Why Dignity & Respect In the Workplace Matters

Demonstrating respect and dignity at work is a cornerstone of creating an inclusive culture. But what does this look like in practice and how can organisations encourage it? EW Group DEI Specialist, Isha Sadiq, discusses the importance of dignity and respect in the workplace and the practical steps organisations can take to achieve this in an authentic and meaningful way.   

It’s not unreasonable to say that the business case for creating a working environment rooted in dignity and respect is self-explanatory. Demonstrating dignity and respect towards others in the workplace is core to creating a culture where all employees feel valued and safe.

Not only does it create a healthy environment that improves employee engagement, wellbeing, satisfaction and retention, but it also reaps dividends for the organisation. When treated with dignity and respect individuals and teams collaborate more, leading to increased innovation and productivity. Fundamentally, the happier the employee, the more they contribute to the success of the organisation.

QUICK LINKS

• What is respect in the workplace?
• Why respect is important in the workplace
• What dignity and respect at work look like
• How to encourage dignity and respect

What is respect in the workplace?

An employer’s commitment to dignity and respect at work helps to create a culture where all staff feel valued and respected. All staff should expect:

• To be treated with dignity and respect
• A workplace free from bullying, harassment and victimisation and, if issues arise, they are dealt with promptly and appropriately
• Not to experience any form of unlawful or unfair discrimination
• To be valued for their skills and abilities
• That when feedback is needed, this is given appropriately – whether positive or not

It can also be a worthwhile exercise for employers to reflect on what factors decrease the likelihood of dignity and respect being demonstrated at work. The various disclosures across sectors showcase traits such as seniority, longevity as well as power and privilege as methods by which toxic behaviours can manifest.

Now that the Workers Protection Bill has passed into law, (an update to the Equality Act 2010), employers have a legal duty to prevent sexual harassment from happening at work. This shift from redress to prevention means that employers must urgently develop clear policies, provide training and undertake proper investigation into allegations of harassment and abuse. 

DEVELOP BEST IN CLASS DEI POLICIES →

Why respect is important in the workplace

The aim for leaders is to create an inclusive culture where staff feel valued, respected and have the necessary mechanisms to report poor behaviour. There are a number of benefits to achieving a culture of respect at work for both employees and employers which we explore below.

1. A respectful and inclusive culture leaves less room for harassment or discrimination

Harassment and discrimination are unacceptable in the workplace.  It will hinder staff from performing to the best of their ability and can impact career progression if staff don’t feel it’s a place where they belong. Fostering an environment of dignity and respect helps set the tone that harassment and discrimination will not be tolerated and that every employee is valued. Exploring what this looks like for your organisation is vital to minimise risks and to demonstrate your commitment to creating a workplace that prioritises the wellbeing of staff.

It also means challenging unacceptable behaviour in an appropriate way; either face-to-face with the individual or through other means according to organisational policy and procedure. In the last year, employment tribunals in the UK related to allegations of bullying rose by over 40%. Most of us have had to adapt to new ways of working since the pandemic, but organisational changes to policies and procedures haven’t always followed suit. Acas provides helpful guidance on the use of different communication methods, including social media, in bullying or disciplinary policies.

2. A culture of dignity and respect can reduce workplace stress

“18 million days of work were lost due to stress, depression or anxiety in 2019/2020”

HSE 2020

A respectful workplace culture will ensure that all staff understand what unacceptable behaviour is. It can take many forms and can range from physical attacks to more subtle misconduct or microaggressions. It can include actions, jokes or suggestions that might create a stressful working environment. It can also include the production, distribution, display or communication and discussion of material that may offend.

3. Encourage continuous development and a culture of learning

Ensuring we show dignity and respect to our colleagues demonstrates that we value them and their input. It means that when things go wrong it is dealt with respectfully and constructively. These should be learning opportunities where we can all grow and develop.

When organisations encourage this kind of learning and empower their employees to become more collaborative, their teams will be more able to share ideas, make decisions and take accountability without the fear of intimidation or telling off. This, in turn, helps reduce workplace stress and improve staff satisfaction and job fulfilment.

4. Respect can increase employee engagement

A culture of respect in the workplace encourages innovation and idea sharing, as well as staff wellbeing, satisfaction, performance, and productivity. When employees know they are valued by their managers and team members, they are less stressed and more committed to their work.

5. Increase your organisation’s ability to attract and retain talent:

Staff want to be in organisations that show appreciation and provide routes for them to develop professionally. High employee turnover is expensive for organisations in terms of the time and money it takes to hire and train new staff. You may also find that it becomes harder to recruit the best people if word gets out that your organisation is not a good one to work for.

What dignity and respect at work look like

Dignity and respect show up in many different ways.  Some of the attributes are listed below and include the ability to be:

• Trustworthy
• Able to react with consideration of others
• Able to listen
• Respectful of others and of self
• Assertive
• Recognise when compromise is needed
• Principled
• Tolerant (thought challenging)
• Non-judgmental
• Thoughtful
• Courage to challenge, able to challenge with care and respect
• Fair
• Considerate
• Open-minded
• Able to ‘let go’ (when appropriate)
• Honest

How to encourage dignity and respect

There are a variety of workplace conditions that encourage people to act with, and maintain, dignity and respect in the workplace, these include:

On a practical level:

• Good, clear leadership
• Positive role models
• Clear and appropriate guidance
• Support
• Time

On a personal level:

• Inner strength
• Self-belief
• Vision
• Determination

Examples of how to demonstrate respect at work

How can we show respect in the workplace? Below is a list of some of the things that employers and employees can practice to show respect for others.

1. Active listening – use open body language and be attentive – don’t play with your phone or catch up on emails etc.
2. Be authentic and honest – admit your own mistakes and be honest with your employees and colleagues about theirs whilst being constructive in your feedback.
3. Support your colleagues and let them know you care – whether it’s sharing a problem or acknowledging you understand they have been under a lot of pressure will help show that you are supportive and there for them should they need you.
4. Celebrate others’ success and achievements – recognising other’s contributions improves team morale.
5. Create an inclusive culture where everyone feels safe to share their ideas.
6. Use respectful language – ensure that your communications, written and verbal, are inclusive.
7. Challenge poor behaviour and reinforce positive behaviour – A key element in the role of an inclusive manager/co-worker is to effectively challenge behaviour and language which does not meet expectations with regard to inclusion.
8. Weave these behaviours into your organisational values and processes – Ensure that behaviours related to dignity and respect are woven into your policies and into your induction processes and everyone is clear on what is and what isn’t acceptable. Incorporate questions geared towards these behaviours in your appraisals and recruitment processes.

BUILD A MORE INCLUSIVE CULTURE WITH THE EW GROUP →

This list is a good starting point in helping create a workplace that prioritises the wellbeing of staff and sets the tone in demonstrating core values and a healthy working culture. This fundamentally helps organisations work towards achieving dignity and respect in the workplace.