Dignity at Work. The ABO and its members commit to treating all musicians fairly and with respect and will not discriminate on grounds of sex, gender reassignment, marital status (including civil partnerships), race, ethnic origin, colour, nationality, national origin, disability, sexual orientation, religion or age. ABO members and the MU oppose all forms of discrimination, bullying and harassment and are committed to eliminating discrimination and encouraging diversity. ABO member orchestra managements encourage any freelancer who feels that they have been unfairly treated, harassed or bullied, or who has witnessed any incident of this kind taking place, to make a complaint using the appropriate internal procedure which can be provided. ABO member orchestra managements and the MU will seek to ensure anyone making such a complaint will be treated with respect and protected from victimisation arising from making a complaint.
Dignity at Work. 12.1 Sinfonia Cymru is committed to treating all musicians fairly and with respect and will not discriminate on grounds of sex, gender reassignment, marital status (including civil partnerships), race, ethnic origin, colour, nationality, national origin, disability, sexual orientation, religion or age.
12.2 Sinfonia Cymru encourage any freelancer who feels that they have been unfairly treated, harassed or bullied, or who has witnessed any incident of this kind taking place, to make a complaint by contacting whichever of the following personnel associated with Sinfonia Cymru the Musician feels most comfortable; contact details will be provided as part of the information related to each engagement:
(i) Chair of the Board;
(ii) Chief Executive Officer;
(iii) General Manager;
(iv) Concerts & Projects Manager;
(v) MU Representative;
Dignity at Work. The Contractor shall in the course of the performance of the contract respect the dignity of the Staff members and the ECB’s staff members and refrain from any inappropriate behaviour that demeans others. The Contractor’s staff members shall respect the dignity of the ECB’s staff and refrain from any inappropriate behaviour that demeans others. For the purpose of the standards of behaviour set out in this Section the following definitions shall apply:
a) ‘Dignity at work’ means the absence of inappropriate behaviour. Inappropriate behaviour means any form of direct or indirect discrimination, physical violence, psychological harassment (also referred to as bullying or mobbing) and sexual harassment.
b) ‘Direct discrimination’ shall be taken to occur where one person, because of their nationality, gender, racial or ethnic origin, religion or belief, disability, age or sexual orientation, is, has been or would be treated less favourably than another person in a comparable situation.
c) ‘Indirect discrimination’ shall be taken to occur where an apparently neutral provision, criterion or practice would put a person at a particular disadvantage on the grounds of nationality, gender, racial or ethnic origin, religion or belief, disability, age or sexual orientation compared to another person, unless the provision, criterion or practice is objectively justified.
d) ‘Physical violence’ means the intentional use of physical force or the threat of physical force against another person that results in physical, sexual or psychological harm.
e) ‘Psychological harassment’ means any improper conduct that takes place over a period, is repetitive or systematic and involves physical behaviour, spoken or written language, gestures or other intentional acts that may undermine the personality, dignity or physical or psychological integrity of any person.
f) ‘Sexual harassment’ means conduct relating to sex which is unwanted by the person to whom it is directed and which has the purpose or effect of offending that person or creating an intimidating, hostile, offensive or disturbing environment.
Dignity at Work. 9.1 The College endeavours to create a work environment in which everyone is treated with dignity and respect, where all employees, whatever their protected characteristic, feel valued and welcomed, and where discriminatory behaviour is not tolerated. The aim is to work towards eliminating prejudice and discrimination and encourage change in individual behaviour to xxxxxx good relations between all.
9.2 Abuse, harassment or bullying (e.g. name-calling, derogatory jokes, unacceptable or unwanted behaviour and intrusive questions) because of someone’s protected characteristic are unacceptable. Harassment is viewed as a serious disciplinary offence, that will result in disciplinary action, which may lead to dismissal; or in the event an employee is harassed by a student, the expulsion of that student.
9.3 Propaganda or derogatory messages against any of the protected characteristics, in the forms of written materials, graffiti, music, emails, text messages, social networking websites or speeches, must not be tolerated. The College undertakes to immediately remove any such propaganda whenever it appears on the premises and disciplinary action may be taken against the perpetrators.
9.4 It is important to recognise that a protected characteristic may not be obvious or visible and as such assumptions should not be made about individuals. The College should provide a supportive environment for employees who wish it to be known that they identify with a protected characteristic. However, it is the right of the individuals to choose whether they wish to be open about this in College. For example, to ‘out’ someone in relation to a protected characteristic (e.g. telling others that someone is lesbian, gay or bisexual, or that someone has a mental illness) whether staff or student, without their permission is a form of harassment, and should be treated as such.
9.5 The College should also refer to the joint agreement on guidance on harassment and bullying, which provides good practice guidance on handling employees’ complaints of harassment.
9.6 If an employee reports an allegation of harassment by a third party, the College must investigate the allegation and take action where the allegation is upheld.
9.7 The College should make third parties aware that they will not tolerate harassment of their staff. This includes acts of harassment by contractors, visitors, students and employers.
9.8 The College should accept that there may be conflicts that may need to be manage...
Dignity at Work. The Delivery Driver agrees to comply with the Client's Dignity at work, Equality and Diversity policies.
Dignity at Work
