Equality Impact Assessment - Dignity at Work Policy

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• Equality Impact Assessment - Dignity at Work Policy

Function being assessed:

Dignity at work policy

Is this a new function or a review of an existing function?

Review

What are the aims/purpose of the function?

The aim of this policy is to make clear to all staff that the Council fully supports the right of all people to be treated with dignity and respect at work, and is committed to promoting a working environment free from all forms of harassment and bullying.

All employees have the right to have allegations of harassment or bullying investigated under this policy and be assured that their complaint will be dealt with promptly, sensitively and in strict confidence. No employee will be penalised for making allegations of harassment or bullying. However, if an allegation is found to be deliberately malicious, the Council may consider appropriate action which could include disciplinary action. Similarly, any instances of victimisation of an employee making allegations of harassment or bullying will be dealt with in accordance with the Council’s Disciplinary Procedure.

Is the function designed to meet specific needs such as the needs of minority ethnic groups, older people, disabled people etc?

The policy is designed to meet the needs of all RBK employees. It does not apply to service users. It is not specifically designed to meet the needs of particular groups.

What information has been gathered on this function? (Indicate the type of information gathered e.g. statistics, consultation, other monitoring information)? Attach a summary or refer to where the evidence can be found.

All cases that arise are recorded on a central spreadsheet and analysed on an annual basis. However, the total number of cases in any one year is so small that no effective comparisons can be made to the overall composition of RBK’s workforce and therefore no practical conclusions could be drawn from this process.

Total Number of cases:  07/08 – 5, 08/09 – 0

Two hour briefing sessions are held for middle managers. The most recent session covering Dignity at Work was held in February 2007. The session covered bullying, harassment, Whistleblowing and an in-depth view into the Dignity at Work Policy. The next session is due to take place in June 2009.

The policy is available on the RBK intranet for staff and managers to view and managers are asked to distribute paper copies of the procedure for those staff who do not have regular access to the intranet.

Does your analysis of the information show different outcomes for different groups (higher or lower uptake/failure to access/receive a poorer or inferior service)? If yes, indicate which groups and which aspects of the policy or function contribute to inequality?

As described above, case numbers are too low to draw any conclusions regarding the effect of the function on different groups of people. However monitoring will continue and will also take account of department and directorate and type of complaint in order to monitor any trends.

Are these differences justified (e.g. are there legislative or other constraints)? If they are, explain in what way.

What action needs to be taken as a result of this Equality Impact Assessment to address any detrimental impacts or meet previously unidentified need? Include here any reasonable adjustments for access by disabled people. Include dates by which action will be taken. Attach an action plan if necessary.

Continuing monitoring of cases to identify trends.

When will you evaluate the impact of action taken? Give review dates.

March 2011

Assessment completed by:

Ose Enobakhare, HR Adviser

Human Resources

6 March 2009