Use of Identity-Related Terms in Recruitment Discussions
- Thread starter memphisshades
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What is your actual grievance?
One man band is a standard term for a business run by an individual. What is the problem?
White man has to be a bit more contextual - so what is the context?
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if people think it is appropriate for a hr manager to use terms to describe a business as a one man band and reference a director of a company as a white man then please say yes, if they don't -please say no. perhaps I should do a poll
You could do that but without contaxt the answers will be meaningless (what do you plan to do with the result?). Incidentally, my answer is no.
At the moment you sould like someone who us desperately looking for a grievance
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Oops! The answer no, it isn't inappropriate
Whether it's actually appropriate is entirely down to context
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Again, context. It could be. I don't think anyone really could have an issue with "one man band", unless it was wrong.
"white man". Well, if it was "let's use that company because the director is a white man", or "let's not use that company because the director is a white man", then no he shouldn't have said that. If he was trying to separate two companies, one operated by a black woman and the other by a white male, then it's hardly a disaster.
"white man". Well, if it was "let's use that company because the director is a white man", or "let's not use that company because the director is a white man", then no he shouldn't have said that. If he was trying to separate two companies, one operated by a black woman and the other by a white male, then it's hardly a disaster.
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Potentially.if people think it is appropriate for a hr manager to use terms to describe a business as a one man band and reference a director of a company as a white man then please say yes, if they don't -please say no. perhaps I should do a poll
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- Original Poster
- #17
The Code of Conduct
and Ethics
1 Positive and active impact on working lives
By: fulfilling the purpose of championing
better work and working lives for current
and future generations. By promoting people
centred practice, developing people, being the
employee experience champion, supporting the
health, education and welfare of those in the
work environment.
i Develop and champion policies and
procedures that foster fair, consistent and
equitable treatment for all.
ii Champion and demonstrate employment and
business practices that promote sensitivity for
the customs, practices, culture and personal
beliefs and rights of others. Whilst upholding
and promoting equal opportunity, diversity,
inclusion and dignity.
iii Do not bully, harass, abuse, discriminate,
victimise, or conduct offensive behaviour in
the work environment.
iv Ensure those working for you, have the
appropriate level of competence, supervision
and support and have the opportunity to
develop their skills and knowledge.
v Encourage and facilitate a range of speak-
up options beyond whistleblowing, across
your organisation. To understand the views,
concerns and needs of those speaking up;
supporting them and protecting them from
reprisals or adverse treatment.
vi Speak up about issues and concerns in
the workplace.
6 |2 Civic virtue and stewardship
By: being socially responsible; supporting future
organisational needs; helping to improve the
communities in which you live and work.
i Evidence that stakeholders, including the
wider community have been considered and
(where relevant) consulted in your practice,
decisions and actions.
ii Uphold all compliance, regulatory
and legal obligations in the country(ies)
in which you practice. Role-model more
advanced developments where possible,
including acting beyond the minimum
legal requirements.
iii Act in accordance with the interests of the
employer/client except where professional,
ethical or legal duties require otherwise.
iv Develop policies and practices under which
people are treated with courtesy, dignity
and respect. Where possible go beyond the
minimum standards of treatment required
under employment laws/regulation.
v Comply with prevailing requirements of
copyright, intellectual property, patents,
licensing, piracy, plagiarism, trade secrets,
privacy rights and appropriation. Respect the
rights of others and prevent misuse of the
CIPD logo.
| 73 Good character
By: applying sound judgement; being honest;
not allowing personal interest to undermine
your objectivity and protecting the reputation of
the profession.
8 |
i Role-model high standards of ethical conduct,
honesty, professional and personal integrity.
ii Always act in a way which supports and
upholds the standards, reputation, values and
virtues of the profession. Do not act in a way
which might discredit the profession, the
CIPD or other members.
iii Establish, maintain and develop professional
relationships based on mutual confidence,
trust and respect.
iv Do not misuse your professional position
for personal, material or financial gain or the
appearance of such.
v Ensure that your professional judgement is
not compromised nor could be perceived as
being compromised because of bias, or the
undue influence of others.
vi Identify potential, apparent and actual
conflicts of interest and disclose these to
the appropriate person/stakeholder. If an
action or transaction could be perceived
as creating a conflict of interest, carefully
consider whether it is proper to act in all the
circumstances. Demonstrate and evidence
independence and distinction between
personal and professional capacity.4 Professional service and competence
By: providing high standards of competence
and service; committing to the continuing
development of your skills, knowledge and
experience.
i Develop your professional knowledge, skills
and competence through curiosity, seeking
feedback, reflection, continuing professional
development, mentorship and exposure to
growth opportunities. Identify and address
any gaps; demonstrate your adherence
to the CIPD’s continuing professional
development policy.
ii Provide an insightful, up-to-date and evidence-
based service. Manage commitments
effectively and take action where deadlines
and obligations are at risk of not being met,
particularly where external or personal factors
may disrupt service delivery.
iii Where you are operating outside of your
expertise, scope of knowledge or ability – seek
advice and support, or refer work in areas
outside of your (personal) competence to a
trusted third party.
iv Safeguard all restricted, confidential,
commercially sensitive and personal data.
Do not use it for personal advantage or to the
benefit or detriment of third parties.
| 95 Personal responsibility
By: taking responsibility for your actions;
considering your impact on others, showing
courage in your approach to difficult decisions
and ethical dilemmas.
10 |
i Take action to ensure that other Members do
not breach or cause a breach of this Code. If
you become aware of a potential breach, you
must report this to the CIPD.
ii iii iv Take all reasonable steps to resolve
disputes and complaints in a fair, timely
and professional manner. Never allow a
complaint to affect the standard of behaviour
or professionalism shown to those who
raise concerns, engage authentically and
respectfully.
Take responsibility for your professional
actions and decisions. Rectify issues and take
all reasonable steps to mitigate loss or harm
as soon as possible. Inform those affected of
the potential impact.
Co-operate with the CIPD, any process,
investigations or enquiries. Approach any
subsequent hearings in an open, honest
and transparent manner as a witness or
respondent. Identify and preserve relevant
information.
v Comply with all reasonable requests for
information.
vi vii Do not misrepresent your membership status,
including the level of membership held.
Ensure adequate liability insurance is held and
maintained, and terms of reference are agreed
for all work undertaken.
viii Demonstrate professionalism and high
standards of conduct in your professional and
private communications, emails and online
activities (including social media).
and Ethics
1 Positive and active impact on working lives
By: fulfilling the purpose of championing
better work and working lives for current
and future generations. By promoting people
centred practice, developing people, being the
employee experience champion, supporting the
health, education and welfare of those in the
work environment.
i Develop and champion policies and
procedures that foster fair, consistent and
equitable treatment for all.
ii Champion and demonstrate employment and
business practices that promote sensitivity for
the customs, practices, culture and personal
beliefs and rights of others. Whilst upholding
and promoting equal opportunity, diversity,
inclusion and dignity.
iii Do not bully, harass, abuse, discriminate,
victimise, or conduct offensive behaviour in
the work environment.
iv Ensure those working for you, have the
appropriate level of competence, supervision
and support and have the opportunity to
develop their skills and knowledge.
v Encourage and facilitate a range of speak-
up options beyond whistleblowing, across
your organisation. To understand the views,
concerns and needs of those speaking up;
supporting them and protecting them from
reprisals or adverse treatment.
vi Speak up about issues and concerns in
the workplace.
6 |2 Civic virtue and stewardship
By: being socially responsible; supporting future
organisational needs; helping to improve the
communities in which you live and work.
i Evidence that stakeholders, including the
wider community have been considered and
(where relevant) consulted in your practice,
decisions and actions.
ii Uphold all compliance, regulatory
and legal obligations in the country(ies)
in which you practice. Role-model more
advanced developments where possible,
including acting beyond the minimum
legal requirements.
iii Act in accordance with the interests of the
employer/client except where professional,
ethical or legal duties require otherwise.
iv Develop policies and practices under which
people are treated with courtesy, dignity
and respect. Where possible go beyond the
minimum standards of treatment required
under employment laws/regulation.
v Comply with prevailing requirements of
copyright, intellectual property, patents,
licensing, piracy, plagiarism, trade secrets,
privacy rights and appropriation. Respect the
rights of others and prevent misuse of the
CIPD logo.
| 73 Good character
By: applying sound judgement; being honest;
not allowing personal interest to undermine
your objectivity and protecting the reputation of
the profession.
8 |
i Role-model high standards of ethical conduct,
honesty, professional and personal integrity.
ii Always act in a way which supports and
upholds the standards, reputation, values and
virtues of the profession. Do not act in a way
which might discredit the profession, the
CIPD or other members.
iii Establish, maintain and develop professional
relationships based on mutual confidence,
trust and respect.
iv Do not misuse your professional position
for personal, material or financial gain or the
appearance of such.
v Ensure that your professional judgement is
not compromised nor could be perceived as
being compromised because of bias, or the
undue influence of others.
vi Identify potential, apparent and actual
conflicts of interest and disclose these to
the appropriate person/stakeholder. If an
action or transaction could be perceived
as creating a conflict of interest, carefully
consider whether it is proper to act in all the
circumstances. Demonstrate and evidence
independence and distinction between
personal and professional capacity.4 Professional service and competence
By: providing high standards of competence
and service; committing to the continuing
development of your skills, knowledge and
experience.
i Develop your professional knowledge, skills
and competence through curiosity, seeking
feedback, reflection, continuing professional
development, mentorship and exposure to
growth opportunities. Identify and address
any gaps; demonstrate your adherence
to the CIPD’s continuing professional
development policy.
ii Provide an insightful, up-to-date and evidence-
based service. Manage commitments
effectively and take action where deadlines
and obligations are at risk of not being met,
particularly where external or personal factors
may disrupt service delivery.
iii Where you are operating outside of your
expertise, scope of knowledge or ability – seek
advice and support, or refer work in areas
outside of your (personal) competence to a
trusted third party.
iv Safeguard all restricted, confidential,
commercially sensitive and personal data.
Do not use it for personal advantage or to the
benefit or detriment of third parties.
| 95 Personal responsibility
By: taking responsibility for your actions;
considering your impact on others, showing
courage in your approach to difficult decisions
and ethical dilemmas.
10 |
i Take action to ensure that other Members do
not breach or cause a breach of this Code. If
you become aware of a potential breach, you
must report this to the CIPD.
ii iii iv Take all reasonable steps to resolve
disputes and complaints in a fair, timely
and professional manner. Never allow a
complaint to affect the standard of behaviour
or professionalism shown to those who
raise concerns, engage authentically and
respectfully.
Take responsibility for your professional
actions and decisions. Rectify issues and take
all reasonable steps to mitigate loss or harm
as soon as possible. Inform those affected of
the potential impact.
Co-operate with the CIPD, any process,
investigations or enquiries. Approach any
subsequent hearings in an open, honest
and transparent manner as a witness or
respondent. Identify and preserve relevant
information.
v Comply with all reasonable requests for
information.
vi vii Do not misrepresent your membership status,
including the level of membership held.
Ensure adequate liability insurance is held and
maintained, and terms of reference are agreed
for all work undertaken.
viii Demonstrate professionalism and high
standards of conduct in your professional and
private communications, emails and online
activities (including social media).
Upvote
0
I sitll have not read the cipd code of condict because, frankly, I am not interested.
You have obviously been deeply upset by something you have heard or been told about.
You are not going to get an answer on here without providing th context.
Why not speak to the person who said/is alleged to have said it?
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I actually said both yes and no. Which is my final answer
Either this is poorly constructed homework, or there is a sub-text which is fundamentally important
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I've scanned the CIPD code. It looks like a masterpiece in generality, but with a generous larding of woke-adjacent terminology that makes it generally in one part of the political spectrum.
I imagine CIPD provides a grassing-up service. If you refer this matter to them, they might conceivably investigate whether in their view the code has been broken. And theirs is the only view that matters, because they're the only people who can enforce their code.
I predict they'll say it was ill-chosen terminology, but not against the code, because that requires the HR manager to consider all theoretical stakeholders, so manager was doing no more than warning all concerned to be careful not to let their unconscious bias mean they inadvertently treat a white-cis-hetero-normative recruiter more favourably than others.
I imagine CIPD provides a grassing-up service. If you refer this matter to them, they might conceivably investigate whether in their view the code has been broken. And theirs is the only view that matters, because they're the only people who can enforce their code.
I predict they'll say it was ill-chosen terminology, but not against the code, because that requires the HR manager to consider all theoretical stakeholders, so manager was doing no more than warning all concerned to be careful not to let their unconscious bias mean they inadvertently treat a white-cis-hetero-normative recruiter more favourably than others.
Upvote
0
Dozens of children have lost their lives in the Texas floods,.....last week in Essex a little girl was killed by a falling tree, 13 people are said to have taken their own lives following the Post Office scandal, Wars rage in Ukraine and Palestine as we remember the atrocities of 7-7 and you are troubled by a business being called a 'one man band' run by a 'white man'...........
Take two 1p coins place them on the ground around 18" apart, place a foot on each and call upon a friend to give you a good strong kick in the 'bxxxxxxx' in the hope that it may re-focus your mind and give you a better understanding of the term 'sensitivity'..........
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