Introduction
Every employee has the right to work in an environment that is safe, respectful, dignified and free from sexual harassment, discrimination, violence, exploitation and abuse. Sexual harassment and gender-based violence (GBV) can have serious consequences for individuals, teams and institutions, affecting employee wellbeing, productivity, professional development, retention, organizational culture and public trust.
Sexual harassment and workplace GBV can take different forms, including verbal, physical, psychological, sexual, digital and economic forms of abuse. They may occur between colleagues, supervisors and employees, managers and subordinates, contractors, clients, service providers or other individuals connected to the workplace. Harmful conduct can also occur through digital communication, messaging platforms, social media and other technology-enabled environments.
Preventing these forms of misconduct requires more than having policies in place. Institutions need clear standards of behaviour, effective reporting and response mechanisms, informed leadership, trained employees, accessible complaint channels, appropriate investigations, survivor-centred support and strong accountability systems. Managers and supervisors have a particularly important role in identifying risks, responding appropriately to concerns and preventing retaliation.
This course provides participants with practical knowledge and tools for understanding, preventing and responding to sexual harassment and gender-based violence in the workplace. It examines gender norms, power relations, organizational culture, workplace risks, prevention strategies, reporting systems, investigations, safeguarding and institutional accountability.
The programme takes a prevention-oriented and practical approach, enabling participants to identify risks within their organizations and develop appropriate interventions. Through case studies, workplace scenarios, group discussions, policy reviews, reporting simulations and practical exercises, participants will develop the confidence and skills needed to contribute to safer and more respectful workplaces.
The course can be adapted to the relevant national legal and policy environment, institutional framework, sector context and organizational policies. It is suitable for public institutions, private-sector organizations, NGOs, development agencies, financial institutions, educational institutions, healthcare organizations and other employers.
Course Objectives
By the end of this course, participants will be able to:
- Define sexual harassment, gender-based violence, discrimination, exploitation and abuse in workplace contexts.
- Distinguish between different forms and manifestations of sexual harassment and workplace GBV.
- Examine the relationship between gender, power, authority and workplace misconduct.
- Identify workplace environments and situations that may increase the risk of harassment and violence.
- Recognize verbal, non-verbal, physical, psychological, sexual, digital and economic forms of harassment.
- Understand the effects of workplace harassment and GBV on individuals and organizations.
- Identify organizational and cultural factors that may enable or normalize inappropriate conduct.
- Understand the responsibilities of employees, supervisors, managers and organizational leaders.
- Strengthen prevention strategies and workplace awareness programmes.
- Develop effective and accessible reporting and complaints mechanisms.
- Apply confidentiality, non-retaliation and safeguarding principles when handling complaints.
- Understand fundamental principles for handling workplace harassment investigations.
- Apply survivor-centred and trauma-informed approaches within appropriate institutional roles.
- Identify appropriate referral and support mechanisms for affected employees.
- Address digital and technology-facilitated sexual harassment.
- Strengthen workplace policies, codes of conduct and institutional procedures.
- Develop effective awareness, training and behaviour-change interventions.
- Establish mechanisms for monitoring workplace safety and institutional accountability.
- Identify strategies for creating respectful, inclusive and violence-free workplace cultures.
- Develop a practical Workplace Sexual Harassment and GBV Prevention Action Plan.
Course Outline
Module 1: Understanding Sexual Harassment, Gender-Based Violence and Workplace Power
Understanding Sexual Harassment
- Definition and forms of sexual harassment
- Quid pro quo and hostile work environment concepts
- Verbal, non-verbal and physical harassment
- Sexual advances and inappropriate requests
- Unwelcome comments, jokes and gestures
- Sexualized workplace communication
- Understanding consent and professional boundaries
Understanding Gender-Based Violence
- Definition and dimensions of GBV
- Physical, sexual and psychological violence
- Economic and coercive forms of abuse
- Intimate partner violence and workplace implications
- Technology-facilitated gender-based violence
- Exploitation and abuse
- Gender-based violence across different workplace contexts
Gender, Power and Workplace Misconduct
- Power relationships within organizations
- Hierarchical authority and abuse of power
- Dependency and vulnerability
- Workplace cultures and informal power structures
- Gender stereotypes and harmful norms
- Intersectionality and vulnerability
- The role of bystanders and colleagues
Forms of Workplace Harassment and Abuse
- Supervisor-to-employee harassment
- Peer-to-peer harassment
- Employee-to-supervisor harassment
- Client and customer harassment
- Contractor and third-party misconduct
- Online and remote-workplace harassment
- Harassment involving interns, temporary workers and volunteers
Consequences of Workplace Harassment and GBV
- Psychological and emotional effects
- Physical and health-related consequences
- Professional and career consequences
- Absenteeism and employee turnover
- Organizational productivity and performance
- Institutional reputation and public trust
- Financial and legal risks
Practical Exercise
Participants analyse a series of workplace scenarios and identify whether the conduct described may constitute sexual harassment, GBV, inappropriate workplace behaviour or another form of misconduct, and discuss appropriate organizational responses.
Module 2: Prevention, Risk Identification and Building a Respectful Workplace Culture
Workplace Risk Assessment
- Identifying harassment and GBV risks
- High-risk workplaces and situations
- Power imbalances and vulnerable positions
- Travel, fieldwork and off-site assignments
- Work-related social events
- Remote and hybrid working environments
- Digital communication risks
Organizational Culture and Prevention
- Creating respectful workplace cultures
- Leadership behaviour and organizational norms
- Addressing normalization of inappropriate behaviour
- Challenging harmful stereotypes
- Promoting professional boundaries
- Building psychological safety
- Creating a culture of accountability
Leadership and Management Responsibilities
- Responsibilities of senior leadership
- Duties of managers and supervisors
- Responding to disclosures
- Preventing retaliation
- Role modelling appropriate behaviour
- Communicating organizational standards
- Leadership accountability
Employee Awareness and Behaviour Change
- Staff awareness programmes
- Understanding organizational policies
- Codes of conduct
- Training and induction
- Bystander awareness
- Encouraging responsible intervention
- Promoting respectful communication
Engaging Men and Promoting Positive Workplace Norms
- Men as partners in prevention
- Positive masculinities
- Challenging harmful gender norms
- Shared responsibility for workplace safety
- Peer accountability
- Constructive conversations about workplace conduct
Practical Exercise
Participants conduct a Workplace GBV and Sexual Harassment Risk Assessment, identifying potential risk areas and developing preventive measures for a hypothetical organization.
Module 3: Policies, Reporting Mechanisms and Survivor-Centred Response
Developing Effective Workplace Policies
- Essential elements of a sexual harassment policy
- Definitions and prohibited conduct
- Scope and applicability
- Roles and responsibilities
- Reporting and investigation procedures
- Protection against retaliation
- Disciplinary and corrective measures
- Policy communication and accessibility
Reporting and Complaints Mechanisms
- Formal and informal reporting options
- Confidential reporting channels
- Accessible complaints mechanisms
- Anonymous reporting considerations
- Receiving and documenting complaints
- Managing conflicts of interest
- Protecting complainants and witnesses
Responding to Disclosures
- What to do when an employee reports harassment or violence
- Appropriate first responses
- Listening without judgment
- Maintaining confidentiality
- Avoiding victim-blaming
- Managing expectations
- Immediate safety and protection considerations
Survivor-Centred Approaches
- Safety and dignity
- Confidentiality and informed choice
- Respecting autonomy
- Non-discrimination
- Do-no-harm principles
- Appropriate referrals
- Avoiding re-traumatization
Referral and Support Mechanisms
- Employee assistance services
- Counselling and psychosocial support
- Medical services
- Legal assistance
- Protection and safeguarding services
- External referral partners
- Emergency response mechanisms
Practical Exercise
Participants undertake a Reporting and Response Simulation in which they practise responding appropriately to a workplace harassment disclosure while maintaining confidentiality, dignity, safety and institutional procedure.
Module 4: Investigation, Accountability and Institutional Response
Principles of Workplace Investigations
- Purpose and scope of investigations
- Fairness and impartiality
- Confidentiality
- Evidence gathering
- Documentation and record management
- Conflict of interest
- Procedural fairness
Handling Complaints and Evidence
- Receiving and recording complaints
- Interviewing complainants and witnesses
- Documenting relevant information
- Digital and documentary evidence
- Maintaining evidence integrity
- Protecting sensitive information
- Managing confidential records
Decision-Making and Corrective Action
- Assessing findings
- Applying institutional procedures
- Proportionate and consistent responses
- Disciplinary procedures
- Corrective and preventive measures
- Organizational learning
- Communicating outcomes appropriately
Protection Against Retaliation
- Understanding retaliation
- Identifying retaliation risks
- Protection of complainants and witnesses
- Monitoring workplace conditions after reporting
- Managerial responsibilities
- Addressing victimization and intimidation
Institutional Accountability
- Leadership accountability
- Human resource responsibilities
- Safeguarding and ethics functions
- Independent oversight mechanisms
- Reporting and organizational transparency
- Tracking complaints and institutional responses
- Continuous improvement
Practical Exercise
Participants work through a simulated workplace harassment case involving a complaint, evidence, witnesses and management responsibilities, and develop an appropriate institutional response pathway.
Module 5: Monitoring, Prevention Strategy and Building a Violence-Free Workplace
Monitoring Workplace Safety
- Measuring workplace culture
- Employee perception and safety surveys
- Tracking complaints and response times
- Monitoring repeat incidents
- Gender-disaggregated workplace data
- Staff turnover and absenteeism indicators
- Confidentiality and ethical considerations
Awareness and Prevention Strategies
- Developing institutional awareness campaigns
- Regular employee training
- Leadership and supervisor training
- Induction and onboarding
- Bystander intervention programmes
- Communication and reporting awareness
- Periodic policy reviews
Inclusive Prevention Approaches
- Gender and intersectionality
- Disability-inclusive reporting mechanisms
- Supporting vulnerable employees
- Addressing barriers to reporting
- Cultural and contextual considerations
- Accessible communication
- Ensuring equal protection for all employees
Strengthening Institutional Systems
- Reviewing existing policies and procedures
- Strengthening reporting mechanisms
- Building investigation capacity
- Developing referral networks
- Integrating safeguarding into organizational systems
- Leadership oversight
- Resource allocation
Developing a Workplace Prevention Strategy
- Identifying institutional risks
- Establishing prevention priorities
- Setting measurable objectives
- Developing interventions
- Assigning responsibilities
- Establishing implementation timelines
- Developing monitoring indicators
- Resource planning
Practical Exercise
Participants develop a Workplace Sexual Harassment and GBV Prevention and Response Action Plan, covering prevention, awareness, reporting, response, investigation, survivor support, accountability and monitoring.
Training Approach
The training will adopt a practical, participatory, prevention-oriented and safeguarding-conscious approach. It will combine expert presentations with facilitated discussions, case studies, workplace scenarios, group exercises, role plays, policy analysis, reporting simulations and institutional action planning.
Participants will work through realistic situations involving inappropriate workplace behaviour, harassment complaints, abuse of authority, digital harassment, retaliation, bystander intervention and management responsibilities. These scenarios will help participants distinguish between different forms of misconduct and understand how organizational systems should respond.
The programme will emphasize practical response skills while recognizing the limits of participants’ individual roles. Participants will learn how to respond appropriately to disclosures, protect confidentiality, avoid victim-blaming, identify referral needs and follow organizational procedures without attempting to replace qualified investigators, counsellors, healthcare professionals or legal practitioners.
Where appropriate, participants will review their own organizational policies, codes of conduct, complaints procedures, safeguarding frameworks and employee support systems. This enables institutions to identify practical gaps and strengthen their existing prevention and response mechanisms.
The training will also emphasize leadership accountability and organizational culture. Participants will examine how management behaviour, workplace norms, reporting structures and institutional responses can either prevent or reinforce harassment and violence.
The final module will focus on translating learning into an institutional prevention strategy, enabling participants to identify priority risks, preventive measures, reporting mechanisms, responsibilities, resources, monitoring indicators and continuous-improvement actions.
General Notes
Training Requirements: Participants should have a general understanding of workplace policies, human resource management, organizational operations, safeguarding, leadership or employee relations. No specialist legal or psychological qualification is required.
Training Materials: Participants will receive comprehensive training materials, case studies, practical tools, reporting and response scenarios, policy-review checklists, assessment templates and reference materials.
Certification: Participants who successfully complete the programme will receive a Certificate of Completion from Kincaid Development Center.
Training Venue: The programme can be delivered at a suitable Kincaid Development Center training venue, a client-designated venue or through a live online learning platform.
Course Customization: The course can be customized to reflect the institution’s sector, organizational structure, existing sexual harassment and GBV policies, safeguarding framework, employee profile and institutional risk environment.
Country and Legal Context: The course can be adapted to the relevant national laws, regulations, labour framework, institutional policies and reporting requirements. Where legal interpretation is required, participants should refer to qualified legal professionals and applicable institutional authorities.
Sensitive Subject Matter: The programme addresses sensitive issues including sexual harassment, sexual violence, gender-based violence, exploitation and abuse. Training will therefore be conducted in a respectful, professional and safeguarding-conscious environment.
Confidentiality: Participants will be encouraged not to disclose identifiable personal, survivor or colleague information during training. Case studies and hypothetical scenarios will be used wherever appropriate to support learning while protecting privacy.
Safeguarding: Training activities will prioritize dignity, safety and non-discrimination. Participants will be provided with guidance on appropriate referral and support mechanisms within their organizational context.
Organizational Application: Participants are encouraged to bring relevant workplace policies, codes of conduct, complaints procedures, safeguarding frameworks, employee handbooks or other appropriate institutional materials for practical review.
Investigation Boundaries: The course provides an understanding of good-practice principles for handling workplace complaints and investigations but does not replace specialized legal, investigative, psychosocial or medical training where such professional expertise is required.
Post-Training Application: Kincaid Development Center can support institutions in translating the training into practical interventions, including workplace risk assessments, policy reviews, staff awareness programmes, safeguarding systems, reporting mechanisms and institutional prevention strategies.
Delivery Method: The course can be delivered through face-to-face, virtual or blended learning formats depending on institutional requirements and participant needs.