Workplace Harassment Training

Is workplace harassment becoming more prevalent today? You may hear of workplace harassment often in the media or even at your workplace. With this topic being of great concern today, we have designed a specific training session to educate and assist with harassment in the workplace. This Workplace Harassment training session is an easy approach to the requirements of business for harassment issues and violence. Great for those who deal with violence and harassment or have been involved themselves.

Objectives for the Workplace Harassment Training

This session will help you teach participants how to:

Understand what workplace violence and harassment is

Many employees may claim to know what workplace violence and harassment is, however they still then take part in it. In this first step to the session, we discuss what it actually is, so the team have a clear understanding for the following of the session.

Understand the benefits of harassment training

We discuss why training on the topic of workplace harassment and violence is important to an organisation and also to the individuals.

Act if they are harassed or accused of harassment

We provide a role play and activities to demonstrate what it feels like to be harassed or accused of harassment. This is handled in a fun, yet effective manner providing individuals with a experience from the activity.

Understand the complaint process, from the complaint to the reply, to mediation or investigation, to a solution

Understanding the process within an organisation is important. If this is a team training session we can illustrate your business requirements in this discussion here.

Identify situations where mediation is appropriate, and understand how mediation works in those situations

Mediation can be a suitable solution and assists the individuals to work out differences. Communication can assist in rectifying the situation. We illustrate the purpose of mediation and how it can be of use.

Identify appropriate solutions for a harassment incident

When an incident occurs, quick coordination and appropriate solutions need to be introduced. We provide some response tools for participants to be able to find suitable solutions.

Act if a complaint is false

What is a complaint is false? We discuss in this area here what to do and how to respond to false allegations.

Help their workplace return to normal after a harassment incident

It is always difficult to return to the workplace after an incident. Workplace gossip or our personal anxiety may make it even more difficult at times. We discuss how to return to the workplace in a professional manner.

Identify some warning signs of violence

Wish you could see a situation brewing? This session will provide some easy tools and skills to spot some of the warning signs. By noticing the warning signs sooner, it could also be avoided.

Understand the cycle of anger

There is a cycle for anger. We discuss the cycle and provide more insight into how it works.

Use a seven-step process for managing their anger and others’ anger

Seven steps may seem a lot, however broken up into smaller steps makes it more effective and easier to do.

Have better communication and problem solving skills, which will reduce frustration and anger

Communication is key. By learning more about how to communicate to others we are able to effectively communicate our thoughts and feelings without demonstrating anger or increasing our harassing attitude.

Develop some other ways of managing anger, including coping thoughts and relaxation techniques

We end of some positive ways to deal and cope with anger and demonstrate to participants that we are more effective when we think about our actions, rather than just reacting.

More modules we could include in your team training

Actively handling workplace psychosocial risk factors and stressors
Walking the fine line
Respect and disrespect in the workplace
What’s reasonable direction action?
Cases of behaviours that constitute bullying and sexual harassment
Bullying and harassment legislation
Dealing with harassment and intimidation
Retaliation matters
If the complaint is about you
Prices and consequences of sexual harassment
What exactly is sexual harassment?
Think before you act
The costs of non-compliance
Identify types and cases of improper workplace behaviours
Recording employee actions
Personal and organisational costs associated with sexual harassment in the workplace
Consensual relationships
Will bullying and harassment be investigated?
Standards of obligation
Ensuring Senior Management commitment to a workplace that doesn’t stand unacceptable behaviours and deals with reports of intimidation in an honest, confidential and timely manner
Supervisory duties
Forms of sexual harassment
When you see it, the best way to know it
Answer to any instances of inappropriate workplace conduct that may occur
Anti-discrimination laws
Your function as a supervisory employee
The best way to generate a bullying and harassment complaint
Consulting with workers encourage and to create a workplace culture that is mentally healthy
Identification of bullying, excessive behaviour and situations likely to increase the risk of intimidation
Conduct to be averted
Comprehend why the understandings of people can differ
Explain what is not intimidation behaviour is
How does bullying and harassment and the disciplinary policy link?
Identify resolution alternatives
Internet and email harassment
Comprehend legislative compliance requirements related to preventing and addressing bullying and harassment in the workplace
Understand the company case for the prevention of harassment and intimidation
Tracking and reviewing the effectiveness of the control measures.
The advantages of conformity
What you should do
Why intimidation and harassment occurs
The relevance of diversity
Offensive shows in the workplace
Describe the consequences of intimidation employees, employer and workplace culture on
Supplying respectful and regular functionality feedback
Causes of sexual harassment
Identifying and defining intimidation and harassment
Unwanted verbal behaviours
Ensuring the organisation has proper workplace bullying procedures and policies in place and workers are trained in these procedures
Impacts of sexual harassment
What the laws require
Tools of sexual harassment i.e. mobile phones, emails, social media, images, jokes etc.
Other forms of harassment
Reporting harassment and discrimination
Reacting to complaints
Discrimination in the workplace
State worker and employer duties
The consequences of harassment and bullying
Sexual harassment defined
Making and resolving charges
Executing control measures to prevent the threats and respond to workplace intimidation, and
Unwanted physical behaviours
What constitutes the workplace and where the law applies
Including bullying and harassment info in workplace induction programs

More information on the course outline

Defining Harassment

This session will examine legal, literary, and practical definitions of harassment. What should managers do to protect their workers? This session will define harassment and help participants learn more about the definitions.


In this session we establish a communication strategy. We’ll give participants a template and a few recommendations on communicating efficiently. This session will help participants to create better communication and problem solving skills that will reduce frustration and anger in the workplace.

Addressing a Gripe

Regardless of how proactive you are, most employers receive a harassment complaint at a certain point in time. We will discuss the four essential components of coping with a charge appropriately and fairly. Our trainer will highlight some basic fundamental c

What will happen if it’s Happening to Somebody Else?

In this part of the session we discuss what happens if we know the harassment is happening to someone else. A charge has not yet been filed, although there will generally be situations where a manager knows that harassment is occurring. We will discuss what to do in this case and where you can go for help.


In all of our sessions we provide a high interaction level. We include an activity here to help participants learn more about how harassment may feel and we ask them to act if they’re harassed or accused of harassment. The benefit of this activity is the ability to learn how to cope and react for future situations or occurrences.

Someone has Filed a Complaint Against Me!

The next part of the session is a discussion on what would happen when someone files a complaint against you. If you are in the specific situation where someone has filed a charge against you, don’t panic. There are many steps which you can take to handle the situation all of which will soon be discussed in detail in this session. We identify appropriate options for a harassment event.

Developing Emergency Response Plans

It is vital that employees understand what to do in case of an event. We’ll discuss some incidents to be prepared for and we will discuss what an ERP should cover.

Consulting with the Experts

Depending on the situation, you might find that you want outside or professional help. This session will discuss who can be contacted, how to contact them and the process from within your organisation for engaging these professionals.

Nipping it in the Bud

Among the prevention strategies there is one that is of importance. Managers need to be able to carefully track their workplace. During this session we will use a discussion as well as a role play to talk about how supervisors or managers can learn more about what is happening in their organisation or departments.

Workplace Practices and Procedures

We will examine how Human Resources policies, training, staff management, and security measures can help make your workplace a safer place. What types of policies should we have? We’ll take an all-inclusive look at workplace violence and harassment: the way to react to it if it does occur, and how to prevent it on an organizational level.

Basic Problem-Solving Tools

Being an effective problem solver is just another way a person can help prevent anger. We look at a three-stage problem solving model. We then help participants to use these abilities and apply the skills to a case study and a personal problem. Our trainer will also help develop some additional ways including relaxation techniques to handle emotions in the workplace more effectively.

What is Workplace Violence?

To begin this part of the session, we will examine what workplace violence is, some warning signals, and the cycle of violence. We help participants to understand the complaint process, from the charge to finding a solution, to arbitration or investigation. We also identify some warning signs of violence that will assist in prevention.

Sexual Harassment

Harassment may not be in the form of violence in the workplace. This session will discuss sexual harassment in small group work and a discussion. Topics that are covered include common scenarios that might be construed as harassment, the components of harassment, and the definition of sexual harassment.

The Instant Reply

In this session the participants will look at what to do when they are part of a violent incident. How do they prevent harassment from happening? Our trainer will provide more information on this area.

Other Ways of Managing Anger

There are a range of skills and tools available for participants to become better at handling and managing anger. We develop a few approaches to deal with anger, including coping strategies to unwind and relax. Participants become more aware of the cycle of anger.

The Anger Management Procedure

Dr. Lynn McClure, an anger management specialist, has identified seven-step processes to manage anger (yours or someone else’s). We will analyse this process in detail through a interactive discussion and through role play presentations with the group.

Developing a Harassment Policy

How do you stop harassment in the workplace? The easiest way to stop harassment from occurring is by applying it, training workers about it, and establishing a clear policy. We will talk about some fundamentals of creating, implementing, and tracking a policy, plus some training points. Learn more about preventing harassment in the workplace in this session.

Understanding Workplace Violence and Harassment

This session develops the benefits of harassment training and provides more advice on any area your team require. Customised to suit your team needs and training requirements.

Making the Decision

Of course there will be a process to handle harassment in the workplace. In this session we’ll talk about who should make the final decision about the complaint. We’ll discuss when you need to involve legal counsel.

After It’s Over

Everyone should try and return to a regular work life, once the harassment complaint was solved. This session will discuss how managers and the organization as a whole can help employees make this transition.

Investigating a Complaint

Investigating harassment charges frequently needs special training. In this session, we will cover some fundamentals of investigation, including when a complaint should and should not be investigated, who should be involved, how results can be reported, and what the investigation process should look like.


There are alternatives for the organization: alternatives for the complainant, solutions for the respondent, and three potential alternatives to a harassment complaint. We’ll investigate possibilities for every case during this session.

Imagine if it Happens to Me?

During this session we’ll discuss what you could do if you are being harassed by someone, including techniques for saying no. Participants will then practice these techniques during a role play. The benefit of this session is to become more effective in preventing workplace harassment with communication and assertive techniques.


When the claimant determines to file a charge, meditation could be offered as an alternative. We will discuss what mediation is, when it’s and isn’t proper, identify situations where mediation is appropriate, and understand how arbitration works in those situations. Participants will even have an opportunity to role play mediation for a more interactive session.

False Charges

In the event that you suspect that a harassment complaint is false, you have to be very careful when dealing with it. This session will discuss some professional advice for working with situations like these.

Protecting Yourself

There are several things you could do to minimize your danger of being perceived as a harasser or of being harassed. We will discuss six of them. And if a charge is filed, what’ll should we do?

Workplace Harassment Training Summary

Harassment and violence of any nature in the workplace is unacceptable and thus if it happens it should be addressed. This one day training is designed to help participants recognise and understand what violence and harassment is in the workplace and how to act if a breach in the code of conduct has occurred. An understanding and awareness of these matters brings in individuals a sense of confidence. If any type of harassment comes about and are able to speak up.

If you have a team and would like this delivered delicately we are able to assist, our trainers are highly skilled in speaking on topics that require a more delicate approach without targeting individuals. We can add some of these modules to other sessions such as communication to also create training that covers your specifics and objectives in an effective and professional manner.

Training and workshops available in Adelaide, Darwin, Sydney, Canberra, Melbourne, Parramatta, Perth, Gold Coast, Brisbane

Learn more about how we are able to assist by contacting us today. We are here to help.