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Defining and Supporting a Culture of Respect at Western and in Our Unit

Defining and Supporting a Culture of Respect at Western and in Our Unit. AGENDA. Welcome Background Purpose of Today Initial Thoughts Some facts on Bullying Features of a Respectful Workplace The Face of Disrespect Next Steps for Us. Background. Best student experience.

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Defining and Supporting a Culture of Respect at Western and in Our Unit

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  1. Defining and Supporting a Culture of Respect at Western and in Our Unit

  2. AGENDA • Welcome • Background • Purpose of Today • Initial Thoughts • Some facts on Bullying • Features of a Respectful Workplace • The Face of Disrespect • Next Steps for Us

  3. Background Best student experience. Best employee experience.

  4. Defining and Supporting a Culture of Respect We seek to sustain and enhance “a culture focused on achievement, development, teamwork, and collegial relations: a culture of deep respect that actively values the contribution of all roles, invites open inquiry, celebrates diverse talents and backgrounds, and supports develop- ment, recognition, and fulfillment for each person.” Engaging the Future, 2006

  5. Defining and Supporting a Culture of Respect Leaders’ Forum November 15, 2007 see notes from the Forum at

  6. Equity& Human Right Services (EHRS) Western Statistics May 1, 2006 - April 30, 2007 286 Consultations (for guidance on issues such as general harassment, sexual harassment, racial harassment or other areas) 15 New Formal Complaints

  7. Workplace BullyingThe Workplace Bullying and Trauma Insitute (Gary Namie) Bullying should never be brushed off as a personality clash (Namie 2003) • 3X more prevalent than sexual harassment • targets endure for almost two years before filing a complaint • only 13% of bullies are punished or terminated • often invisible and occurs behind closed doors • when witnessed, team members usually side with the bully

  8. Workplace Bullying • 81% of bullies are in supervisory roles • 58% of bullies are female • 84% of bullied employees are female • 21% of all workers have been targeted by bullies (USA studies: Brunner & Costello, 2003, and Namie, 2003):

  9. Purpose • To begin to build consensus around the kind of workplace we all want to have • To agree on ways to share resources and relate to each other so we can all be productive and enjoy our work.

  10. Initial Conversation • In groups of four, take 5 minutes to discuss • When I’m interacting with a person, I really it like it when… • The most courteous treatment I’ve experienced recently is…

  11. A Respectful Workplace In new groups of four, take 5 minutes to record your thoughts on: Features of a really respectful workplace…

  12. The Face of Disrespect At your tables: Take a minute to consider, silently, some behaviours you believe are “outside the limits of respect” because they • Signal disrespect for others • Undermine confident, productivity, reputation • Involve misuse of power • Erode others’ well-being

  13. The Face of Disrespect • In same groups of four, take 10 minutes to discuss • Examples of behaviour that are outside the limits of respect and that I find distressing, even de-motivating • What I tend to do if someone treats me rudely or aggressively is…

  14. The Face of Disrespect • In new groups of four, take 10 minutes to discuss • Why these behaviours arise and persist • The impact on the victim of such behaviour • Some wise ways to respond to and stop this kind of behaviour are…

  15. Next Steps In new groups of 4, take 5 minutes to discuss and record: 1.How I can personally contribute to a respectful environment… 2. Some “next steps” we can take, as a group, to prevent bullying behaviour and foster a respectful work environment…

  16. Thank You “What you permit, you promote.” Leaders at Western have decided to step up and “call” those behaviours their teams have said they don’t want to see or promote and to appreciate the daily acts of courtesy and civility that do make this University a great place to work, learn, and live.

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