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Topic outline
- Left in the Lurch
Synopsis:
Graeme, a manager, is in a team project planning meeting with some colleagues. He makes assumptions about his colleagues’ work capacity due to their personal circumstances and asks personal questions in the team meeting.
Discussion points:
- What Should Alison do now?
- Has Graeme crossed a line with his comments?
- Is it okay to allocate work based on the personal circumstances of his team members?
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- Left in the Lurch: Discussion Points and Feedback
Discussion points and feedback:
- What Should Alison do now?
As the work has fallen to Alison due to her colleagues’ personal absence, she should consider if this is a task, she is able to perform competently, whether due to the lack of support or her own capacity at that time. The Competence and Care principle of the Actuaries’ Code states that ‘Members must carry out work competently and with care.’ Considering the original plan was to allocate two individuals to the task, Alison may need to consider whether there is sufficient support and / or review available for the tasks to comply with internal policies and (if applicable) the APS X2 expectations for actuarial review. - Has Graeme crossed a line with his comments?
Graeme is not showing respect to his team members and passing judgement on his employees’ personal lives. The Communication principle of the Code states that ‘Members must communicate appropriately.’ The manner he is communicating is unprofessional and unacceptable and it is very likely that this has made each member of the meeting uncomfortable. The Integrity principle of the Actuaries’ Code states that ‘Members must show respect for others in the way they conduct themselves.’ The scope of this requirement extends not only to users of actuarial services, but to anyone with whom Members interact, including colleagues and the general public. Amongst other things, showing ‘respect for others’ includes not deceiving or manipulating others, not taking credit for others’ work and not spreading false or defamatory information about people. More subtly, showing respect for people includes such things as avoiding the temptation to publicly ridicule others’ ideas and giving people a fair hearing. Often, a lack of respect can be demonstrated by non-verbal communication as much as by a person’s choice of words, their tone of voice or the volume with which they speak.
In determining whether a course of conduct demonstrates a lack of respect, it is important to consider how you would feel if the behaviour in question were being directed at you instead.
While Graeme may think that his comments were made in jest or as banter, he needs to be aware that this is not how they would necessarily be received by those to whom he is directing his comments and those present at the time. Graeme would benefit from being mindful about behaving in an inclusive manner respecting the diverse circumstances and needs of his team members.
- Is it okay to allocate work based on the personal circumstances of his team members?
In allocating work, the Competence and Care principle of the Code should be considered. Anyone carrying out the work should have the appropriate level of relevant knowledge and skills to carry out the work and that the work is appropriate to the needs and, where applicable, instructions of the user. Consideration may need to be given to whether input from other professionals or specialists may be necessary to assure the relevance and quality of work.
Basing the decision of whom to allocate the work to, solely dependent on their personal circumstances, shows a lack of inclusion and may result in some individuals unfairly missing out on work opportunities.
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