1. Dublin Bus Developing a more positive workplace

2. Dublin Bus Public transport provide – semi-state 3,500 employees 8 locations – Dublin city 500,000 customers per day Bus fleet – 1,180 buses 364 day per year – 20 hrs per day

3. Changing workplace women at work older people in the workplace people with disabilities changing needs of employees WLB ethnic minorities customer needs equality legislation

5. Equality and Diversity Strategy Objectives: supporting and protecting staff and business building competencies and awareness driving and facilitating change

6. Policy commitment to a supportive workplace raise awareness outline procedures management responsibility Dignity and respect

7. a positive work environment made up of different people reflects the profile of service users clear lines of communication clear roles and responsibilities involvement in decision-making procedures for dealing with grievances understands and manages conflict supports for employees and managers respect for confidentiality recognises and rewards good performance celebrates achievements and events

8. dealing with conflict acknowledge that conflict is part of life / work managing conflict central to managing people emphasis on informal formalise the informal act promptly alternative conflict resolution take action keep records

9. managing conflict Prevention – management style – look out for potential conflict – model appropriate behaviour – implement policies – awareness - training Dealing with conflict – have a point of contact / source of information and expertise – deal with issues promptly – follow procedures Moving on – reach agreement - use counselling / employee assistance - re-enforce policies - capture learning from each experience

10. what has worked well contact person policies and procedures awareness raising on-going training for managers – knowledge of policies, etc. – management style – conflict resolution guidelines for managers employee assistance programme

11. The quality of the service you provide is a reflection of the quality of the workplace. Investment in people is as important as investment in equipment. Support of people is as important as support and maintenance of equipment.

12. Patricia Normanly, Equality & Diversity Officer (pat.normanly@dublinbus.ie) March, 2007