-75%
Solution
1.1 Ethical principles and professional values at work
- a) Ethical principles refer to the core concepts of right and wrong that guide moral decisions and behaviors. As evidenced by Bosley (2023), some key ethical principles that can inform workplace conduct include integrity, respect, fairness, compassion and transparency. Integrity means being honest, trustworthy and consistent in one’s actions. It is important that employees behave and make decisions with integrity in order to build trust between colleagues. Respect means valuing others and treating all colleagues with dignity, regardless of their age, gender, race or beliefs. Fairness means giving equitable treatment to everyone by making impartial decisions, acknowledging contributions, distributing rewards fairly and owning up to mistakes. Compassion means understanding different perspectives by listening openly and showing empathy towards others. Having empathy fosters a more supportive environment where people feel they can trust each other. Transparency refers to openness, communication and accountability. It is important for managers and employees to be transparent in their decisions to build confidence that rules are being applied and followed appropriately across the organization. Upholding ethical principles of integrity, respect, fairness, compassion and transparency forms the basis of healthy work relationships and culture.
- b) Professional values refer to the standards and qualities that characterize a competent and respected employee within a particular occupation (CIPD, 2019). Some key professional values that can guide behavior at work include competence, reliability, accountability, collaboration, ethical practice and continuous learning. Competence means having the skills and knowledge to perform one’s duties well through qualifications and experience. It is important for employees to regularly refine their skills and stay up to date with developments in their field through continuous learning. This could include formal training courses or independent research. Reliability means that colleagues, managers and clients can depend on you to complete responsibilities accurately and on time, to a high standard. Accountability means taking responsibility for one’s actions, decisions and mistakes in a transparent manner. Collaboration means cooperating with others through open communication, respect, support and teamwork to complete work efficiently. Ethical practice involves acting with integrity, fairness and respect. Professional values uphold an organization’s reputation by consistently motivating high quality work that meets the needs of stakeholders. Demonstrating these values fosters positive and productive working relationships.
1.2 – Conforming with legislation
The people practice team is committed to promoting equality of opportunity and a diverse, inclusive workplace culture. We ensure all of our policies and practices adhere to the Equality Act 2010 to prevent any direct or indirect discrimination. The three examples below outline how the people practice team conforms to the Equality Act 2010 in our recruitment processes, employee support, and complaint handling procedures:
The people practice team ensures that all recruitment and selection processes are fair and follow the principles of equal opportunity as outlined in the Equality Act 2010 (GOV.UK, 2013). Job adverts do not include any language that could directly or indirectly discriminate against candidates with protected characteristics under the Act such as specifying a preference for gender or age. We also avoid requiring any unnecessary qualifications or previous experience that could exclude certain groups. When shortlisting candidates, only their demonstrable skills, qualifications and relevant experience that are directly pertinent to the job role are carefully considered. Interview panels consist of at least two members who have undergone unconscious bias training to help avoid perceptions being influenced by characteristics like ethnicity, disability or gender identity during candidate assessments.
During employees’ time at the organisation, the people practice team is proactive in implementing reasonable adjustments to accommodate any needs arising from disability or long-term health conditions as outlined in the Equality Act 2010 (REASONABLE ADJUSTMENTS GUIDANCE, 2023). This could include providing specialized adapted equipment such as ergonomic chairs, voice recognition software or larger monitors. Other adjustments might be flexibilities around working hours for those requiring treatments or appointments. Alternative roles and responsibilities may also be considered depending on the circumstances. In order to foster greater understanding, diversity and inclusion training is regularly provided to all staff which focuses on preventing direct and indirect discrimination, promoting compassion towards colleagues with diverse needs, and building an inclusive workplace culture.
If discrimination, bullying or harassment cases arise, they are dealt with through a clear, well-documented grievance procedure in line with the Equality Act 2010 to help ensure fairness and due process. The people practice team provides full support to any employee who comes forward with a complaint. This includes conducting private interviews, keeping identities confidential where possible, and explaining each step of the investigation process. A fair, thorough and impartial investigation is carried out by trained individuals to conclude appropriate outcomes based on evidence gathered. No employees are tolerated to face any form of retaliation such as unfair treatment, changed shifts or dismissal for making or assisting with a legitimate complaint. The overall goal at our organisation is promoting a culture of mutual inclusion, dignity and respect for all staff
2.1 Promoting Respect and Inclusiveness in People Practice
According to CIPD (2019), People practitioners demonstrate their respect and inclusiveness in various ways, whether it be contributing their views and opinions, clarifying problems and issues, or working effectively as part of a team. The following sections will explore some of the thoughtful approaches they take in these key areas to foster an environment of mutual understanding and partnership.
- a) Contributing views and opinions
People practitioners can demonstrate respectful and inclusive behaviour when contributing views and opinions by actively listening to understand different perspectives, without judgement. This shows respect for others’ right to their viewpoint. Practitioners also contribute in a constructive, thoughtful manner. Before voicing an opinion, they consider how it may affect others and whether it will help solve problems or move discussion forward. They acknowledge where other views have merit and are open to re-evaluating their own stance. Diverse opinions are welcomed as an opportunity to gain fresh insights. Practitioners communicate their perspectives respectfully without demanding others agree, for example by saying “I believe” rather than labeling their view as absolute truth. This nurtures an environment where colleagues feel safe to share without fear of ridicule.
- b) Clarifying problems or issues
When clarifying problems or issues, people practitioners adopt an approach of thoughtful interrogation not accusation (Zheng, 2019). They ask open, curious questions to understand dynamics rather than make assumptions. All involved colleagues are given equal attention and opportunity to explain perspectives fully. Practitioners paraphrase back what they have heard to check mutual understanding and respectfully correct any misperceptions. Sensitivities are acknowledged – certain problems may provoke strong emotions. Practitioners redirect discussions towards constructive resolution, not apportioning blame. They recognize the complexity of issues and different stakeholder needs. Other views are listened to with an open mind as alternative solutions may emerge. Overall, clarification focuses on learning from each other through respectful exchange to address root challenges, not attack individuals involved.
- c) Working effectively as part of a team
People practitioners recognise the strength that comes through cooperative teamwork rather than individualised efforts. They value all member contributions based on skills and commitment to shared goals, not personal attributes. Consultation is conducted respectfully engaging the full diversity of views within deadlines. Compromise is key to reaching workable solutions everyone can support. Practitioners fulfill their roles dependably and communicate clearly if delays occur, showing respect for colleagues ‘reliance. They motivate cooperation through active partnership not passive participation. Conflict is addressed constructively by bringing people together, not dividing them. Equity is assured so all voices are heard and perspectives given due consideration. This nurtures high performing teams where members feel empowered, develop each other and stay committed to organisational success through unity and inclusion.
2.2 Three Recommendations
Please click the following icon to access this assessment in full
