Thanks to @fifivdm for the inspiration behind this week’s blog.
I’ve written before about companies drawing up anti-bullying policies and procedures. These policies are then either posted on a firm’s intranet and/or handed out in hard copy to all staff. After that, they aren’t given a moment’s thought.
Often, anti-bullying policies and dignity at work documentation are drawn up for a workplace as though they’re reflecting well-worn company practice. But if we looked through a firm’s history for evidence that staff were trained or even talked to about bullying and harassment, how often would we draw a blank?
It's that easy for firms. Just knock up your own document showing you’re all aware of dignity and diversity and forget the training. You don’t have to put any money into it. You don’t have to arrange for your staff to attend any seminars. These policies look and sound genuine, but too many of them lack any sort of authenticity behind them.
They don’t view it as important or relevant.
But let’s look at it in this context. It’s illegal to misinform in a CV to get a job. If it weren’t, how easy would it be to claim qualifications we wish we gained? How easy to list the relevant experience we wish we’d had? How easy would it be to write a CV declaring ourselves the perfect candidate in an ideal world?
It’s important to have some truth behind any formal office documentation. If firms are going to declare themselves the perfect workplace in an ideal world – they really ought to have something more to show for it than words.