Dignity in the Workplace Policy

1.      Statement of Policy

Dyfed-Powys Police is committed to creating and maintaining an environment based on positive working relationships that enable all staff, managers and volunteers to eliminate all harassment, discrimination, intimidation and bullying.  

This policy and procedure document gives practical guidance to individuals on the action that they can take should they feel that they are being bullied or harassed and encourage officers, staff and volunteers to feel confident to bring forward legitimate complaints.

Applies (but not limited) to: All categories of Dyfed-Powys Police officers and staff, whether full-time, part-time, permanent, fixed term, temporary (including agency staff, associates and contractors), seconded staff and volunteers. Police Officers, staff and volunteers accessing and using Force assets and property must have due regard to the contents of this policy.

2.      Policy Scope

Dyfed-Powys Police puts leadership and wellbeing at the heart of service delivery and officers, staff and volunteers of Dyfed-Powys Police should be free from discrimination, harassment and bullying.

Dyfed-Powys Police will not tolerate bullying or harassment in the workplace. This policy and guidance outline the action that an individual can take should they feel that they have been subjected to bullying and / or harassment either during work or during a work-related event. As an organisation our collective responsibility is recognised by ensuring our officers, staff and volunteers are protected and where bullying or harassment occurs, take appropriate steps to intervene.

All police officers, police staff and those working voluntarily or under contract with Dyfed-Powys Police must take personal responsibility for complying with this policy.

It applies in respect of interactions with other members of staff, the community at large and any third party carrying out work within any premises of Dyfed-Powys Police. Any member of Dyfed-Powys Police who fails to uphold the standards of Professional Behaviour may be subject to a disciplinary investigation.

3.       Powers and Policy/Legal Requirements

Dyfed-Powys Police defines bullying in the workplace as:

“Offensive, intimidating, malicious or insulting behaviour, an abuse or misuse of power through means that undermine, humiliate, denigrate or injure the recipient”.

Bullying itself isn’t against the law, but harassment is, under the Equality Act 2010 and this is when the unwanted behaviour is related to one of the “Protected Characteristics”.

The Equality Act 2010 uses a single definition of harassment to cover the relevant protected characteristics: “Unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual”.

In addition to the above, the Protection from Harassment Act 1997 states:

“A person must not pursue a course of conduct which amounts to harassment of another and which they know or ought to know amounts to harassment of another.’

This policy document should be read in conjunction with the Dignity in the Workplace guidance document.

• The Standards of Professional Behaviour.
• The Code of Ethics.
• The Fairness at Work policy and guidance document.

An Equality Impact Assessment has been completed.

4.           Options and Contingencies

There is a responsibility on management, officers, staff and volunteers to create and maintain a positive working environment in accordance with the Standards of Professional Behaviour.  

Everyone must be prepared to listen and respond positively if someone asks them to alter their behaviour because they perceive it to be offensive.

A list of the responsibilities of managers, officers, and staff is clearly set out in the Dignity in the workplace guidance document.

The Code of Ethics principles of Public Service, Courage, Respect & Empathy are relevant to this policy.

5.          Take action and review.

The policy will be review periodically to ensure that it is still relevant, and feedback will be sought from key stakeholders and the wider police force.  

Any feedback or dissatisfaction with the policy will be recorded and discussed with the policy owner and appropriate action taken.

CODE OF ETHICS CERTIFICATE OF COMPLIANCE

This policy has been drafted in accordance with the Code of Ethics and has been reviewed on the basis of its content and the supporting evidence and it is deemed compliant with that Code and the principles underpinning it.

HUMAN RIGHTS ACT CERTIFICATE OF COMPLIANCE

This policy has been drafted in accordance with the Human Rights Act and has been reviewed on the basis of its content and the supporting evidence and it is deemed compliant with that Act and the principles underpinning it.

EQUALITY IMPACT ASSESSMENT

Section 4 of the Equality Act 2010 sets out the protected characteristics that qualify for protection under the Act as follows: Age; Disability; Gender Reassignment; Marriage and Civil Partnership; Pregnancy and Maternity; Race; Religion or Belief; Sex; Sexual Orientation.

The public sector equality duty places a proactive legal requirement on public bodies to have regard, in the exercise of their functions, to the need to:

• eliminate discrimination, harassment, victimisation, and any other conduct that is unlawful under the Act;
• advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it;
• foster good relations between persons who share a relevant protected characteristic and persons who do not share it.

The equality duty applies to all protected characteristics with the exception of Marriage and Civil Partnership, to which only the duty to have regard to the need to eliminate discrimination applies.

Carrying out an equality impact assessment involves systematically assessing the likely or actual effects of policies on people in respect of all the protected characteristics set out above. An equality impact assessment should be carried out on any policy that is relevant to the public sector equality duty. 

EQUALITY IMPACT ASSESSMENT COMPLETED: November 2024