Information and training

The policy needs to be pro-active, preventing bullying and harassment as well as reacting to situations where it occurs. Training and information therefore play an important role, particularly in situations where bullying and harassment are part of the organisation’s general culture.

All staff, both new and existing, need to be aware of the policy. It should be widely publicised and accessible — the intranet, notice boards, and other means such as short leaflets, posters and emails should be used. It should be brought to the attention of contractors, agency staff, visitors, clients and form part of any contract specification.

Information covering the bullying and harassment policy and the types of behaviour that will not be tolerated should be included in staff induction and training, and in health and safety training.

Training programmes should include:

• details of the policy, its implementation, and promotion;

• training in disability awareness;

• what bullying and harassment means, its causes and effects;

• how to report incidents and unacceptable behaviour;

• how to get support; and

• the help available to those being bullied and harassed.

Managers have a key role in implementing the policy, and need to be adequately trained. Also, since it is often the manager or supervisor who is the bully, they should be trained to be aware of behaviour that could be construed as bullying (such as excessively monitoring work, setting unreasonable deadlines, or ignoring views and opinions).