Our vision is a ÃÛÑ¿´«Ã½ culture that is kind, inclusive, safe and supportive – without exception.
We want everyone at the ÃÛÑ¿´«Ã½ to be confident in having a more open and transparent discussion around our culture.
We want you to recognise the good, call out the bad and seek support when you need it. You've told us that you want that too, and it will need all of us working together to make it happen.
Ourand our set the standards that we all work to. When these standards aren't met, if you see or experience something that makes you feel uncomfortable, please Call It Out.
Resolving concerns early can nip potential issues in the bud, help find positive ways forward and build more trusting and productive working relationships.
This Call It Out guide will help you provide feedback in a constructive way that helps those around you understand the impact of their words and actions.
Three Steps to Calling it Out
Prepare
Think in advance about the feedback you want to give, whether that's direct or through a trusted colleague or manager. Think C.O.I.N.S:
Context
The context or situation that's prompted feedback
Recognise the good:
In our earlier meeting... yesterday in the workshop
Call out the bad:
In the feedback session earlier...
when you spoke to X in the office about Y
Observe
The specific action or behaviour you want to give feedback on. Be as factual as possible.
Recognise the good:
Your feedback to X was delivered really respectfully.
Your offer to help Y with the work was great to see.
Call out the bad:
I noticed you ignored my comments on...
You cut X off a number of times...
Impact
Describe the impact the actions/behaviour had on you and/or others
Recognise the good:
It was a really positive way to solve the problem for the team...
It really helped to push forward our goal and collaborate...
Call out the bad:
Whilst it may have been unintentional...
I was really disappointed by that and felt excluded...
N±ð³æ³Ù Steps:
Ask for their reflections and mutually agree on how you move forward and next steps
Recognise the good:
Please keep role modelling this way of working...
Support the team to call out any issues
Call out the bad:
I know meetings are rushed but in future it would help to...
Can we avoid language like this...
Consider
How and when to give feedback
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Time: Don't wait too long to Call It Out or the moment will pass
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Space: Consider whether it's appropriate to Call It Out in front of others (which can be helpful to create a safe environment for speaking up) OR whether it's better to take someone to one side. Not everyone likes to receive feedback in front of others, even when it's positive.
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Context: There is no excuse for poor behaviour BUT it can be helpful to try and understand whether something else may be going on that's causing it. For example; feeling under significant stress or pressure or going through a difficult personal situation. By approaching these conversations with respect and kindness you're more likely to build understanding and avoid conflict.
Seek support
From your booker, trusted colleague, or another ÃÛÑ¿´«Ã½ staff contact.
Not everyone will feel comfortable calling it out. You could consider mentioning your experience to your booker or a trusted colleague and ask them to support you. If your concern is not resolved, consider escalating it to a ÃÛÑ¿´«Ã½ Senior Leader in the area you are working in.
If you witness something that concerns you, consider calling it out yourself and offering support to the individual(s) affected.
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We will listen
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We will seek to resolve issues early
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We will communicate clearly
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We will hold each other accountable
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We will be guided by our values
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We will have zero tolerance to misconduct
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We will support you in speaking up