Start a conversation ↗

Description

Workplace Harassment: Distinguishing Situations, Gathering Facts and Raising the Alert

Tell the difference between demanding management and workplace harassment, and know what to do with a report you receive

  • 0.43 days — 3 h
  • In-person or virtual
  • Foundation
  • Up to 6 participants

The term is used for very different situations, ranging from open conflict to sustained exclusion and pressure on results. Serious alerts are then lost in the noise, and the people who receive a report know neither what to record nor to whom it should be passed on.

Three hours online to set out the criteria that characterise workplace harassment, then to practise gathering the facts. The module provides an initial fact-gathering template and clarifies the internal escalation route as well as the confidentiality precautions to observe before any investigation begins.

Learning objectives

  • Distinguish workplace harassment from conflict and from the normal exercise of managerial authority
  • Identify repeated conduct and its effects on the person concerned
  • Gather facts in a factual and dated manner
  • Escalate the alert through the internal channel provided

What makes this programme different

Borderline situations are put to the group to decide between conflict, managerial demands and harassment
An initial fact-gathering template is completed on a full fictional case
The pitfalls of an improvised investigation are reviewed through examples of common mistakes

Programme

1Qualifying workplace harassment

Setting the criteria

  • Elements that characterise workplace harassment
  • Difference from interpersonal conflict and pressure on targets
  • The exercise of managerial authority and its limits
  • Observed effects on health and on the career path

2Identifying and gathering

Facts rather than impressions

  • Signals observed by colleagues in the working environment
  • Listening posture with a person who says they are a victim
  • Factual, dated and non-interpretative recording
  • Written records to produce and confidentiality precautions

3Raising the alert and handing over

Triggering the process without taking it over

  • Internal escalation route and designated points of contact
  • Role of the focal point and of employee representatives
  • Interim protective measures available during the review
  • Common mistakes made in an improvised investigation

Who is it for

Managers, employee representatives, designated harassment focal points and HR staff likely to receive a report.

Prerequisites

No prerequisites

Dates & locations

12 scheduled dates between November 2026 and December 2027. Seats are confirmed in the order enquiries are received.

November 2026

December 2026

January 2027

February 2027

March 2027

April 2027

May 2027

June 2027

September 2027

October 2027

November 2027

December 2027

None of these dates suit you? We open additional sessions on request, and any programme can be run privately for your team.

Practical details

Before the programme
Online positioning questionnaire. Your development objectives are shared with the trainer, who tailors the practical case studies to your context.
Teaching methods
Theoretical input, workshops and practical case studies. Digital course materials and method sheets provided.
Assessment
Multiple-choice tests and role-play exercises. Assessment of learning at the start and end of the programme, with immediate and 60-day follow-up evaluations.
After the programme
One year of access to the e-learning platform. Self-assessment of the skills acquired and a 30-day follow-up session with your trainer.
How to register
Registration online or on the basis of a quotation.
Lead time
11 working days after confirmation of registration.
Accessibility
Accessible to people of determination. Contact our accessibility coordinator to design a suitable solution: contact@mpf-academy.ae
Start dates
Rolling intake: in addition to the scheduled sessions, this programme can start on request.