Sexual Harassment Training for Managers
Managers are often the first point of contact when something goes wrong. How they respond - especially in the first conversation - can determine whether an issue is addressed early or escalates into a formal complaint, grievance, or legal risk. This training gives your managers the clarity and confidence to handle situations properly, support their teams, and take proactive steps to prevent sexual harassment in the first place. It also supports your organisation in meeting its responsibilities under the Employment Rights Act 2025, by ensuring managers understand what is expected of them in practice, not just in policy. By the end of the session, your managers will:
Understand their responsibilities when it comes to preventing and responding to sexual harassment
Recognise early warning signs and high-risk situations within their teams
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Know how to respond to disclosures in a way that is supportive, appropriate, and aligned with policy
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Feel more confident handling sensitive conversations without escalating risk
Take practical steps to reduce the likelihood of issues arising in the first place
Trusted by, quite literally, millions of employees.
About this course
Most organisations have policies in place, the gap is in how those policies are applied day to day. Managers are expected to spot issues early, handle disclosures correctly, protect employees, and reduce organisational risk, but many have never been trained to do this. This session focuses on the real decisions managers face - not just definitions or theory - so they can act with confidence when it matters.
What the session covers
The content is tailored to your organisation, but typically includes:
- Understanding sexual harassment in practice: What constitutes inappropriate behaviour, including victimisation and grey areas managers often struggle with
- Manager responsibilities: What is expected of managers in preventing harassment and responding to issues appropriately
- Recognising risk within teams: Power dynamics, workplace socials, workplace culture, remote working, and third-party interactions
- Handling disclosures: What to say, what not to say, and how to respond without causing further harm or risk
- Escalation and reporting: When and how to act, and how to use internal processes correctly
- Preventative action: Practical steps managers can take to reduce risk within their teams
- Bystander awareness at manager level: When intervention is appropriate, and how to do it safely
- Real-world scenarios: Case-based discussions that reflect the complexity of real workplace situations
- Barriers to speaking up: Why employees may not report concerns, and what managers can do about it
Talk to us about training for your organisation
If you want your managers to feel confident handling difficult situations, and reduce the risk of issues escalating, we can help. Get in touch to discuss a tailored approach for your organisation.
A practical, scenario-led approach
This is not generic e-learning. Sessions are delivered live (virtually or in person) and tailored to your organisation, so managers can apply what they learn directly to their role. That includes:
your reporting processes
your policies
the types of situations your managers are likely to encounter
The result is training that feels relevant, and sticks.
Designed for real-world situations
Managers don’t need more theory, they need to know what to do in the moment. This session creates space to:
work through realistic scenarios
ask questions
test responses
build confidence
So when something does happen, they’re not figuring it out for the first time.
"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
Managers play a critical role in how sexual harassment is handled in practice. They are often the first point of contact for concerns and are responsible for responding appropriately, supporting employees, and escalating issues. Without training, there is a higher risk of mishandling disclosures, which can increase organisational risk and damage trust in reporting processes.
There is no single standalone legal requirement specifically mandating manager training, but UK employers are increasingly expected to take proactive steps to prevent harassment under the Employment Rights Act 2025. Training managers is widely recognised as a key way of demonstrating reasonable preventative action and organisational due diligence.
Manager training focuses on responsibility and action, not just awareness. It covers handling disclosures, escalating concerns, managing team risk, and preventing issues from developing. Employee training focuses more on recognising inappropriate behaviour and understanding how to report concerns.
All training is delivered live, either virtually or in person. This allows managers to engage in discussion, explore scenarios, ask questions, and apply learning directly to their organisational context and policies.
Yes. All sessions are tailored to your organisation’s policies, reporting structures, and the types of situations your managers are likely to encounter. This ensures relevance and practical application in real workplace contexts.
Yes. Well-trained managers are more likely to identify issues early, respond appropriately, and escalate concerns correctly. This reduces the risk of escalation, unresolved complaints, and potential legal or reputational consequences.
Many organisations provide refresher training regularly or when policies, legislation, or internal reporting processes change. Ongoing training helps ensure managers remain confident and consistent in their approach.
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