Responding to Workplace Behaviour Allegations – Confidential One-to-One Training
Confidential one-to-one training for individuals responding to bullying, harassment or discrimination concerns, focused on reflection and professional development.
Confidential one-to-one training for individuals responding to bullying, harassment or discrimination concerns, focused on reflection and professional development.
An allegation of bullying, harassment, discrimination or inappropriate workplace behaviour can be difficult for everyone involved. This confidential one-to-one programme provides personalised development support for individuals whose behaviour has been questioned, who are responding to a workplace concern or who require focused development following an organisational process. The programme creates structured space to understand the concern, reflect on behaviour and impact, explore workplace expectations and relevant Equality Act concepts, and identify practical changes. Sessions are tailored to the individual’s role, circumstances and learning needs, with a focus on respectful communication, professional boundaries, accountability and sustainable behaviour change.
When concerns are raised about somebody’s workplace behaviour, standard group training may not provide the focused support that is needed. The individual may need an opportunity to understand the concern, consider different perspectives, reflect on the possible impact of their behaviour and identify practical ways of working differently in the future.
Our confidential one-to-one training provides a structured learning environment tailored to the participant’s role, circumstances and development needs. Depending on the agreed brief, sessions can explore bullying, harassment, discrimination, victimisation, inappropriate conduct, workplace standards, communication, professional boundaries, power, impact and intention.
The emphasis is on learning and development rather than punishment. The trainer can challenge thinking and behaviour constructively while providing space for reflection, questions and honest discussion.
Importantly, participation in the programme should not be interpreted as an admission that an allegation is true or that wrongdoing has occurred. The trainer does not investigate allegations or determine facts, credibility, guilt or innocence.
An employee or manager has been told that aspects of their communication or behaviour have caused concern and would benefit from focused development.
An organisation wants to provide appropriate development during or following a grievance, complaint, disciplinary or other workplace process.
An individual or organisation identifies a need to strengthen communication, professional boundaries, workplace relationships or understanding of equality responsibilities.
One-to-one development can be particularly valuable when workplace concerns are sensitive or complex. It allows the participant to explore behaviour, communication and workplace expectations in greater depth than is usually possible during group training.
A participant may disagree with an allegation, accept some aspects but not others, or simply be uncertain about why their behaviour has been experienced negatively. Meaningful learning does not require the trainer to determine whose account is correct. The programme can explore the reported concern, different perspectives and possible impact without presenting disputed allegations as established facts.
This approach allows appropriate challenge and accountability while protecting the integrity of any organisational process. It also helps avoid a potentially unfair assumption that being sent for training means an individual has already been found to have acted improperly.
Explore the concern that has led to the training, the participant’s understanding of what has happened and the specific learning and development needs agreed for the session.
Consider relevant organisational policies, professional standards and workplace expectations, including important distinctions between bullying, harassment, discrimination, victimisation and other inappropriate conduct.
Explore the difference between what somebody intended and how behaviour may have been experienced, without treating either perspective as irrelevant. Develop greater awareness of how communication and conduct can affect others.
Consider how hierarchy, authority, professional status and workplace relationships can affect interactions, including whether others feel able to disagree, challenge behaviour, set boundaries or speak openly.
Identify more respectful and effective communication choices, appropriate workplace boundaries and practical ways to respond to feedback without minimising concerns, blaming others or retaliating.
Translate learning into specific and realistic commitments for future behaviour, including accountability, apology or rebuilding trust where appropriate and identifying any further support that may be beneficial.
Depending on the agreed brief, the participant will be supported to:
Every programme is tailored to the circumstances and agreed learning objectives. Depending on the participant’s needs, the session may include:
This confidential one-to-one service is suitable for directors, trustees, managers, employees, contractors or volunteers who:
The programme may be commissioned by an organisation or requested directly by an individual.
It is not a substitute for appropriate support for a complainant or other colleagues who may have been affected by the situation.
One-to-one training allows the learning to focus on the individual rather than requiring them to translate general group training into their own circumstances. Participants have time to ask questions, explore different perspectives and consider their behaviour and communication in a confidential learning environment.
The programme provides personalised learning, considered reflection and a practical development plan focused on respectful conduct, professional relationships and sustainable change.
For commissioning organisations, the service provides a constructive development option that can sit alongside an appropriate organisational process without asking the trainer to determine the outcome of that process.
To protect both the participant and the integrity of any organisational process, the purpose and boundaries of the programme should be clear from the outset.
Workplace concerns are described in many different ways. Choose the course or service that most closely reflects the issue you want to address.
Choose this service when an individual requires tailored learning and development following an allegation, complaint, organisational process or identified concern about their workplace behaviour.
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Choose this course when the priority is recognising, preventing and responding to bullying, intimidation, undermining, exclusion or misuse of power.
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Choose this course when managers or staff need practical skills to address inappropriate, unacceptable or difficult behaviour early and prevent escalation.
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Choose this course when detailed understanding of Equality Act discrimination, harassment, victimisation and protected characteristics is required.
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Choose this course when the priority is workplace humour, joking, teasing, boundaries, inclusion and understanding when banter may cross a line.
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This is a personalised one-to-one programme. The content and approach are tailored to the circumstances, the participant’s role and the learning objectives agreed before the session.
Sessions can be delivered face to face or online via Zoom or Teams.
The programme can be commissioned by an organisation or requested directly by an individual. Where an organisation is commissioning the training, we recommend agreeing the purpose of the session, confidentiality arrangements and any required feedback or confirmation before training begins.
The fee for a half-day one-to-one session is £595.
The session is tailored to the individual circumstances and agreed learning and development needs.
Over 25 years' experience delivering equality, diversity and inclusion training, consultancy and professional development.
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