You might have come across a training session called ‘dignity at work’. But what does ‘dignity at work’ training actually aim to achieve?
The whole point is simple. Everyone deserves to feel respected and part of the team. The aim of the game is to make sure that, during their employment, your people are respected at work and feel included.
Too often, though, this kind of training is dismissed as just another HR box to tick; something to complete so you don’t get chased by HR. But that perception misses the point entirely (and might be a sign you’re approaching Dignity at Work the wrong way).
Dignity at Work training is far more than a compliance exercise.
It’s a clear commitment to building an inclusive culture. It’s evidence that you take your responsibilities under the Equality Act 2010 seriously. And, it’s a statement that your organisation stands firmly against bullying, harassment, and discrimination.
In this interview with our People Partnering Manager and subject matter expert, Lea Marsden Harvey, Lea shares her experience of Dignity at Work training, thoughts on why every workplace should be doing it, and advice on how to do it better.
Interview with Lea, People Partnering Manager
Why should every organisation be running Dignity at Work sessions?
“Most of us feel we’ve got a good idea of how to behave at work. But what’s expected can vary depending on the organisation, the type of work, and the mix of people across different backgrounds and generations.
This is where dignity at work sessions can help. They give organisations a clear way to set out the behaviours they value and expect. But it also gives people a space to talk about how colleagues and managers can address behaviour that isn’t okay.
These sessions are also a chance to highlight the wellbeing support available to staff. Research tells us that when dignity and respect are at the heart of a workplace, people are more engaged, teams work better together, and productivity is consistent.
Yet, when something as basic as respect is missing, stress levels can rise and absences are very likely to increase – which leads to turnover becoming a real issue. Let alone more serious incidents occurring, leading to possible Employment Tribunal claims and also damage for the business reputationally.”
What do Dignity at Work training sessions typically cover?
“Dignity at Work training works best when it feels relevant to how people actually work together. It’s there to help everyone understand what respectful behaviour looks like and to know what to do if something doesn’t feel right.
The sessions usually cover:
- Respectful behaviour – what that looks like day to day.
- Unacceptable conduct – how to spot it and deal with it early.
- Bullying and harassment – including sexual harassment, and how to prevent it.
- Bias and barriers – the things that can make people feel unable to speak up.
- Responding to concerns – how to raise an issue and where to get help.
The training should give people space to think about how they treat one another and what kind of environment they want to work in. Good Dignity at Work training makes it easier for people to speak up, support each other, and set the right tone across the team.”
Who in the organisation should attend Dignity at Work sessions?
“Absolutely everyone – because every single person plays a part in shaping the workplace culture, whether that’s consciously or not.
We believe it makes a real difference when senior leaders take part in these sessions, as they have a particularly important role to play in setting the standard for accountability at work.
So, our approach is to run two sessions – one for employees and another for leaders and managers. This way, we can give managers the tools to handle situations when behaviour is called into question, whilst at the same time sharing how they build and sustain a positive and inclusive culture within their teams.”
Who is best placed to deliver them, internal staff or external experts?
“Personally, I am a firm believer that training delivered by external experts is the way forward. Not only do they bring fresh perspective, specialist knowledge of employment law, and experience from working across different sectors, but their independence to the organisation also often makes it easier for people to speak openly during these sessions.
It can even be a more cost-effective approach, too – external training providers can deliver what’s needed, faster, often saving the internal time and resources you’d usually spend on research and development.”
How long should a Dignity at Work session last to be meaningful and effective?
“Our sessions usually run for around 1–2 hours, giving enough time to explore key themes without taking people away from their roles for too long. They’re designed to be as interactive as possible, whether delivered face-to-face or online, so that everyone feels able to take part in the conversation.
Creating the time for this safe space is important. It allows people to share their experiences and think about how the learning applies in practice. We see the key focus is on turning ideas and discussions into actions, so everyone can leave with a clearer understanding of what they can do.”
How often should you run Dignity at Work refresher sessions?
“Dignity at work should be an ongoing conversation, so adopting a regular rhythm of training, every 12-18 months, keeps the content relevant and fresh in employees’ minds.
But it’s important to flag that training is only the starting point – there’s much more that employers can do to bring the topic to life and make sure it’s more than a box-ticking exercise. Dignity at work should sit within a wider approach that includes consistent internal comms, well thought out policies and action when something goes wrong.”
Is Dignity at Work training just about legal compliance?
“Absolutely not! Yes, dignity at work training does touch on the legal side of things (including responsibilities under the Equality Act 2010, the Health and Safety at Work Act, and the Protection from Harassment Act) but the purpose of the training is so much more than employment law.
The real value is in creating a workplace people actually want to work. When your people know they’ll be treated fairly and with dignity, it supports psychological safety and prevents issues from escalating.”
What kind of feedback do attendees usually give after a session?
“For the sessions I’ve facilitated, employees often leave feeling more confident about recognising and challenging behaviour that isn’t appropriate, whether they experience it themselves or witness it happening to someone else.
For leaders and managers, they say the benefit is seeing those conversations translate into a noticeable shift in how people treat one another day to day”, proving that even small changes can make a real difference to workplace culture.”
What makes Fitzgerald’s approach to Dignity at Work sessions different?
“We design every session around our clients’ specific needs and goals.
For instance, the session we created for a film production company (with an Oscar-winning director!) working in a remote location, looked very different to the one we delivered for a charity in central London. In the production setting, we had to consider the close, intense working conditions, while in the charity environment the focus was shaped by different challenges.
No matter the context, we make sure our content is accessible and our trainers approachable.”
Discover how we work with our client member, Connectd.
Where should an organisation start if they’re thinking about offering this kind of training?
“A good first step is simply to have a chat with our team of experts.
We’ll listen carefully to understand your culture, the audience you want to reach, and what you’re hoping to achieve from the session.
From there, we’ll build a training session that is relatable and pragmatic; reflecting the day-to-day experiences and nuances of your industry, whilst supporting the kind of workplace you want to be.
The aim isn’t to deliver something off the shelf, but to create something that connects with your people.”
Get in touch with our team
At Fitzgerald, our people specialists regularly design and deliver training sessions, including dignity at work.
Sessions can be run online or in person, and we’ll shape them to meet the needs of your organisation. They’ll cover the essentials for legal compliance, but just as importantly, they’ll reflect your culture and feel authentic to your people.
Some might call that a ‘win-win’.
Get in touch with the team on 0330 223 5253 or office@fitzgeraldhr.co.uk.
