Checklist for line managers - © Anthea Lowe & Associates
1. I tell all my staff (including new ones) about discrimination, harassment and bullying – their rights and responsibilities.
2. I am a good role model - I make fair, non-discriminatory decisions, and I never manage anyone using any form of bullying or harassment.
3. I am outcomes-focused and so I am flexible about precisely when, how and where work is done – for example, I do my utmost to accommodate disability-related, religious and family/home needs.
4. I explain the rationale behind all my decisions to those affected by them and I can justify every one of my decisions as a fair decision.
5. I do not tolerate unfair, harassing or bullying behaviour or any behaviour that risks a complaint of discrimination, harassment or bullying.
6. I make sure the workplace is free of all forms of stereotyping and potentially offensive material.
7. I make sure it is difficult for discrimination, harassment and bullying to happen by analysing and then actively reducing the risk of any such behaviour.
8. I follow up any behaviour changes that could indicate discrimination, harassment or bullying are going on.
9. I make sure all staff in my team feel able to come to me (or, if necessary, another manager, supervisor, team leader or grievance adviser) with any work-related problem.
10. I try to solve rather than bury all work/people management problems – fairly and speedily.
11. I act immediately if I suspect, see, hear, or am told about any discrimination, harassment or bullying, or about any behaviour that risks a complaint of discrimination, harassment or bullying.
12. I seek confidential advice about discrimination, harassment or bullying prevention and/or resolution, as necessary.
Are you a good line manager?
Anthea Lowe & Associates
Do you follow the 12 points in the checklist below?
Does every one of your line managers follow all these points?
Line managers are only likely to be good people managers if they follow most if not all these points. If they don’t follow them it is likely they are not good people managers, are regarded as poor people managers or even bullies and are experiencing the problems listed in the previous section – ‘Are you as well protected as you should be?’
