💡 At the heart of every dispute lies a breach of dignity

It doesn’t matter whether the conflict is in a family, at work, or even in high-stakes commercial negotiations — somewhere, someone feels they have not been treated fairly, recognised, included, or given the benefit of the doubt.

That insight is at the centre of Donna Hicks’ book Dignity, a thought-provoking exploration of how dignity shapes human interaction, conflict, and resolution. Hicks draws on decades of experience in conflict resolution with international organisations and communities in crisis. Her message is clear: dignity is not optional. It is a universal, inalienable human need — and when it’s violated, conflict escalates.

🔎 What is dignity?

Hicks defines dignity as an inherent right — something we all possess by virtue of being human. It’s not earned, traded, or negotiable. Yet in practice, dignity is often overlooked.

A missed acknowledgment. A sense of exclusion. A lack of accountability. Each of these breaches might seem small, but they strike at a deep human level.

📚 Key insights from Dignity

What makes Hicks’ work compelling is her blend of personal anecdotes, research, and real-world case studies. She shows how breaches of dignity drive disputes, and how restoration of dignity can transform them.

She identifies 10 elements of dignity:

• Fairness

• Acceptance of identity

• Recognition

• Acknowledgement

• Benefit of the doubt

• Safety

• Inclusion

• Accountability

• Independence

• Understanding

These aren’t abstract ideals. They are the daily practices that allow people to feel seen, respected, and valued — whether in families, teams, or commercial negotiations.

🚫 What not to do when dignity is breached

Equally powerful are Hicks’ reminders of what not to do when we feel our dignity is threatened:

• Avoid the conflict

• Take the bait

• Play the victim

• Blame and shame others

• Engage in gossip (“false intimacy”)

• Seek “false security”

These reactions may feel instinctive, but they deepen divides instead of bridging them.

🔄 A model for reframing conflict

The Hicks Dignity Model invites us to reframe disputes. Instead of asking:

➡️ “Who’s right?”

➡️ “Who wins?”

We can ask: ✨ “Which aspect of dignity has been violated here?”

✨ “How can it be restored so resolution becomes possible?”

This shift changes everything — from how leaders handle employee concerns, to how organisations negotiate with stakeholders, to how individuals repair broken trust.

💭 Reflection for leaders & professionals

For professionals, especially in leadership or HR roles, this framework is more than theory. It offers a practical lens:

• In a performance review, was the person’s dignity recognised?

• In a team dispute, was accountability upheld?

• In organisational change, was inclusion honoured?

These questions move us beyond efficiency and outcomes into the deeper terrain of trust and human connection.

👉 What do you think?When was the last time you felt your dignity was overlooked in a professional setting — and how (if at all) was it restored?