Module 12 · 25 min
Preventing Harassment & Supporting Victims
Managers have specific duties when harassment or bullying is reported or observed.
Learning objectives
- 1.Define harassment and bullying in the workplace context
- 2.Know institutional reporting and support channels
- 3.Respond appropriately to disclosures
Manager duty to act
If staff report harassment — or you observe it — you cannot treat it as a private dispute. Follow DG HR procedures, document factually, protect complainants from retaliation, and seek expert support. Inaction makes you part of the problem institutionally.
Prevention through culture
Clear norms, swift response to low-level incivility, and avoiding 'brilliant jerk' tolerance prevent escalation. Social events and away-days require the same professionalism as the office.
Key takeaways
- ★Harassment reports require formal procedural response, not informal mediation alone
- ★Retaliation against complainants is prohibited and must be prevented
- ★Culture prevention beats crisis response