Guides and policy documents
Creating some noise both internally and externally requires ideas, materials, a marketing plan and energy.
You might be planning to run a campaign within your own organisation. Feel free to promote your campaign using #aLastingChange.
As a minimum we recommend every organisation has two things:
- A Dignity at Work policy or statement. Here is a suggested version for you to use.
- Appropriate workplace behaviour training. There are many ways this can be designed and delivered. To get you thinking, here is a link to a sample training session.
That’s not enough however. What will work for your organisation will depend upon your industry sector, culture, demographics and many other factors. We can support you to design your own bespoke solutions. We have already done so with lots of organisations, some of whom have generously allowed us to include their work on this site, to act as an encouragement, incentive and examples of what can be done to make positive changes in real workplaces facing a wide range of challenges.
The Old Vic's Guardians programme
The Old Vic’s Guardians programme was developed to embed a consistent and strong culture throughout all its various departments and divisions, and to facilitate good quality, timely escalation of issues when they arise. Here is a copy of the information pack on how to create a Guardians programme. There is also a practical guide so there is no barrier to implementation no matter what size the organisation of the level of their resource.
Further information on The Old Vic's Guardians programme can be found on their website.
- Fawcett Society
- Think, Act Report
- ACAS Code on disciplinary/grievance
- Women and Equalities Committee
- Equality and Human Rights – sexual harassment in the workplace
- ComRes – Sexual Harassment in the workplace December 2017 survey
Our guides for A Lasting Change
Bullying and harassment
Dignity at work has become increasingly recognised in recent years as an important issue for employers to address. Taking action to prevent bullying and harassment at work can be crucial in avoiding increased levels of stress and absenteeism, low staff morale, high ...
Employees who have parental responsibility for a child are afforded certain legal rights in order to protect and support their role as parents.
Disciplinary and grievance procedures - the ACAS Code
The Acas Code of Practice on Disciplinary and Grievance Procedures is designed to provide clear, practical guidance on how to carry out disciplinaries and grievances fairly.
Equality at work
Discrimination in the workplace is governed by the Equality Act 2010. This brings together into one place all of the equality laws that had developed over a number of years, including those based on EU law. It also covers discrimination in other areas such as the ...
Equal pay law first developed in the UK in the 1970s after a campaign by trade unions and women’s groups. It is now a basic principle of European law that men and women who do equal work should receive equal pay. This principle is implemented in the UK today through ...
Gender pay gap reporting
The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 (the “Regulations”) require employers to report on the gender pay gap in their organisation.
Maternity leave and pay
The law recognises women on maternity leave as being particularly vulnerable and gives them special protection. As a result, employers need to be careful to make sure they comply with their legal obligations in this area. This Inbrief summarises the rights which women ...
Flexible working - the right to ask
Employees seeking a better balance between the demands of work and personal life may seek a change in their working arrangements – for example by part-time working, job-sharing or a change in working hours.