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THE UK WORK ORGANISATION NETWORK

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How is Resilience Achieved?

Work relationships
Relationships between individuals, managers, teams and employers are clearly vital both to the smooth day-to-day running of the organisation and to its potential for innovation and change. Positive relationships are more likely to flourish if:

• everyone is treated fairly;
• there is a formal equality policy, sending a clear message that people are valued for their differences and that the benefits of a diverse workforce are being realised;
• formal procedures exist for dealing with disciplinary matters, grievances and disputes that managers and employees know about and use;
• work is organised to encourage initiative and innovation, and that managers don’t need to get involved in the detailed supervision of everyone’s work;
• managers understand the need for employees to balance personal and work needs;
• there is a culture of openness and trust throughout the organisation.

The EON and BT case studies showed how important it was that staff from newly acquired organisations were integrated into company culture, systems, values and benefits as soon as possible so that they had a feeling of belonging to a successful team where the common objectives and means of achieving them were well understood. Morale building initiatives also provided BT with successful outcomes and produced positive staff feedback.

Resources
An excellent overview of current thinking and practice amongst diversity professionals in the UK can be found here.

Practical advice and actionable knowledge are available from ACAS – the UK Arbitration, Conciliation and Advisory Service - on The Model Workplace http://www.acas.org.uk/media/pdf/g/e/Model_Workplace.pdf and Equality and Diversity. http://www.acas.org.uk/index.aspx?articleid=1440

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