Bullying, Discrimination, Harassment for Managers – Custodians of Culture

Key takeaways

• How leadership behaviours affect workplace team culture and high-risk behaviours.
• What identifies as inappropriate and risky workplace behaviour.
• Benefits and techniques for early intervention.
• Support and resolution strategies.
• Practice techniques, behaviours and strategies.

Workshop learning outcomes

• Identify the importance of workplace culture and effective leadership practices in preventing and effectively responding to incidents of harmful workplace conduct.
• Identify the responsibilities of senior leaders, managers and employees in preventing, reporting and responding appropriately to discrimination, bullying and harassment (including sexual harassment).
• Understand the leadership practices that build a psychologically safe and inclusive workplace culture and developing a feedback culture.
• Understand the value of early intervention, and practice strategies on how to provide feedback on risky workplace conduct.
• Demonstrate a knowledge of the different support and resolution options available (self-management, bystander, informal and formal resolution strategies) in handling complaints and the consequences of not handling a complaint appropriately and with sensitivity.
• Understand the application of legal principles such as procedural fairness in the complaint process, and the rights and responsibilities of all parties in preventing and responding to harmful workplace conduct.