LSM Workplace Dignity Policy
We value our staff and faculty
POLICY STATEMENT
HOW WE PROTECT AND LOOK AFTER STAFF AND FACULTY MEMBERS
The Directors greatly value the contribution made by all members of the faculty and support staff to the delivery of a high quality education service for the benefit of the delegates. We recognise that the quality of this contribution will be influenced and enhanced if all members of staff and the faculty can enjoy a working environment which supports and encourages them in working to their full potential.
The Directors are committed to promoting and sustaining a working environment in which all members of staff feel valued and respected and in which they co-operate and communicate effectively with each other in seeking to achieve the highest standards of work performance. Any language or behaviour which has the effect of undermining, humiliating or threatening another person, including harassment and bullying, is unacceptable and will be neither permitted nor condoned. We believe that all members of staff, our directors, and faculty will actively support this commitment and will use language and behaviour that is consistent with our expectations. We also recognise, however, that we need to have clear arrangements in place for raising and addressing any instance of the use of language and behaviour that is incompatible with these expectations.
The Directors will demonstrate their commitment to a working environment and working relationships which are based on respect for and recognition of the individual contribution made by all members of staff and faculty by:
3.1 Clearly communicating the standards that all members of staff and faculty have the right to expect and are expected to demonstrate to others in all workplace communications
3.2 Equipping the directors, staff and faculty with the knowledge and skills required to influence a positive working environment and working relationships
3.3 Alerting all members of staff and faculty to the type of language and behaviour that is not acceptable and, where this occurs, how this will be dealt with
3.4 Identifying a range of sources of information and assistance for members of staff and faculty to help them decide what to do if they experience unacceptable language or behaviour
3.5 Establishing appropriate informal and formal arrangements for members of staff and faculty to raise instances of unacceptable language or behaviour.
3.6 Ensuring that complaints are handled sensitively and are fully investigated through appropriate procedures.
3.7 Monitoring the implementation of this policy and evaluating its effectiveness.
RESPONSIBILITIES
4.1 The Directors will implement this policy by:
* setting examples and standards of behaviour in the workplace and training environment
* recognising destructive behaviour and taking action where it occurs
* ensuring that staff and faculty know about this policy and how to raise bullying/harassment issues
* being clear about their role in dealing with complaints
4.2 The Director ultimately responsible for this Policy and to whom any complaints about a breach of the Policy which are unresolved by managers or staff should be addressed is:
Tessa Herman
Director
London School of Mediation Limited
tessa@londonschoolofmediation.com
_____________________________
+44 (0) 207 583 0444 London
This policy will be reviewed on 1 January 2023
