Bullying Harassment

A CIPD survey found that 83 per cent of UK employers now have a policy on bullying and harassment, yet bullying in the workplace remains headline news. One estimate states that bullying costs employers upwards of £2 billion a year. Identifying and dealing with its causes and having effective procedures to deal with bullying and harassment remains an important, yet often neglected, part of managing the conflicts that can arise at work. (Source CIPD).

This is a workshop-style programme that aims to provide participants with:

• Increased understanding of harassment and bullying behaviours
• A clear understanding of the differences between assertive management styles and bullying and harassment

• Strategies to tackle bullying and harassment
• Strategies to address the cultural issues, which may allow bullying and harassment
• An understanding of the legal obligations of managers and all employees
• Awareness of organisational policies and procedures
• A clear understanding of the consequences of failing to challenge bullying and harassment
• A thorough plan of action

• Improved employee and management relations
• Greater confidence about what to do and how to behave when the issue arises
• An organisation-wide awareness of personal responsibilities in respect of bullying and harassment

• Minimises the possibilities of bullying and harassment and reduces risk of legal consequences and claims, for example, constructive dismissal
• Improved motivation and productivity
• Reduces stress
• Helps make the organisation a better place in which to work

This is a one-day programme outline, which can be tailored to meet specific organisational objectives. It can also be offered as an abridged introductory half-day programme. Please talk to us as the more we know about your organisation and what you are hoping to achieve, the more we can tailor a programme to your exact requirements. We can vary timeframes, run on a modular basis or vary the project in many ways so that it fits better with your objectives.

Morning Session

• Introduction & Objectives - gives people a chance to air their hopes, fears & expectations and we agree ground rules
• What is bullying and harassment?
  ‘Strong’ Management vs. Bullying and Harassment - what are the boundaries?
• Why does it occur?
  What are the implications in the workplace?
• Acceptable / unacceptable behaviours
• Overview of Legislation
  The legal framework and current legal definitions of bullying and harassment. Not too much detail but covers what managers and staff need to know
• What are our statutory and organisational responsibilities?
• The costs of bullying and harassment – case-law

Afternoon Session

• What policies and procedures are required?
• Investigating bullying and harassment – the employers' responsibility
• What would make us feel unfairly treated? Empathy raising information share
• Case studies – has bullying and harassment occurred?
  A chance to consider realistic scenarios and decide whether you feel unacceptable behaviour has occurred. What would you do to handle the situation?
• Challenging Bullying and Harassment
  When and how to challenge (or not to challenge)
  How to challenge in a sensitive, positive and constructive manner and the consequences of doing nothing
• Prevention – good practice guidelines
• Developing and sharing personal action plans - the final stage is to seek a commitment from each participant that they will do something that is tangible to transfer the learning into their personal and work lives
• Conclusion and Evaluation

Available Packages:

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One full day or as an abridged half-day introductory programme

Folder, workbook, handouts, pen and certificate of attendance

To suit you

Up to 12 people

Righttrack programmes are energetic, exciting and highly participative, which create an impact and motivate participants to learn and embrace change

We utilise a blend of learning methods: practice sessions, group workshops, scenario-driven learning, assignments, self managed learning, shared group learning, accelerated learning and structured group learning