Behavioural Standards Guidance (Revised core values) - October 2024
In this section
- 1. Introduction
- 2. Scope
- 3. Confidentiality
- 4. Roles and responsibilities
- 5. Acceptable behaviour
- 6. Unacceptable behaviour
- 7. Defining discrimination (direct or indirect), victimisation, bullying, sexual harassment and harassment
- 8. Cyber bullying
- 9. Determining whether unacceptable behaviour is taking place.
- 10. Capability, conduct and positive management
- 11. Learning and Development
- 12. Resolving concerns relating to unacceptable behaviour
- 13. Formal action
- 14. Third party harassment
- 15. Malicious complaints
- 16. Ensuring equality of opportunity
- Appendix 1 - Definitions
- Appendix 2 - Managing Performance
- Appendix 3 - Informal Ways of Resolving Conflict
- Appendix 4 - Managing Conflict
- Appendix 5 - Standards of behaviour key contacts
1. Introduction
Carmarthenshire County Council (We) does not tolerate discrimination, victimisation, bullying, sexual harassment and harassment related to a relevant protected characteristic of any kind. We expect all workers, i.e. apprentices, contract workers (agency staff, consultants, contractors) and employees (you) to demonstrate the highest standards of behaviour in carrying out their duties and responsibilities. To achieve this standard, it is essential that you work in a supportive environment, which does not tolerate unacceptable behaviour including third party harassment of any kind. We are committed to creating a working environment in which everyone is treated fairly and with dignity and respect.
We have a duty of care and a zero-tolerance approach to discrimination, bullying, sexual harassment, harassment related to a relevant protected characteristic or victimisation of any kind. All concerns will be investigated in line with our policies and procedures and appropriate action taken. Incidences of unacceptable behaviour may lead to disciplinary action up to and including dismissal.
This guidance sets out the standards of behaviour that you have a right to expect and are expected to show to others. It also explains how to identify and deal with unacceptable behaviour. Definitions of bullying and harassment are contained in Section 7 and Appendix 1.
This guidance should be read in conjunction with the:
- Equality & Diversity Policy
- Grievance Policy
- Whistleblowing Policy
- Safeguarding Policy
- Health & Safety Policy and supporting procedures
- Domestic Abuse and Sexual Violence Policy
- Employee Code of Conduct
The aim of the guidance is to:
- Ensure dignity at work for all.
- Respect and value differences.
- Make full use of the talents of every member of the workforce.
- Prevent acts of discrimination, harassment, victimisation, exclusion, unfair treatment and other negative or demeaning behaviours.
- Demonstrate our commitment to equal opportunities for all.
- Be open and constructive in our communications.
- Manage perceived conflict.
- Be fair and just in our dealings.
- Educate our workforce in the development of positive behaviours in line with the vision and values of our organisation.
The guidance defines unacceptable behaviour and identifies strategies that everyone can use to overcome the debilitating effects of such behaviour. The key strategy however, and the essence of the guidance, is to expect and promote acceptable behaviour as the best way to prevent unacceptable behaviour.
This guidance must be applied consistently to all employees irrespective of race, colour, nationality (including citizenship), ethnic or national origins, language, disability, religion, belief or non-belief, age, sex, gender reassignment, gender identity or expression, sexual orientation, parental or marital status, pregnancy and maternity.