Workplace Harassment

Workplace Harassment Training Course Outline

Dana Harris, Business COLUMN COKE/ZYZZYVA Credit Kendrick Brinson for The New York TimesPOP KIDS Let us examine Coca Cola at its peak, when nearly 1,000 cigarettes would be required to generate the cancer caused by a single can of Coke.

Course Overview

Workplace harassment is still one of the thorniest problems for Australian Business. This programme is designed to help everyone at your Organisation prevent sexual harassment, to recognise it and to know how respond effectively if it occurs. Unlike programmes that are simply intended to "check the box," this session provides attendees the tools they need to cultivate truly respectful workplace environments.

The training is a mesh of legal obligations and practical application , so that the participants know not only what the must do, but also what it feels like to be harassed. Through interactive role playing, case studies and research informed approaches, participants will learn how to confront unprofessional behaviours that have a high potential to grow in intensity and learn how to support colleagues that may be harassed.

It's made for everyone in the Organisation senior managers, mid management, team leaders, supervisors and staff equally, because we all have a role to play in making workplaces free of harassment.

Curriculum Based Learning Outcomes

After successfully completing this course, students will be able to:

Knowledge Outcomes:

Australian legal definition and Company policy of workplace bullying

Recognise different types of harassment, such as sexual, racial, disability and sexual orientation and other grounds of protection

Describe the statute and regulations dealing with workplace harassment both at the federal and state level.

Understand what is or is not harassment, bullying or other improper workplace behaviour

Skill Development Outcomes:

Practice how to intervene appropriately for problem behaviour as it is occurring

Use appropriate reporting forms for harassment incidents and complaints.

When Advocating on Behalf of Victims of Harassment, Employees Should Communicate in a Manner That is Consistent with "Professional, Appropriate Workplace Behaviour" Sell: MBBP Workplace Answers: An employer, including the employer as a collective, must remember to act as a role model and support its individual members when they are harassed.

Enforce policies that move them closer to the door to drive down harassment risks

Professional Application Outcomes:

Assess workplace situations for potential harassment before it erupts

Follow escalation processes when incidents need to be escalated to management or outside of a network.

Create plans of action for creating more respectful team dynamics and culture.

Evaluate their own behaviour and communication to monitor professional boundaries

What You Will Learn

Session 1: Understanding Workplace Harassment

Definitions and typology of harassment conduct

How harassment affects employees, teams, and overall productivity in the workplace

Misconceptions about harassment in the workplace in Australia

Compliance with Fair Work Act, Equal Opportunity related legislation and Workplace Health and Safety legislation

Session 2: Identification and Early Intervention

Indicators and escalation of harassing behaviour

Interventions that preserve the target and the interveners with the bystander counter tactics

Day 1 , Recognition of inappropriate behaviour and intervention if not shared by others.

Understanding power relations & how they play in harassment situations

Session 3: Response and Documentation

Complaints , a guide to the process and whether you should opt for formal or informal approaches

Best documenting practices of relevant circumstances conducive to fair investigations

Supporting colleagues to make a complaint and maintaining good boundaries

Understanding confidentiality standards as well as information sharing protocol

Session 4: Prevention and Culture of the Corps

How to promote respectful communication on a daily basis

Group leadership styles that demonstrate the way it is done

Developing a culture of psychological safety that encourages the early expression of concerns

Routine methods to monitor workplace climate and nip problems in the bud

Session 5: Law and Escalation

When and how to bring in HR, the boss, other authorities

Learning about protection against retaliation for reporting harassment

Knowing when to contact a lawyer

Preventing and responding to retaliation and providing support for complaint handling

Key Training Methods

REAL INTERACTIVE CASE STUDIES IN AUTHENTIC AUSTRALIAN WORKPLACE SCENARIOS

Role play to implement hard conversations

Small group breakout sessions to discuss experiences and solutions

Expert guest speakers by legal and HR professionals

Action planning sessions for at work use.

Assessment and Certification

Learners will take real world scenario assessments to demonstrate their ability to identify, respond to, and prevent workplace harassment. Successful completion provides certification for 2 years with annual refresher training recommended.

Concluding Remarks

With this workplace harassment course, we take compliance well past boilerplate guidelines and provide you with real skills to create respectful and productive workplaces. This programme will provide a blend of doctrine and practical tips that will help attendees not only identify what harassment means, but how to try to stop it, and respond to it when it occurs and to support their colleagues when this harassment happens.

The programme acknowledges that it requires everyone in the Organisation to make a proactive effort to prevent workplace harassment. You will walk away with specific tools you can apply right now, confidence to handle misbehaviour powerfully, and an awareness of your responsibility to help create work environments where everyone can do well.

Most of all, this training drives home the point that making workplaces free from harassment isn't just a legal thing to do: It's about creating Organisations in which people feel valued, respected and able to contribute their best work. When we do this well, everyone wins: people feel more secure and more empowered, teams are stronger and work together better, and Organisations get better results while minimising the cost of legal liability and staff turnover.