A reality at Agency Iceberg is that we often hear cases about Talent being mistreated in the workplace, whether it be by management or another staff member. We always advise Talent to act quickly to resolve these issues and put our Talent first, even if this may damage a client relationship. In this week’s blog we share some further insight into our ethical approach to Talent management.
The importance of providing a safe work environment
A safe work environment is crucial for everyone, from management and employees to support staff and suppliers. A positive environment promotes inclusion, productivity and collaboration, as everyone feels respected.
A great place to start is by setting clear expectations and values, which creates a positive tone and is something you can benchmark behaviour on. It shows what won’t be tolerated and what is considered mistreatment or inappropriate behaviour. Many great companies have their own individual set of values that they discuss with their employees to ensure everyone is on the same page.
Everyone wants to feel safe and valued at work, so ensuring you have a great team of people who buy into and live your values every day is what is going to make your company thrive.
The consequences of a negative workplace environment
Firstly, a consequence of a negative environment is losing great employees. Culture is key and great people are unlikely to stick around if they’re being mistreated. Even if they do, you are likely to see a decrease in productivity as well as quality of work, which can negatively impact the mood of the entire office.
Secondly, reputation is everything. Whether you are working in a boutique or multinational corporation, people will talk about their experience with you. Word of mouth is important, and you don’t want to be losing potential business over unethical treatment of staff.
What to do when things go wrong
Safety is key. If a Talent is experiencing something that is considered unsafe, we support them and encourage all businesses to as well. People can turn to HR, management and Fair Work Australia, as each have procedures in place that cover workplace situations when people need support.
It’s also important to gather information from all parties so you can address the situation for what it is. Either contact HR, or if you don’t have a HR department, have an open and honest conversation. We encourage all parties to sit down, discuss what has been happening, work to resolve the issue and set expectations or guidelines moving forward. Having a third party open up the dialogue can be particularly helpful in breaking down any communication mishaps.
Agency Iceberg’s stance on recruiting for ethical workplaces
At the end of the day, we would rather lose a client then sit back and allow for someone to be badly mistreated. We are pro-diversity and anti-bullying in the workplace, and ensure we get to know all our clients before engaging in any recruitment needs.
I regularly check in with Talent to see how they are going in their roles. If there are ever any issues, I am transparent with both parties and work to address the problems immediately.
Agency Iceberg is also a Yes Queen business ambassador, meaning we have taken the pledge to end workplace bullying. We have adopted the Yes Queen’s business toolkit and policies, which is another useful resource for individuals and companies.
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