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Left unchecked, inappropriate behaviour will undermine the psychological safety of your workplace.
We understand the damaging impact of these issues, which is why we design bespoke workshops to prevent instances of bullying and harassment, tackle bullying or harassment appropriately when it happens – and create a culture of respect.
Unfortunately, harassment and bullying still exists in many forms and in many organisations.
If not dealt with effectively, this can lead to toxic working environments, high turnover, legal action and poor company reputations.
Rooted in our commitment to inclusion, our approach is about crafting an environment that is truly safe and respectful for all.
Whether you’re looking to prevent bullying behaviour or sexual harassment from occurring in the first place, or want to deal with a specific incident, our psychologists are equipped to deal with the topic sensitively and create a space of psychological safety for all involved.
Bullying comes in many different forms and it may not always be clear if your workplace is suffering from these issues.
More than 1 in 10 employees are bullied in the workplace, making this a prevalent issue that isn’t always correctly addressed within organisations.
Acas state that workplace bullying is identified as “offensive, intimidating, malicious or insulting behaviour, abuse or misuse of power through means that undermine, humiliate, denigrate or injure the recipient.”
These forms can be of a sexual nature, targeting someone’s sexual orientation, cyber bullying, persistent unwarranted criticism and more, all of which can create an offensive environment that can affect employee mental health, directly and indirectly.
This may be obvious through overt acts and behaviours – but the unwanted conduct can also be so subtle and repetitive – and easily missed.
It’s crucial that you have proper bullying and harassment policies in place to mitigate the risk of bullying and harassment in your workplace and reduce any unwanted and inappropriate behaviour, whether or not it is related to one of the protected characteristics under the Equality Act (2010): sex, age, disability, gender reassignment, marriage/civil partnership and pregnancy, race, religion or sexual orientation.
With employee turnover averaging out at around 35% a year, and the new Worker Protection Act 2023 coming into effect in October 2024, the urgency to take action is palpable.
Don’t let your organisation fall victim.
Contact us today to talk with a business psychologist and pave the way for a harmonious, effective workplace.
We go beyond awareness and facilitate lasting behaviour change.
Our workshops help perpetrators recognise the impact of their actions and work towards preventing future occurrences.
Preventing this behaviour from occurring in the first place is the goal.
Off-the-shelf training often fails to deliver behavioural change.
Our solutions are personalised to your organisation’s unique needs and issues, ensuring the most effective outcomes for your working environment and employees’ wellbeing.
Our commitment to innovative research allows us to stay ahead of the curve, providing you with the latest insights and strategies for tackling challenges faced in the modern workplace.
At Pearn Kandola – we practise what we preach.
Our track record of success is underscored by prestigious awards, including our inclusion in the Great Place To Work lists and accolades such as the Digital Impact Award and The Drum B2B and Content Awards.
Whether through workshops, 1-to-1 coaching or the development of bespoke guides and materials, we work with your organisation to help prevent bullying & harassment and deal with any specific incidents you may have encountered.
We offer valuable advice and guidance to support those who have experienced inappropriate behaviour.
You may find that a perpetrator is oblivious to their actions or the impact they have had on another individual or individuals.
Our approach also takes this into consideration, working with the perpetrator, where appropriate, to acknowledge their actions and change their behaviour.
The Worker Protection (Amendment of the Equality Act 2010) Act 2023 is an act that was passed by the UK Government in October 2023, that comes into effect October 26th 2024.
The law is being introduced to strengthen protection against sexual harassment for workers, which will require employers to take a more proactive approach to prevention.
Under the new law, employers must take ‘reasonable steps’ to prevent sexual harassment in the workplace. Failing to do so would mean that tribunals have the power to increase compensation by up to 25% if they find an employer has breached this duty.
The key element of this new law is that policies and procedures alone are unlikely to be enough to prove that an employer is taking a proactive approach to prevention.
CIPD have provided some fantastic guidance on ways to proactively and systematically approach sexual harassment prevention in the workplace.
This includes setting expectations and standards at a senior leadership level, ensuring that policies and procedures are in place – and followed – as well as regular training sessions for staff to ensure they understand what sexual harassment looks like, and their role in preventing/addressing it.
This is where our bullying & harassment training steps in – as well as our Active Bystander workshop – to ensure your employees are aware of exactly what inappropriate behaviour looks like in the workplace, and how to challenge it appropriately.
Our research shows that 86% of people take no action when they see inappropriate behaviour at work. Our approach equips bystanders to become active bystanders, encouraging better social norms in organisations, where bullying, harassment and inappropriate behaviour are not tolerated.
Empower your organisation to stand against bullying and harassment. Get in touch with our team of expert psychologists today.
Book a free consultation to explore how our tailored solutions can address your organisation’s unique needs.
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