Anti-harassment & Bullying

Why your organisation needs to take steps to combat harassment and bullying…

Discrimination on the grounds of sex, sexual orientation, race, religious belief, age and disability is illegal. In an environment that is becoming more litigious, compensation awarded by Employment Tribunals can spiral, with costs, into hundreds of thousands. Harassment is a form of direct discrimination.

According to the Sex Discrimination Act and Ammendments, sexual discrimination means treating a person less favourably on the grounds of their gender. Harassment is direct discrimination and is classed as:

Unwanted conduct of a sexual nature, or other conduct based on gender which has the purpose or effect of violating the dignity of women and men at work, or creating an intimidating, hostile, degrading, humiliating or offensive environment. This can include unwelcome physical, verbal or non-verbal conduct.

The Act and Ammendments for Race Relations defined racial discrimination as treating a person less favourably than others on racial grounds (race, colour, nationality or ethnic or national origins). 

A person harasses another on grounds of race or ethnic or national origins when they engage in unwanted conduct that has the purpose or effect of violating another's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment.

The Disability Discrimination Act of 1995's code of practice states that harassing a disabled person on account of disability will almost always amount to a detriment under the DDA. And again harassment is seen as:

Engaging in unwanted conduct with the effect of violating a disabled person's dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment because of their disability.

More recently similar legislation on discrimination on the grounds of sexual orientation and religious belief, and age related discrimination and harassment have come into force in the UK.

You may be liable if you fail to carry out your procedures properly.

What can you do?

You can take steps to fulfil your responsibilities under the law and reduce claims for compensation through training.

How Nicola Walker & Associates will help

Our experienced training consultants can advise on writing policy and train your staff to become aware of harassment in all its forms.

• harassment awareness
• harassment advisers/contact officers
• investigating cases of harassment
• managing diversity and working with difference
• personal change work - for people who need to overcome the effects of bullying or harassment, or those who have been accused of harassment/bullying

Contact us now on +44 (0)7989 404112

Independent Harassment Investigations

Have you had a complaint of harassment involving people in senior positions in your organisation?

Or a complicated case which seems to have hung around forever?

Would you prefer newly trained internal investigators to undertake their first investigation under the guidance of experienced hands?

If the answer to any of these is yes, call us now.
Complaints of harassment or bullying can often put internal investigators in politically sensitive positions.

Alternatively, they can be long and drawn out and you can't afford to have key people away from their jobs. Use an independent team.

Call now for a confidential discussion on 07989 404112

Harassment Awareness

Tailored to suit your policies, we will run awareness sessions on the forms of harassment, bullying and the underpinning legislation.

From one hour to one day, we will design an event that's right for you.

For books on anti-harassment/bullying, look here

Email us at catalyst@nicwalker.com

Harassment Adviser Training

Many firms these days have people within their HR function to advise their staff what to do if they feel they are being harassed.

Tailored to suit your policy, we will deliver for you training interventions to specially selected staff taking on the role of harassment adviser/contact officer. From identifying different forms of harassment and bullying behaviours, underpinning legislation and remedies, to the basic counselling skills an adviser needs in dealing with recipients of harassment.

Investigating Cases of Harassment Training

Tribunals take investigations of alleged incidents very seriously, so those chosen to investigate need special skills and knowledge which this event provides, and allows them to practise in a safe environment.

The Training event covers:

• defining harassment
• bullying
• effects on individual and the workplace
• underpinning legislation
  
• preparing for an investigation
• interviewing skills
• role plays

Managing Diversity and Working with Difference Training

Diversity refers to any mixture of items characterised by differences and similarities. In today's workplace, people work with others of a different gender, race or ability which can occasionally lead to misunderstanding and even discrimination/ harassment.

In January 2001, The Industrial Society found that 67% of UK managers regarded diversity and equality of opportunity as matters of high priority over the next two years. But fewer than half of organisations responding to the survey had strategies in place to achieve this.

41% of the organisations, that responded to the Industrial Society survey, had been involved in employment tribunal cases about diversity/equality issues. Where 3 main areas of blame were assigned:

• Organisational culture
• Attitudes of line mangers
  
• Business pressure on line managers

We will deliver experiential training to help people understand similarities and differences, smash the myths, and learn to create cultural synergy.

In one day, the training will cover:

• The underpinning legislation
• Activity to recognise differences and similarities
• Human mental programming
• Challenging stereotypes and exposing myths
• Balancing the needs of the organisation and the needs of the individual
• Activity to see what it feels like to be different
• Role play to help managers manage individuals
• Taking action to make it happen
• The Diversity Paradigm's Action Options
• include/exclude
• deny
• assimilate
• suppress
• isolate
• tolerate
• build relationships
• foster mutual adaptation

Click here to see what our clients say about our services.

Call for advice or details of courses on 07989 404112