Combating Bullying & Harassment
A 2011 survey commissioned by NASUWT (National Association of Schoolmasters/Union of Women Teachers) on prejudice-related bullying and harassment makes worrying reading. Around a third of members surveyed said they had been a victim of bullying within the last 12 months. The report went on to say that “Around a fifth of victims reported prejudice-related bullying/harassment as being a constant feature of their working life; this extrapolates to around one in every fifteen teachers. Approximately half of all cases of bullying/harassment were perpetrated by a person’s immediate line-manager (48%), just over a third were perpetrated by a colleague (36%) and around a quarter were perpetrated by pupils (25%)”
It has been estimated that half the population has been bullied yet many businesses and organisations appear to take the view that it “doesn’t happen here” and ignore the problem. This can be a costly and naive mistake. A review of court judgments shows that Schools, Colleges, Councils, Limited Companies and Emergency Services alike have all had to make significant compensation payments and/or make apologies because bullying and harassment took place.
All businesses and organisations, public and private, need effective systems in place to discourage and deal with prejudice-related bullying and harassment. This is doubly important within the education and public sectors where Public Sector Equality Duties also apply.
The Equality Act 2010 introduced the Public Sector Single Equality Duty. As part of this duty all public bodies, including schools and colleges, are compelled to have due regard to the need to eliminate discrimination, harassment and bullying, advance equality of opportunity and foster good relations. Also, the new 2012 Ofsted frameworks are likely to include 'freedom from bullying' as a key component under ‘behaviour and safety’.
This workshop provides practical and pragmatic advice with the aim of trying to prevent bullying and harassment, including cyber bullying.
ACAS have defined bullying and harassment as:-
Bullying - offensive, intimidating, malicious or insulting behaviour, an abuse or misuse of power through means intended to undermine, humiliate, denigrate or injure the recipient. Bullying may be by an individual against an individual (perhaps by someone in a position of authority such as a manager or supervisor) or involve groups of people. It may be obvious or it may be insidious. Whatever form it takes, it is unwarranted and unwelcome to the individual.
Harassment - unwanted conduct affecting the dignity of men and women in the workplace. It may be related to age, sex, race, disability, religion, sexual orientation, nationality or any personal characteristic of the individual, and may be persistent or an isolated incident. The key is that the actions or comments are viewed as demeaning and unacceptable to the recipient.
This workshop is designed for HR and Operational Managers from all types of business and organisation, including Local Authorities, Schools, Colleges, Universities and Private Providers; it will also be of interest to senior managers, Directors, Heads and Principles who have both ultimate responsibility and greatest influence when effecting change.
Aims and Objectives
Delegates attending will have a clearer understanding of the following:-
- Bullying and Harassment - and its consequences
- The rationale for, and detail of, the relevant clauses in the Equality Act 2010 and the Protection from Harassment Act 1997 as well as other related civil and criminal law statutes
- Critical compliance issues for any organisation or company
- Critical issues for particular types of organisation or company
- How to develop and manage 'Dignity at Work' and Anti-Bullying policies and procedures
- How to include external stakeholders and/or external providers of goods, facilities and services with service delivery agreements which embrace dignity at work protocols.
- How to challenge unacceptable behaviour
- Law enforcement frameworks
- How to obtain further information and advice or help
- Understanding the context – a look at how bullying and harassment is legally defined and how it presents itself using real case studies.
- What constitutes an offence?
- When does workplace banter turn into a case of bullying or harassment?
- What is third-party harassment?
- Personal and industrial injuries
- Vicarious liability and the burden of proof
- What is the purpose of the Public Equality Duty relating to harassment and bullying under the Equality Act 2010?
- What are the offences created under the Protection from Harassment Act 1997 and the Criminal Justice and Public Order Act 1994?
- Where does the Health and Safety at Work Act 1974, fit in?
- What about other aspects of the criminal law?
- What about other aspects of employment law?
- The ACAS statutory Code of Practice on Bullying and Harassment
- Employers Rights and Responsibilities under the Law
- Employees and Service User Rights and Responsibilities under the Law
Minimising Risk and Avoiding Prosecution
- The 12 key principles for best practice for inclusion in all dignity and anti-bullying policies
- Understanding and addressing four different types of behaviour
- Six proven techniques to help challenge unacceptable behaviour
- External sources of information, help and support
Internal Staff Training and Development
This training workshop, along with most of our other best practice training workshops, can be delivered as an internal training course at your premises. Even with groups as small as 6-8 delegates, the course fees per person for internal training workshops can be lower than for open events. The potential savings are even greater, if the travel time and the travel costs of the delegates are included.
Running training workshops internally is very convenient and it allows the participants to explore how key issues will impact on them and their organization. Then as a team they can begin to agree upon a development action plan, with priorities. This approach is favoured by many of our clients as it combines a high quality service with excellent value for money and is a highly effective route for staff development.
Related Challenging Behaviour Workshops
- Combating Bullying & Harassment
- Managing Challenging Behaviour
- Managing Challenging Behaviour during visits by schools and groups
- Managing Challenging Behaviour in The Library
Certificates of Professional Development.
This course is recognised for CPD purposes by most professional institutes and associations including the Law Society, the CIM, the CMI, the ICAEW, the Institute of Learning and the CIPD. Formal Certificates of Professional Development will be issued by email to participants who successfully complete this course. These certificates will enable participants to evidence the update of their CPD records. The workshop will consider how to best apply the knowledge gained by the delegates upon their return to the workplace. This element of the programme is designed to maximise the benefits of attending and enable participants to make valued judgments when recording CPD activities