Tackling Bullying and Harassment
A dramatic rise in the profile of bullying and harassment in the workplace over recent years presents complex and far reaching challenges. Picking up on bullying behaviours and the causes quickly enough is vital to prevent it permeating the culture of an organisation.
Some facts about bullying and harassment:
- It compromises the performance of your organisation, its leaders and personnel
- It can be reflected in your retention and recruitment stats
- It compromises your duty of care to employees and colleagues
- Negative press and social media can damage reputations
- It renders organisations non-compliant with The Equality Act
- The cost of bullying and harassment can be high.
Creating an inclusive culture is the route to addressing and eliminating bullying and harassment. Senior leaders have an enormous role to play in influencing an inclusive culture. Throughout an organisation, an inclusive culture empowers individuals to examine their personal impact and take responsibility for it.
Both the military and civil service take a robust approach to bullying and harassment, and have policies and guidelines to address it. However they focus on WHAT to do – rarely on HOW to do it. Our training programmes link policy to practice and focus on HOW to resolve discord, enabling participants to choose a solution that suits their personal style. We illustrate how to tackle inappropriate language and behaviour in all its forms.
Through training to build inclusive leadership, culture and values, we help organisations address bullying and harassment.
Our training is designed for:
Leaders – exploring leadership styles, having difficult conversations, performance management, policy and practice.
All staff – recognizing inappropriate behaviour and language, tools to challenge constructively, support available.
Bullying and harassment champions/advisers – developing the tools and practical skills to successfully fulfill this role.
The way we live our lives has changed in the space of six months and has understandably made many people anxious for the future. However, contrary to the slightly ominous tone, this post is about hope. Hope in the form of opportunity, to learn and adapt, thus strengthening the culture of inclusivity in the workplace. In light of recent events, I’ll be focusing on race and elements of the black experience and how certain narratives can contribute to our conscious and unconscious bias surrounding “black-ness.” It is my belief that to dismantle destructive attitudes that lead to discrimination, you must first look at the root cause. Through understanding and examination, we can start to develop behaviours that encourage equality and support growth.
BBC Survey – October 2017
The Radio 5 live survey, of 2,031 British adults, found that 37% of all those asked – 53% of women and 20% of men – said they had experienced sexual harassment, ranging from inappropriate comments to actual sexual assaults, at work or a place of study.
More than a quarter of people surveyed had suffered harassment in the form of inappropriate jokes or “banter” and nearly one in seven had suffered inappropriate touching. Click for full article