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Dignity and respect in management practice
Dignity and respect: Make dignity and respect visible in management decisions, communication and follow-through.
Anonymised practice examples drawn from cases handled by our team.
Dignity and respect: practical approach
Select a small number of observable management actions and define how to review them. For example, check whether team members have a usable way to contribute to discussions and whether agreed access needs are addressed.
What to check and record
Feedback should be considered alongside concrete management decisions and follow-through. A statement that a team feels respected should not be inferred from training attendance or a manager’s self-assessment alone. Where feedback identifies a concern, the response should explain the action taken or why a different approach is appropriate.
Learning for managers
The lesson is to make a values statement concrete enough to test through examples. Dignity and respect should be visible in decisions, communication and responses to concerns, not only in the wording of a policy.
Manager checklist
- Define observable management behaviours
- Check access to participation
- Invite and consider feedback
- Explain action and follow-through
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Further reading
General guidance for Great Britain. Use the relevant policy and advice for a live case.
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