Handling Disclosures Training
How people respond when someone raises a concern is one of the most critical moments in any organisation. A disclosure of bullying, harassment, sexual misconduct, or inappropriate behaviour is not just information, it's a test of trust. The way it is handled can determine whether someone feels safe enough to continue speaking up, or whether they withdraw completely. This training gives your staff the confidence and practical skills to respond appropriately, consistently, and in line with organisational expectations. By the end of the session, participants will be able to:
Respond calmly and appropriately to disclosures of harmful or sensitive behaviour
Understand how to listen without judgement and avoid unintentionally discouraging reporting
Recognise when to escalate concerns and how to do so correctly
Signpost individuals to the right internal support and reporting routes
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Play an active role in strengthening a safe and trusted speak-up culture
Trusted by, quite literally, millions of employees.
About this course
This interactive training course is designed for anyone who may receive a disclosure in the course of their role, including managers, HR teams, student services, safeguarding roles, and supervisors. Delivered in a practical, scenario-led format, the session helps participants apply your organisation’s policies in real time, not just understand them in theory.
What the session covers
The content is tailored to your organisation, but typically includes:
- Understanding disclosures in practice: What disclosures look like in real workplace conversations, and why they are often not straightforward
- How to respond safely and appropriately: Language, tone, and behaviours that support trust and avoid harm
- Trauma-informed principles in practice: Safety, trust, choice, and empowerment applied to real workplace situations
- When and how to escalate concerns: Clear guidance on decision-making and organisational reporting routes
- Common risks in poor responses: How minimisation, disbelief, or overreaction can damage trust and reporting culture
- Building a consistent speak-up culture: Why organisational confidence depends on predictable, safe responses
Talk to us about training for your organisation
If you want to improve how your organisation handles disclosures, and strengthen trust in your reporting culture, we can help. Get in touch to discuss a tailored session built around your policies, escalation routes, and real-world scenarios.
Why this matters now
The way disclosures are handled has a direct impact on:
whether people report concerns at all
the quality and timing of information received
organisational risk exposure
trust in leadership and reporting systems
Getting this right is not just a people issue, it is a cultural and governance issue. This training also supports organisational responsibilities under the Employment Rights Act 2025, helping ensure staff are equipped to respond appropriately and consistently when concerns are raised.
"It has been a pleasure to collaborate with Culture Shift. They took the time to understand our requirements for navigating the new legislation on sexual harassment, designing a solution that has enabled us to ensure as a business, we can equip our people to mitigate unacceptable behaviours in the workplace effectively, and create an environment where everyone can feel safe, be themselves and thrive."
"The session was thought-provoking and tailored to include real world scenarios that resonated with our employees and the unique environments they work within. Culture Shift creates a non-judgemental learning environment."
"Culture Shift have consistently delivered to a high standard. Charlotte’s facilitation has been engaging and impactful across both virtual and in-person sessions. The practical tools provided support our people in raising awareness and to confidently address any issues relating to unacceptable behaviours in the workplace, enabling a zero tolerance culture."
"After completing this training with our Senior Leadership team, I have new ideas on how we can prevent sexual harassment of our employees, from the recruitment process through to exit interview."
What our customers say
Hear how teams are creating safer, more open workplaces by giving people the confidence to speak up - and the tools to act when it matters most.
"We were seeing trends that we were able to push up into committee structures and say - 'We know where our problems are. We know what our resourcing needs to look like.'"
"Report + Support™ has been an instrumental tool for us in terms of addressing barriers to reporting unwanted behaviours, as well as monitoring trends and collecting data insights to inform our preventative and response strategies."
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Charlotte Taylor
As a Diversity and Inclusion Specialist, Charlotte leads the Training Academy at Culture Shift, designing and delivering impactful programmes to prevent bullying, harassment, and sexual misconduct. She is dedicated to fostering inclusive workplaces and communities, combining practical expertise with innovative training approaches to empower managers and staff to create safer, more respectful environments.
Enquire about this course
FAQs
Questions about Handling Disclosures Training? We've got answers.
A workplace disclosure is when an employee shares information or concerns about bullying, harassment, sexual misconduct, discrimination, or other inappropriate behaviour with someone in the organisation. Disclosures may be formal or informal and are often shared in confidence or emotionally sensitive contexts.
Responding to disclosures correctly is critical because it directly affects whether employees feel safe to speak up in the future. Poor responses can discourage reporting, while consistent and appropriate responses build trust and strengthen organisational speak-up culture.
You should use calm, neutral language such as acknowledging what they have shared, thanking them for coming forward, and explaining what will happen next in line with your organisation’s reporting procedures. The focus should be on listening and clarity, not investigation.
You should avoid minimising the concern, expressing disbelief, asking leading questions, promising confidentiality you cannot guarantee, or attempting to investigate the issue yourself. These responses can unintentionally discourage further disclosure or escalate risk.
This training is designed for anyone who may receive concerns in the workplace, including managers, HR teams, safeguarding roles, student services, team leaders, and supervisors. Essentially, anyone in a position where staff may raise issues or concerns.
While not always explicitly mandated as a standalone requirement, organisations are expected to take appropriate steps to handle workplace concerns effectively. This expectation is reinforced under the Employment Rights Act 2025, which emphasises safe reporting environments and responsible handling of disclosures.
It improves consistency in how concerns are handled, increases trust in reporting systems, and helps create a psychologically safer environment where employees feel confident speaking up. Over time, this leads to earlier identification of issues and better organisational outcomes.
Yes. It is particularly relevant for managers, HR professionals, and anyone responsible for receiving, managing, or escalating workplace concerns. It is also valuable for safeguarding and support roles.
Yes. The training is tailored to your organisation’s internal policies, reporting procedures, escalation routes, and real workplace scenarios. This ensures participants can immediately apply what they learn in their own context.
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