Respect - 10 Point ACTION PLAN

I have received quite a few calls about ‘Respect’ in the workplace since the recent tragic events in Paris.

Some colleagues have talked about what they could or should be doing – so here’s a quick ‘10 point action plan’. I hope it helps.

1. Promote your values. What are the Respect values in your organisation? How do you define fundamental 'British' values? And how is all of this made real in the day-to-day workplace? Send an email to all staff confirming your organisations values.

2. Become more inclusive. Make a conscious effort to reach out and work with everyone in your organisation - especially those who could feel excluded in anyway, be it by ethnicity, position, race, current role, religion, job insecurity, culture, etc.

3. Deliver Respect in practice. Emails are consistently one of the biggest areas of concern for lack of Respect amongst staff. Review your workplace communications - email, meetings and the way staff sometimes speak to each other.

4. Update (or write) your Respect Policy. Make sure your organisation has a Respect policy, create a clear Respect strategy and plan - and then define behaviours, standards and key activities.

5. Provide training in Respect for your staff. How high is Respect on your training priorities? Do your staff understand ‘the golden rule’ or the ‘ethic of reciprocity’? If you only book ONE HALF DAY of training next year make sure it's in Respect. We can train 8-200 personnel on our most popular half day workshop.

6. Engage all staff. Put Respect and inclusion on the agenda of meetings. Ask staff and colleagues for their views. Encourage them to think about the building of positive relationships across the organisation. Build Respect from the bottom up as well as from the top down.

7. Review all organisation literature - including HR policies and procedures. What does your recruitment or performance review procedure for example, say about Respect values and behaviours?

8. Recognise and reward success behaviours. Does recognition go further than sales performance or efficiency targets? Does your working environment value and reward kindness, staff who are supportive of others, community spirit or voluntary work? Promote these successes.

9. Undertake a ‘Respect Audit’. Create your own questionnaires, review policies and systems, carry out surveys and monitor through appraisal interviews, team meetings or checklists – or use the Diversiton Respect Framework.

10. Take action. Remember Respect starts with each of us. Could we be a little more patient at times, in less of a hurry with others or ask staff for their input more? Re-look at the list above, talk about some ideas with your colleagues and take action now ...

Please get in touch with me to explore any of the above points further - 07717 203325 or [email protected]

Take care….
Des

Des McCabe - Chief Executive                                                                   Diversiton 028417 54777 - www.diversiton.com

P.S. It's just 3 weeks to Christmas so please order your Online Respect Calendar now. It's another great way to promote Respect for the whole of 2016.