Guidance

Respect at Work Policy

Published 27 October 2026

Policy Statement

Respect is a core part of the Nuclear Waste Services Values, and we expect everyone working for NWS to take responsibility for their own behaviour, ensuring they treat others with respect and dignity. 

NWS fosters a culture where everyone feels able to call out or report behaviour that they feel is unacceptable to them and to be confident that their concerns will be taken seriously.

NWS commits to:	We will achieve this by:
Sustaining a respectful and inclusive environment	Ensuring a respectful and inclusive environment where employees and colleagues can thrive.  This means respecting differences, valuing opinions, welcoming diversity of thought and listening to others.  Being mindful of how our behaviour can impact others, either intentionally or unintentionally, is key. Sustaining a working environment in which everyone can use their abilities to the full without fear of intimidation including acts of aggression, causing embarrassment or discomfort to someone, through abuse of power, whether planned, organised, or unintentional.
Unacceptable and inappropriate behaviour has no place in NWS.	Employees and colleagues working for NWS have a right to feel included and respected at work, regardless of who they are and whatever their background and experience.  Anyone should feel comfortable to speak up if they experience or witness behaviour which they find unacceptable or inappropriate. All allegations will be investigated and where they are upheld, appropriate disciplinary action will be taken reflecting the seriousness of the behaviour.
Ensuring conduct aligns to the NWS Values and the NDA Code of Conduct	This policy does not prevent legitimate and respectful constructive criticism of an individual’s behaviour or an employee’s performance, but it is important that managers undertake the conversations in accordance with the NWS Values and the NDA Code of Conduct.

This policy applies to all NWS employees, NDA partners, external stakeholders, contractors, agency staff and anyone else engaged to work with NWS, whether by direct contract or otherwise.  It applies in the workplace and in any work-related setting outside of the workplace e.g. business trips and work-related social events and any form of media.

NWS supports the NDA Code of Conduct and will treat all complaints with sensitivity and respect, will investigate complaints fully, and to take action without delay.

This policy does not form part of any contract including any contract of employment and NWS may amend it at any time.

Defining Inappropriate and Acceptable Behaviour

Unacceptable and inappropriate behaviour is conduct that may not necessarily constitute bullying and harassment, which is covered under the NWS Bullying and Harassment Policy but is offensive or undermines people directly e.g. excessive swearing or other language and tone that may not be directed at an individual but could undermine the ability to create a respectful and inclusive work environment.

In some situations, inappropriate or unacceptable behaviour may be clearly and unambiguously displayed; it should also be noted that there can be instances where conduct may be considered unacceptable or inappropriate based on the impact on the recipient (and irrespective of whether the person behaving that way has intended to offend).

Conduct may be considered unacceptable or inappropriate whether or not the person behaving in that way intends to offend.  Something intended as a joke may offend another person.  When assessing whether the behaviour is unacceptable or inappropriate, the views of the individual(s) on the receiving end of the behaviour will be considered in terms  of whether the behaviour is acceptable to them/or shows respect for them.

Roles and Responsibilities

Everyone has a specific role in the application of our people policies, supported by the HR Team.  It is important that everyone fully understands their role and responsibilities to aid transparency, consistency, and effective communication.

This is achieved by:

• Reading the policy and completing any training requested to ensure they understand what is and isn’t appropriate.

• Referring to the NWS standards and expectations, policies and procedures, and cultural values.

• Being aware of the impact of their own behaviour on others and avoiding causing offence or misunderstanding.

• Listening to and responding appropriately to colleagues to provide feedback about their behaviour or making colleagues aware if they observe behaviour which may be causing offence.

• Escalating a concern through appropriate channels if they don’t feel comfortable raising the issue directly with the individual concerned.

• Seeking advice and support if needed, regarding any behaviour which they have experienced personally or witnessed, which they believe may be inappropriate or unacceptable.

Employees and Colleagues

• Each employee and colleague working for NWS shares a responsibility for recognising the sensitivities and feelings of others, which may be different from their own, but no less valid.

• All individuals should be committed to high standards in delivering work and dealing with colleagues, this will not only be about the tasks people do but the effect of their words, how they interact/engage with others and tackling discriminatory or inappropriate behaviour.

• To be aware of the problems that inappropriate behaviour can cause and ensuring that their behaviour does not cause others to feel intimidated, humiliated, bullied, or harassed.

• To make individuals aware that certain conduct or behaviour is causing concern or offence to others.

• If you are not directly subject to inappropriate behaviour, but observe it happening to a colleague, you should report your concerns if you feel unable to challenge or tackle this at the time.

• If you believe you are experiencing bullying or harassment in the course of your work for NWS, you should refer to the NWS Bullying and Harassment Policy that supports this policy, and which sets out the options available to you.

• Employees can seek advice by speaking to their line manager, Trade Union Representative, HR Team, and the anonymous SafeCall helpline 0800 015 5630.

Human Resources Team

• The HR Team provide a supportive and guiding role for line managers and employees in the application of the Respect at Work Policy and the procedures and processes that underpin the key principles/commitments.

• HR will ensure that line managers and employees are provided with legally complaint, meaningful advice and guidance, in relation to this policy.

• Will facilitate meetings between line managers and employees as applicable, to address issues of inappropriate behaviour.

• To facilitate and procure the availability of a range of options to resolve an issue ranging from externally facilitate discussions and mediation to formal and independent investigation in a complaint where applicable.

• To ensure that all employees are signposted to our people policies as part of their induction into NWS and to monitor and provide regular learning and training on the application of this policy.

• To regularly review incidents and outcomes to tackle any problematic areas or trends in the workplace.

Leaders and Managers

• It is imperative that the senior leadership team and managers set the tone for NWS and the wider NDA Group.

• Demonstrate the NWS Values, encourage and promote an inclusive working environment and to be aware of the impact of their own behaviours on individuals in the workplace environment generally.

• Respond positively to any complaints; to challenge and stop unacceptable behaviour in the workplace.  Failure to take action to tackle inappropriate behaviour may be considered a failure to fulfil the responsibilities of the position.

• Be alert to the possibility that inappropriate behaviour may be happening in their area and to use their judgement to correct behaviour that could be considered offensive; to remind employees and colleagues of the NWS policy on this matter.

• Leaders and managers must take prompt action to stop disrespectful and inappropriate behaviour as soon as it is identified and to deal with all incidents quickly, seriously, sensitively, and in confidence, taking advice from HR where appropriate.

• Seek advice and support from the HR Team where managers are unsure or unclear of the action to take, and to keep the HR Team up to date on all issues that impact our employees and colleagues.