Professional standards
9 minute read
At Outwood, we don’t expect everyone to be perfect—but we do expect you to take pride in your work and treat each other and our children respectfully.
We trust that you’ll always want to meet the high standards of conduct we expect of you. But if your conduct falls below our expectations, we’ll discuss the issue with you in a fair way. Wherever we can, we’ll try to resolve problems in the workplace informally, but if they are serious or repeated, we’ll need to take formal action.
Standards of conduct
We have a code of conduct outlining our responsibilities as members of the Outwood Family. This is not a complete rulebook that addresses every issue that might arise, or a summary of all laws and policies that apply to our schools. It is not a contract, and it does not replace good judgement. Instead, the code of conduct provides guidance and directs us to resources to help us make the right decisions.
Receiving gifts
Teachers and school leaders often receive gifts from children and families at Christmas and the end of the academic year. It is okay to accept these gifts so long as they are not excessive. If you are concerned about the value of a gift received from a child, please speak to your manager.
Additionally, some outside contractors or suppliers of goods and services may give you small gifts at Christmas and other times to thank you. You may accept small token gifts in these situations if they comply with our gifts policy.
Inclusion
We strive to promote and sustain a working environment free from unlawful discrimination, harassment, victimisation, and bullying. A respectful workplace encourages us all to feel safe at work, enjoy what we do, and get more satisfaction and enjoyment from being at work. No one wants to be worried or concerned about coming to work or have less enjoyable working relationships, so creating a respectful, inclusive environment is everyone’s responsibility.
We aim to ensure that no job applicant or employee is treated less favourably because of their sex, age, marriage/civil partnership, sexual orientation, gender reassignment, disability, pregnancy or maternity, race, religion or belief (known in law as “protected characteristics”) and that no one is disadvantaged by conditions, requirements or practices that cannot be shown to be just and fair.
Our recruitment and work practices should ensure that employees are selected, promoted, and treated according to their ability and that everyone has an equal opportunity to receive training and development. We are committed to being an inclusive employer. Therefore, we will always consider ways, within reason, to overcome difficulties at work due to an employee’s disability, chronic medical condition, or other personal circumstances. This could involve, for example, adopting different working patterns or making other workplace adjustments.
If you experience or witness inappropriate behaviour, don’t feel you must tolerate it. Talk to your manager as soon as possible. They will listen to your concerns and take appropriate action.
For more information, read our dignity in the workplace policy.
Dignity in the workplace policy
Outside business interests
We all have personal interests we enjoy and causes we believe in. To ensure that these do not conflict with any of our procurement activities, anyone who holds a budget (head of department and above) must complete an annual declaration of interest covering their own and their immediate family’s business interests.
Confidentiality and data protection
Many colleagues will handle personal information or encounter sensitive or confidential information at work.
We are all responsible for maintaining confidentiality and protecting personal information. Whether about a child, their family, a colleague, our suppliers, or internal discussions and documents, you must not share any information you gain through your job with anyone, even if you leave the Outwood Family.
If you become aware of any loss or unauthorised disclosure of data, you must immediately inform your manager and/or notify our Data Protection Officer.
Our data protection website provides further information, guidance, and training on protecting information and data.
Social media
Social media is a great way to stay in touch with friends, talk to colleagues, and network. But we need to be careful. Children, families, or journalists could see anything on the Internet—whether on Bluesky, TikTok, Instagram, Facebook, forums, blogs, or LinkedIn.
We ask that you consider what you say and remember our employee values. Never cause offence or harm to anyone when you’re online, and don’t speak on behalf of Outwood or do anything that might hurt our reputation. Never post illegal material (words or images), jokes or derogatory comments about another person, or anything that could embarrass, offend, bully or harass them.
We know some teams use groups on platforms like WhatsApp to keep in touch. Outwood doesn’t oversee or manage these groups, and your participation is voluntary. Please don’t feel like you have to join if you don’t want to.
Using Outwood IT devices and internet
The IT devices we provide are intended for work use. They should only be used for professional purposes unless permitted by our IT acceptable use policy.
The following is a summary of our acceptable use policy:
- Only approved software should be used on Outwood devices or systems. While you cannot install software on school devices, the IT team will be happy to review any new software you need.
- Access to the Internet from Outwood devices is for professional use only. Reasonable personal use is permitted as long as it does not interfere with your job and is in accordance with the policy.
- Communication from Outwood email accounts or devices should be professional and maintain professional boundaries.
- Email is the most common point of entry for viruses and malicious software to attack our systems. Do not open emails or attachments from addresses you do not recognise, and report suspicious activity to the IT team.
- Do not share laptops or other devices we assign to you without the approval of the IT team.
- Using USB memory sticks or portable hard disks to transfer documents should be avoided and only used when absolutely necessary. It is more secure to send information by email or secure portal with appropriate security measures.
Requests from the media
Outwood can attract attention from newspapers, TV and radio stations for information or interviews.
If the media contacts you, please refer them to our communications team. Do not divulge any information to the media. Even harmless comments can be taken out of context.
Work events & team-building activities
We’re always pleased to see our colleagues having fun off the clock as a well-earned reward for their excellent work. Celebrations are important to us, and we encourage the use of “work dos” as a way to help motivate and engage with each other.
If you’re at a work event, rules around your conduct and behaviour still apply even if alcohol is involved. Ahead of these events, take a read of our code of conduct.
Criminal acts
Criminal offences outside of work can harm Outwood’s reputation, or your right to work with children, and undermine our trust in you.
If you’ve been charged with a criminal offence, you must tell us about it straight away. We’ll look at all the facts and decide what to do. We might suspend you without pay until your case is heard. Alternatively, we might progress to a disciplinary hearing, which could lead to your dismissal, depending on the nature of the allegations. If you’re convicted, there’s a stronger chance you’ll be dismissed once we’ve investigated the issue and considered all the facts.
Convictions for criminal acts which occur outside of work and which are not spent convictions within the terms of the Rehabilitation of Offenders Act 1974 but which are relevant to your employment (e.g. abuse, fraud, assault, sex offences or anything that is detrimental to us or our children) may mean you will be dismissed.
Whistleblowing
Employees are often the first to realise that there may be something seriously wrong within an organisation, such as children at risk of harm, theft, or fraud. However, they may not speak up because they would feel disloyal or worried about harassment or victimisation.
Our whistleblowing procedure provides safeguards for employees who raise concerns about malpractice in connection with the organisation. The aim is to provide a rapid mechanism to raise genuine concerns internally.
If you have concerns, we ask that you voice them as early as possible. You can raise them via your manager, the HR team, or any member of the executive team.
Modern slavery
Modern slavery is unacceptable within our organisation and our supply chains. We have a responsibility to respect the rights of people who work for Outwood and to do business with contractors, suppliers, and business partners who respect the human rights of their respective employees.
Disciplinary action
Informal action
We all make mistakes, and sometimes it’s not appropriate for you to be formally disciplined, especially if it’s the first time your conduct is not as expected. On these occasions, we’ll usually give you an explanation of where things have fallen short and provide clear expectations regarding behaviour going forward. We will also write up some actions, including any support, advice and guidance to help you improve.
Formal action
If an issue is serious or your manager thinks it’s not appropriate to use informal coaching and advice, we’ll move into a formal disciplinary process.
The disciplinary procedure comprises two phases: the investigation and the disciplinary hearing. You may be suspended while the investigation takes place.
- The purpose of the investigation is to gather all of the information but not to reach any conclusions or make any decisions.
- The purpose of the disciplinary hearing is to review all of the information and possible disciplinary outcomes and make a decision.
Depending on the outcome of the disciplinary hearing, the seriousness of the behaviour and whether you already have a live disciplinary warning, there are various levels of action we can take:
- Informal action
- First written warning
- Final written warning
- Dismissal
Disciplinary policy and procedure
Our policy document includes examples of misconduct which may lead to disciplinary action.
Appeals
If you are dissatisfied with any formal disciplinary action taken, you have the right to appeal against it by writing to HR within 10 working days of receiving the disciplinary decision. Appeals may be raised on a number of grounds, which could include perceived unfairness of the action, the severity of the sanction, new information coming to light or procedural irregularities.
The full appeals process can be found in the disciplinary procedure.
Grievances
From time to time, you may have problems or concerns about your work, working environment or working relationships that you wish to raise and have addressed.
The first thing you should try is talking to your manager to see if they can help you sort out the problem. But if that doesn’t resolve the issue, you can raise a formal grievance. All grievance proceedings and documentation are confidential.
Capability procedure for performance
If an issue has to do with performance rather than conduct, we’ll follow the capability procedure. If your manager has any concerns about your performance, they’ll discuss them with you in your performance management discussions.