This workshop introduces legislation and best practice strategies and policies to deal with bullying and harassment in the workplace.
With technology creating a smaller world and increasing expectations on employers to make their staff members’ welfare a major priority, businesses in all regions are under pressure to ensure that they create and maintain workplaces that are free from bullying, harassment and discrimination.
Utilising models and experiences established within organisations that operate across borders, this workshop provides HR practitioners with the information and tools necessary for them to lead their businesses in the developing and monitoring of cultures that prevent negative behaviours between employees. Additionally, through the use of case studies and role play, participants will be challenged in how they best approach situations that can arise where a staff member feels they have been bullied, harassed or discriminated against.
In a fast paced world which is grappling to translate the lessons and expectations resulting from a greater emphasis on individual safety and the #metoo movement, this training is invaluable to professionals looking to manage corporate values and associated risk within their home country and across operations in the APAC region.
(Training Venues: In view of the current COVID-19 situation, all our classes will have a maximum of up to 9 participants. Hotels has taken strict measures such as daily disinfecting of all seminar rooms, cleaning the lift buttons and door knobs, temperature taking for our participants and hand sanitizers are also available. Travel Declaration Form will be sent to all participants prior to the training sessions)
(Social Distancing: Traditional classroom setting with only ONE participant at each table, with a distance of one metre apart from another. Comfortable seating space at the lunch area. All participants have to wear a mask during the training)
• Understanding the operational, cultural and legal risks associated with bullying, harassment and discrimination.
• Building best practice in internal policies and processes that support a culture that resists negative behaviours.
• Designing training for different audiences that effectively demonstrates the importance of accepting and modelling appropriate behavior.
• Investigating relevant complaints against employees at all levels.
• Reviewing facts, reporting findings and recommending outcomes from specific interventions.
• Continually monitoring workplace cultures to assess the health of the business in terms of bullying, harassment or discrimination.
1. What is it? – Definitions and Variations
• What is workplace bullying?
• What is not?
• What is harassment?
• What is sexual harassment and why is it different?
• Why can something in one country be appropriate, whilst it is discriminatory in another?
2. Why is it important? - The effect of negative behaviours
• Operational: challenges to the attraction and retention of talent
• Cultural: reduced productivity, increased absenteeism, lowered employee engagement
• Legal: the costs of breaching protections and the increasing level of litigation in employment
3. What do I do first? – Policy design and deployment
• Building an effective policy platform
• Integrating one standard across various cultures
• Finding internal champions and initiating cultural change
4. How do I get people to understand? – Creating the right learning environment
• Identifying what people need to know
• Understanding the factors which will ensure that people listen
• Ensuring a safe environment for people to identify their prejudices and amend their behaviours
5. What do I do if someone complains? – Responding to grievances
• Ensuring a professional response
• Investigating claims of bullying, harassment and discrimination (Case studies)
• Determining appropriate actions
• Formatting evidence, findings and recommendations (Report writing exercise)
6. How do I make sure that the message is getting across?
• Assessing behaviours in employee satisfaction surveys, performance reviews and consultation mechanisms
• The value of a ‘walk through’; HR’s role in looking between the lines
Who should attend
• HR Executives, HR Managers, HR Directors, HR Business Partners.
• Role play exercises
• Case studies
Hugh McPherson has been the Managing Director of an Australian based Employee Relations consulting group since 2009. Working with clients around the region, Hugh and his team provide proactive solutions related to employment compliance inside and outside of Australia, and expert support where unexpected, and often sensitive people management challenges arise.
Hugh’s current work covers the spectrum of Employee Relations and encompasses advices regarding:
• Change programs (i.e. acquisitions, re-engineering)
• Designing and delivering new employment structures (i.e. contracts, agreements, policies)
• HR due diligence (i.e. compliance auditing)
• Performance management activities
• Preventing and responding to workplace bullying, harassment and discrimination
• Building effective cultures and teams
Hugh was a senior manager in an Australian workplace relations consulting firm and his experience is in providing high level advice to medium and large enterprises across a variety of different industries and industrial environments. Previous to this, Hugh had been the Senior Employee Relations Adviser in a large Australian government organization; a contracted adviser to the Union movement and HR Manager in the health sector.
Hugh is a regular speaker at conferences within Australia and the APAC region and has been the trainer of HRLAW Australia Seminar for HRSINGAPORE since 2011.
• 22 May 2020 (1st Run) - Suspended
Duration / Venue
• One day
• 9 am to 5:30 pm
• Hotel seminar room
A Certificate of Attendance will be awarded at the end of the course.
• S$ 550 for Community
• S$ 580 for Non-Subscribers
• Coffee & tea with snacks during the morning and afternoon breaks
• Buffet lunch with vegetarian & halal options