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Dignity at Work Policy / Equality in the Workplace

Dignity at Work Policy

The HRB Dignity at Work Policy aims to promote respect, dignity, safety, and equality in the workplace. Every member of staff should be aware that all forms of bullying, harassment, and sexual harassment are unacceptable and every member of staff has a duty to behave in an acceptable and respectful manner.

The key aims of this policy are to:

  • Achieve a work environment where dignity and respect are to the forefront of our values.
  • Create an environment where bullying, harassment, and sexual harassment are not tolerated in any form.
  • Ensure that each individual is aware of his/her responsibility to behave in a way that reflects a culture of dignity and respect.

Equality in the Workplace

As an equal opportunity employer, the HRB will treat all its employees and potential employees equally irrespective of the nine grounds below:

  • Gender
  • Marital Status
  • Family Status
  • Age
  • Race
  • Disability
  • Religion
  • Sexual Orientation
  • Membership of the Traveller Community

Employment of People with Disabilities in the Public Service

The HRB, as an Equal Opportunity employer is fully committed to Part 5 of the Disability Act 2005 which sets out the legal obligations of public service bodies including:

  • To promote and support the employment of people with disabilities  
  • To comply with any statutory Code of Practice
  • To meet a target of 3% of employees with disabilities
  • To report every year on achievement of these obligations

The Health Research Board is fully committed to:

Set a strategic objective within the HRB's Corporate and HR Recruitment Strategy to achieve compliance with the 3% target and will work towards compliance with the 6% target.

Develop and will continue to develop further an organisational culture where staff are comfortable and confident that declaring a disability will not have any negative impact on their recruitment opportunities or their career.

Ensure that we get the maximum return in employment of people with disabilities from recruitment activities including actively encouraging applications from people with disabilities.

Learn from experiences of similar organisations to encourage interest from people with disabilities through the recruitment process.

Continuously identify and document specific initiatives that will be implemented to increase the level of staff with disabilities employed by the Health Research Board.

HRB's Commitment to Dignity and Equality at Work

Objectives and Purpose

The purpose of the Respect and Dignity policy and the HRB's commitment to Equality is to enhance a workplace that provides for equal opportunities for all current, future and potential staff and where their dignity is protected and respected at all times. This will require the development of practices and procedures that cover the following aspects of employment:

  • Role and Responsibilities
  • Recruitment, Selection and Induction
  • Training and Work Experience
  • Career Development
  • Conditions of Employment
Role and Responsibilities

The HRB are committed to the active implementation of the Respect and Dignity Policy and Equality in across all of the workplace.

  • All managers will be trained to enable them to take responsibility for ensuring Equality, Respect and Dignity in all aspects of their management role. They will have responsibility for ensuring the implementation of the policy in the workplace and promoting a culture that supports the policy.
  • Human Resources will oversee the integration of the Respect and Dignity policy into all HR policies and organisational practice. Training will be provided to all staff to ensure they are aware of the policy. Developments and initiatives to support the implementation of the policy will be communicated to all staff.
  • All staff has an important role to play in ensuring equality/diversity throughout the organisation. Managers have a particular responsibility to promote respect for differences and to accommodate diversity where appropriate.
  • Management and staff will be provided with appropriate training to ensure the HRB fully operates and delivers an environment of Respect, Dignity and Equality. The training will include awareness of equality, respect, dignity, anti-bullying and discrimination principles, legislation, the manager's role in implementing the Respect and Dignity policy and attitudinal and behavioural issues.
Recruitment, Selection and Induction
  • The objective is to target the widest possible pool of potential applicants and to ensure that all candidates have equal access to HRB positions. Recruitment methods, documentation and all associated publicity material will contain nothing of a discriminatory nature and will encourage applications from all potential candidates.
  • Selection will be based on merit and those who are successful shall demonstrate their suitability for appointment according to predetermined job-related selection criteria which will be consistently applied throughout the recruitment process. The application of the Respect and Dignity policy will also include accommodating as much as possible the accommodation needs of individuals to facilitate their participation in the recruitment and selection process.
  • All aspects of the recruitment and selection process (job description/specification; advertising; short listing; interviewing; psychometric testing; reference checks; pre-employment medical) will be based on the principle of assessing competencies and attributes (abilities) of applicants against those which have been determined to be required for the effective performance of the job.
  • The organisation while committed to appointing candidates based solely on merit, where appropriate, will take practical measures to facilitate the integration of particular groups under the nine grounds into employment.
Training and Work Experience
  • All employees are afforded the same opportunities to develop full and rewarding careers. They will therefore be provided with opportunities whenever possible to acquire the range of training, competence and experience necessary for their career development. Where practicable, training and development opportunities will be provided in a manner which will facilitate equality of access for all staff.
Career Development
  • All staff will be encouraged to prepare, plan and consider themselves for career development. All staff will be notified about job opportunities by email and encouraged to compete.
  • Conditions governing access to career development will not discriminate, directly or indirectly, on any of the nine grounds. Unnecessary barriers to career development will be removed and employees facilitated to compete. Competitions will be conducted in a manner which does not discriminate on any of the nine grounds.
Conditions of Employment
  • All employees will be offered the same terms and conditions of employment as equivalent staff in the same grade and job family. All employees will receive the same treatment in relation to disciplinary measures, grievances, etc.
  • The induction process will be used as an opportunity to discuss with new employees any special needs that they may have arising from one of the nine grounds and to explore how these needs may be accommodated.
  • Where practicable, measures will be taken to accommodate special needs arising from a disability, race, family status, or any other characteristics covered by the nine grounds.

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