How do you prevent harassment from occurring? What sorts of policies should be in place? What should managers do to protect their employees? And if a complaint is filed, what will we do? All of these questions (and more!) will be answered in this two-day workshop.
You will spend the first part of the day getting to know other participants and discussing what will take place during the workshop. Participants will also have an opportunity to identify their personal learning objectives.
This session will look at legal, literary, and reasonable man/woman definitions of harassment.
Defining Sexual Harassment
This session will discuss sexual harassment in a discussion and small group work. Topics covered include the definition of sexual harassment, the components of harassment, and common scenarios that could be construed as harassment.
The Purpose of Training
In this session, we will discuss what kind of harassment training can benefit an organisation.
Creating a Harassment Policy
The best way to prevent harassment from occurring is by setting a clear policy, educating employees about it, and enforcing it. We will discuss some basics of creating, implementing, and monitoring a policy, plus some training points. We will also review current policies in place in the organisation.
Other Prevention Strategies
Next, participants will explore some other ways of preventing harassment in groups.
Nipping it in the Bud
One of the most important prevention strategies is for managers to carefully monitor their workplace. During this session we will use a scenario and a real play to talk about how managers can do this.
There are many things that you can do to minimise your risk of being harassed or of being perceived as a harasser. We will discuss six of them.
What If It Happens to Me?
During this session we will discuss what you can do if someone is harassing you, including techniques for saying no. Participants will then practice these techniques during a real play.
What If It’s Happening to Someone Else?
There will often be situations where a manager thinks or knows that harassment is occurring, but a complaint has not been filed. We will discuss what to do in this situation.
Someone Has Filed a Complaint Against Me!
If you are in the situation where someone has filed a complaint against you, do not panic. There are several steps that you can take to deal with the situation appropriately, all of which will be discussed in detail during this session.
Addressing a Complaint
No matter how proactive you are, most employers receive a harassment complaint at some point in time. We will discuss the four key components of dealing with a complaint fairly and appropriately.
Handling False Complaints
If you suspect that a harassment complaint is false, you must be very careful when dealing with it. This session will discuss some things that you can do in this situation.
When the claimant decides to file a complaint, mediation may be offered as an alternative. We will discuss what mediation is, when it is and isn’t appropriate, and how the process may work. Participants will also have an opportunity to role play mediation.
Investigating a Complaint
Investigating harassment complaints often requires special training and skills. During this session, we will cover some basics of investigation, including when a complaint should and should not be investigated, who should be involved, what the investigation process should look like, and how results can be reported.
Making the Decision
During this session we will talk about who should make the final decision about the complaint. We will also discuss when you should involve legal counsel.
There are three possible solutions to a harassment complaint: solutions for the complainant, solutions for the respondent, and solutions for the organisation. We will explore possibilities for each case during this session.
After It’s Over
Once the harassment complaint has been resolved, everyone should try to get back to normal life. This session will discuss how managers and the organisation as a whole can help employees make this transition.
The afternoon of day two will be spent real playing four stages of the harassment process: the initial consultation with an advisor, the filing of a formal complaint, an investigation, and the decision. Detailed case files are provided with the course.
At the end of the course, participants will have an opportunity to ask questions and fill out an action plan.
For details on the differences between “in-house” and “all-inclusive” please see below
We’re keen to ensure that all the participants get the most out of the day, so ideally, we would love to have a room that has natural daylight, space to move, sit and write / work in small groups and utilise the wall space.
It helps to have the equipment provided but we can provide screen, projectors, flip charts and sound etc.
The “in-house” price includes training materials for all participants and a brilliant trainer… come coach… come facilitator.
The price excludes facilitator travel / accommodation (if required) and VAT.
Quite simply, we take all the hassle, stress and time required to organise your course off-site.
We will provide;
We think this is great value and ideal for companies who do not have the resource or time to organise the training.
Please see “Terms” for specific details on our all-inclusive offer.
Full Course Terms and Conditions are available upon request and are provided during the booking process.
Coming Soon! Our “Back to School essential Business Skills Lessons.
A range of short classroom based sessions that can be delivered in just 40 minutes!
Back to School allows every learner to create a personal “school” timetable based on the learning topics / lessons they need the most. They just attend the classes and then go back to work, minimising time away from the day job whilst picking up top tips on personal effectiveness, soft skills and leadership / management.
Fast, interactive and energising ways to learn through Ican Development
Ican Development are a recognised Chartered Management Institute Centre offering a targeted range of high quality qualifications in Coaching and Mentoring as well as Leadership and Management.
We’re also very proud of the way we deliver our programmes with an emphasis on face to face learning using highly engaging and experiential approaches.
We are currently offering qualifications from Levels 3 to 6