide a framework for respect and good conduct to prevent and eliminate all forms of bullying and harassment, including racial and sexual harassment and sexual misconduct;
To highlight the options available to staff, volunteers and beneficiaries who feel they are or have been subject to bullying, harassment, racial discrimination, sexual misconduct, or any other inappropriate or unacceptable behaviour;
Provide a mechanism by which complaints can, wherever possible, be addressed in a timely way;
Set out the responsibilities for managing and supporting staff when concerns are raised under the Dignity at Work Policy.
The organisation expects all members of the DiNN community to treat each other with respect, courtesy and consideration at all times. All members of the DiNN community are expected to behave professionally and have the right to expect professional behaviour from others. All members of the DiNN community have a personal responsibility for complying with this Policy and Procedure and demonstrate an active commitment to it by:
Treating others with dignity and respect.
Discouraging any form of discrimination and harassment by suitably challenging inappropriate behaviour, making it clear that such behaviour is unacceptable (and raising concerns with managers where appropriate so these can be dealt with).
Supporting any member of the organisation who feels they have been subject to discrimination and/or harassment, including supporting them to make a formal complaint if appropriate
Managers have a particular responsibility for setting standards and ensuring appropriate workplace behaviours are maintained. They should set a good example and ensure concerns raised are acted upon.
The Dignity at Work Policy does not form part of and is not intended to vary the contract of employment or worker’s contract. It may be amended from time to time, as necessary.
Last review: 30 Sept 2024