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Description

Harassment and Sexist Behaviour at Work: Naming, Reporting and Responding

Recognise sexist behaviour and sexual harassment, then know exactly what to do when a report is made

  • 2 days — 14 h
  • In-person or virtual
  • Foundation
  • Up to 6 participants

A joke repeated once too often, a comment about someone's clothing, a hand on the shoulder: situations rarely arrive neatly labelled. Managers hesitate between playing incidents down and reacting too quickly, while the people affected often give up on reporting because they do not know who to speak to, or what will be done with what they say.

Two hours to set out the essentials in this first module: naming sexist behaviour and sexual harassment, understanding the mechanisms that allow them to take root in a team, understanding the responsibilities of the employer and of designated contact persons, and adopting the right posture at the moment a report is made.

Learning objectives

  • Distinguish between sexist behaviour and sexual harassment
  • Identify the situations that normalise such conduct
  • Describe the employer's prevention responsibilities
  • Identify the internal contacts to be alerted
  • Adopt a listening posture when a report is made

What makes this programme different

Real workplace situations described without dramatising or minimising
The posture to adopt during the first conversation with the person affected
The role of each stakeholder clarified, from manager to designated contact person

Programme

1Naming the facts

Moving beyond vague impressions

  • Sexist behaviour and remarks with sexual connotations
  • Sexual harassment and pressure exerted on an individual
  • The line between clumsiness, humour and misconduct
  • Effects on the individual and on the team

2Understanding what allows it to take root

The team plays a part

  • Mechanisms of normalisation within a team
  • Reporting lines and situations of dependency
  • Bystander silence and group effect
  • Consequences for health and for work

3Responding to a report

The first few minutes matter

  • The employer's prevention responsibilities
  • Role of the manager, the designated contact person and internal committees
  • Listening posture and fact-gathering
  • Mistakes to avoid in the immediate response

Who is it for

Managers and employees, together with designated harassment contact persons and members of internal employee representation or welfare committees.

Prerequisites

No prerequisites

Dates & locations

36 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.