Bullying and Harassment Interventions

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Although we may like to think otherwise, bullying and harassment in the workplace is commonplace, and it should not be tolerated in modern organisations. Failure to deal with Bullying and Harassment can lead to poor organisation performance, high levels of sickness absence, demotivated and poorly performing staff, poor customer care, a caustic organisational culture and significant legal costs.

Ethical Learning has developed considerable expertise in tackling Bullying and Harassment in the workplace through the provision of effective learning solutions.

Interventions typically include specific training for managers and staff, coaching and team development, and assistance in the development of policies. To ensure commitment to dealing with Bullying and Harassment we recommend the use of a top down approach starting with specific activities focused on the board and senior managers.

Please see below course outlines for two key courses.

 

Dealing with Bullying and Harassment Course aimed at front line staff.

Objectives

By the end of the course participants should be able to –

  • Identify Bullying and Harassment.
  • Identify key characteristics of unacceptable behaviour, and why it occurs in the workplace.
  • Recognise the impact of Bullying and Harassment on others.
  • Develop personal strategies and techniques for promoting acceptable behaviour at work.
  • Identify what formal action can be taken in the event of either receiving or witnessing unacceptable behaviour.

Managing Bullying and Harassment a course aimed at managers and supervisors

Objectives

By the end of the course participants should be able to –

–      Identify Bullying and Harassment.

–      Recognise the impact of Bullying and Harassment on others and its legal implications.

–      Identify key characteristics of unacceptable behaviour and why it occurs in the workplace.

–      Develop personal strategies and techniques for promoting acceptable behaviour at work.

–      Identify the role of the manager in creating a positive working environment and strategies that may be employed to enable its development. 

–      Identify appropriate formal action which can be taken in the event of either receiving or witnessing unacceptable behaviour.

–      Identify and undertake good supervisory practice, utilising organisation policies and procedures more effectively to create a positive working environment. 

 

Contact us for more information and to find out how we can help your organisation.