Cllr Elgood

Writing on his blog Brighton & Hove Lib Dem Councillor Paul Elgood has set out his views on what should be included in the council's forthcoming "Dignity at Work" policy. The policy is being developed after widespread concerns over bullying at the council.

Paul, who has for a number of years promoted the needs for an accessible and independent anti-bullying policy, and who has championed fairer working practices at the council, writes:

"Whistleblowing and in particular anti-bullying is finally back on the council agenda after two years of delay. The "Dignity at Work" scrutiny panel has been reconvened to hopefully look at a draft of the new policy. Followers of the council's proceedings will know that I have watched this closely over the years after a series of complaints from staff members, many from diverse backgrounds, who came to me when I chaired the council's equalities forum. To help the debate, here is what I think should be include in the council's anti-bullying policies."

Paul argues that the "Dignity at Work" policy should be based on:

Principles:

* Harassment and bullying are considered absolutely unacceptable conduct. This includes harassment and bullying on the grounds of colour, race, nationality, ethnic or national origin, gender, sex, marital status, sexual orientation, disability, religion or philosophical belief, age, HIV/AIDS status or social 'class'.

* Individuals have the confidence to complain about harassment and bullying should it arise.

* Individuals have the confidence that any concerns they may have will be dealt with fairly and appropriately, with independent monitoring and the right of appeal.

Recommendations:

1. To start this off, there must be an audit to analyse the extent to which bullying is a concern, identifying the particular issues which may need to addressed.

2. There must be a specific anti-bullying policy as an extension of the main dignity at work policy and linked to the Equal Opps and Inclusion policies.

3. Make bullying of any kind a disciplinary and grievance offence.

4. Language must be accessible and open, this should not read like a health and safety policy.

5. Educate managers and make them responsible for implementing the policy.

6. Ensure that employees can make a complaint without fear of reprisal or victimisation - that means taking out the first point of reporting as the line manager.

7. The council should set up an informal support system made up of independent volunteers to assist employees complaining of bullying.

8. Any policy should communicate and publicise the organisation's stance on bullying, and inform all staff of their rights and responsibilities. Communicate that the policy applies to everyone - including contractors. This needs to be led from the top and should be made widely available - we shouldn't be able to miss it. In addition to campaigns to raise awareness, there needs to be a permanent display in every building/floor.

9. Provide independent awareness and skills training on dealing with bullying.

10. Monitor and review the procedures and complaints system - with an annual (at least) report to councillors.

11. Provide independent, confidential support and counselling for the target and witness - the number must be on the policy and all publicity.

12. Buy in from the very top of the organisation - which I already know we have from the new chief executive.

13. Finally, there must be the right of appeal.

To read Paul Elgood's blog visit:
www.brunswickblog.blogspot.com

For more information about the Liberal Democrats view:
www.brighton-hovelibdems.org.uk