Creating a safe and inclusive workplace environment is essential for the well-being and productivity of employees and the success of any company. Central to this goal is the prevention of workplace harassment, discrimination, and bullying. So what are the fundamental steps that employers need to take to get it right and foster a culture of respect and inclusivity?


  1. Establish clear policies and procedures


The foundation of preventing workplace harassment, discrimination, and bullying lies in the establishment of clear policies and procedures. Employers should develop comprehensive policies that explicitly prohibit these behaviours and outline reporting procedures and consequences for violations. These policies should be communicated to all employees and readily accessible.


  1. Provide regular training and education


Training and education are key to raising awareness and understanding of workplace harassment, discrimination, and bullying. Employers should provide regular training sessions for employees, managers, and leaders on recognising, preventing, and addressing these behaviours. Cover topics such as identifying inappropriate conduct, understanding diversity and inclusion, and bystander intervention.


  1. Foster an inclusive work culture


Employers should foster a work culture that values diversity, promotes inclusivity, and encourages open communication. Leaders and managers should lead by example by demonstrating inclusive behaviours and addressing any instances of discrimination or bullying promptly and effectively.


  1. Implement fair recruitment practices


Fair recruitment practices are essential for creating equal opportunities for all candidates. Employers should ensure that recruitment and selection processes are fair, unbiased, and based on objective criteria. Promote diversity and inclusion in hiring practices to create a more representative workforce.


  1. Establish effective reporting mechanisms


Employees need to feel safe and supported when reporting incidents of harassment, discrimination, or bullying. Employers should establish multiple channels for reporting, including anonymous options, and ensure confidentiality and non-retaliation for those who come forward with complaints. Take all reports seriously and conduct prompt and thorough investigations when required.


  1. Conduct impartial investigations


When incidents are reported, employers must conduct impartial investigations to determine the facts objectively. Assign trained investigators to handle cases sensitively and ensure due process for all parties involved. Provide support to both the complainant and the accused throughout the investigation process.


  1. Take appropriate disciplinary action


Perpetrators of harassment, discrimination, and bullying must face consequences for their actions. Employers should take appropriate disciplinary action against individuals found to have engaged in these behaviours, up to and including termination of employment if necessary. Disciplinary action should always be applied consistently, not one rule for one and one for another. Communicate clearly to all employees that such behaviour will not be tolerated.


  1. Regularly monitor and review policies


Employers should regularly monitor and review their anti-harassment, anti-discrimination, and anti-bullying policies and procedures to ensure their effectiveness, we would suggest at least every 12 to 24 months. Collect feedback from employees, conduct surveys, and review incident reports to identify areas for improvement and make necessary adjustments.


Preventing workplace harassment, discrimination, and bullying requires a proactive and ongoing commitment from employers. By establishing clear policies and procedures, providing regular training and education, fostering an inclusive work culture, and implementing fair practices, employers can create a safe and respectful workplace where all employees can thrive.

Tell Jane can support you in creating a safe and inclusive workplace environment. As well as anti-bullying and harassment training, our expert HR practitioners can manage workplace investigations,help you set up an ERG and provide you with an anonymous employee hotline. Simply email to find out more.

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