1 2 3 4 Table of Contents - Management Briefs
1 2 3 4 Table of Contents - Management Briefs
1 2 3 4 Table of Contents - Management Briefs
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<strong>Table</strong> <strong>of</strong> <strong>Contents</strong><br />
Chapter Description Page<br />
1 Introduction<br />
> Definitions<br />
> Dignity and Respect<br />
> Bullying and Harassment<br />
> Sexual Harassment<br />
> Rights <strong>of</strong> Natural Justice<br />
> Empowering those feeling bullied or harassed<br />
> Best Practice Responses<br />
1<br />
2 Typical Bullying Behaviour in<br />
Organisations<br />
> Bullies explore and exploit weakness<br />
> Guises <strong>of</strong> Bullying<br />
> Examples <strong>of</strong> bullying behaviour – types <strong>of</strong> abuse<br />
> Proactive Managerial Responsibilities<br />
> Corporate governance<br />
> Encouraging a ‘speaking up’ climate<br />
11<br />
3 Harassment & Sexual Harassment<br />
> Possible grounds <strong>of</strong> Discrimination<br />
> Harassment mediums and channels<br />
> Examples <strong>of</strong> Harassment behaviours<br />
> Example <strong>of</strong> Sexual Harassment behaviours<br />
21<br />
4 Victim Perspectives and Feelings<br />
> Understanding Victim perspectives<br />
> Intention and Impact<br />
> Understanding intensity <strong>of</strong> emotions<br />
> Conflict resolution styles<br />
> Questioning techniques for better understanding<br />
28<br />
iii
Bullying & Harassment: Values and Best Practice Responses<br />
Chapter Description Page<br />
5 Standing up for Oneself<br />
> Providing a climate<br />
> 5 Assertive steps to ‘standing up’<br />
> Assessing the situation<br />
> Planning an approach to the bully<br />
> Confronting the bully in a calm manner<br />
> Agreeing values to shape subsequent behaviours<br />
> Reviewing the on-going situation<br />
36<br />
6 Initial Responses: Best Practice for<br />
Managers<br />
> Listening with empathy<br />
> Useful forms <strong>of</strong> words to use<br />
> Keeping the process informal<br />
> Coaching the victim to address the issues with<br />
the alleged perpetrator<br />
> Exploring agreement on a way forward<br />
> Mediation<br />
44<br />
7 Mediation Processes<br />
> Agreement on a mediator<br />
> Terms <strong>of</strong> Reference<br />
> Skills <strong>of</strong> a good mediator<br />
> Sample Mediation process<br />
> Building trust<br />
> Searching for common ground<br />
> Agreeing Values and acceptable on-going behaviours<br />
> Review <strong>of</strong> on-going relationships<br />
8 Formal Investigations<br />
> Appointment <strong>of</strong> Investigator<br />
> Structure <strong>of</strong> an Investigation<br />
> Sample Investigation procedure<br />
> Investigation tips for complainants<br />
> Investigation tips for respondents<br />
> Representation<br />
> Role <strong>of</strong> Investigation Manager<br />
51<br />
59<br />
iv
Chapter Description Page<br />
9 Best Practice Procedures<br />
> The 7 Ps<br />
> Having the right Policies in place<br />
> Clear Procedures for grievance and dignity at work<br />
> Good Protocols in place to aid conflict resolution<br />
> Sound Organisation Practices<br />
> People should be at the core <strong>of</strong> processes<br />
> Places chosen to provide for privacy<br />
> Prevention tools for managers<br />
71<br />
10 Establishing a Culture <strong>of</strong> Dignity at<br />
Work<br />
> Role <strong>of</strong> Senior <strong>Management</strong> in making Dignity<br />
and Respect a priority<br />
> Focus on values<br />
> Sample set <strong>of</strong> Values/Behaviours<br />
> Putting the enabling conditions in place<br />
> Workshops<br />
> Celebrating Diversity<br />
83<br />
11 Conclusion<br />
> Empathy and care<br />
> Informal mode<br />
> Local level resolution where possible<br />
> Best practice at all stages<br />
89<br />
v
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