Training and education
Training and educating workers on issues of workplace harassment can help prevent or control exposure to workplace harassment as:
- workers including supervisors, managers, workplace health and safety officers (WHSOs), workplace health and safety representatives (WHSRs) and workplace health and safety committees become more aware of their roles and responsibilities
- offenders will become more conscious of their behaviour, how it may be perceived and the possible consequences of their actions. This may deter workplace harassing behaviours
- workers will have a more accurate knowledge of what does and does not constitute workplace harassment
- workers will become aware of the consequences of making malicious, frivolous or vexatious workplace harassment complaints
- it can promote cultural change and a healthy and safe workplace
- people who work at the workplace are informed and encouraged to take action against harassing behaviours
Creating awareness of workplace harassment issues, policies and procedures helps reinforce the commitment of the workplace to addressing it.
Awareness can be promoted through training that addresses:
- general workplace harassment issues
- the workplace harassment prevention policy
- procedures for making complaints
The Prevention of Workplace Harassment Advisory Standard 2004 (now known as a Code of Practice) provides practical advice on how to raise awareness and provide effective training through:
Appendix 1 - An example workplace harassment prevention policy
Appendix 2 - Suggested topics for training according to target group
Appendix 3 - Methods to inform workers about policies and procedures
For supervisors, people management training can be effective in developing attitudes and behaviours that prevent or control exposure to workplace harassment.
Where managerial styles and behaviours in a workplace are identified as contributing to workplace harassment employers can address them through performance management processes, training and education.
People with supervisory responsibilities should also be provided with training that focuses on developing a greater understanding of human behaviour, communication and people management. Assessment should also be conducted to ensure that supervisory staff are able to apply their newly acquired knowledge, skills and abilities in the workplace.
Employers should keep records of any training conducted. Training should be updated following any significant changes to workplace harassment prevention policy, complaint handling system or changes to relevant laws.
More information on training and education is provided in Section 8.4 of the Prevention of Workplace Harassment Advisory Standard 2004 (now known as a Code of Practice).
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