SEXUAL HARASSMENT PREVENTION TRAINING FOR WORKPLACES
Featured Speaking Engagements
POWER, CONSENT & EXPLOITATION RISK TRAINING IN YOUR WORKPLACE
Workplaces are built on trust, access, power, and reputation. Those same conditions can also allow harm to hide.
When warning signs are missed:
- Boundaries blur
- Grooming is minimised
- Concerns are mishandled
- Silence protects the wrong people
- Damage escalates – legally, culturally, reputationally
Most organisations act after harm occurs. HIPS helps workplaces act before it does.
of women reported experiencing sexual harassment at work
of men reported experiencing sexual harassment at work
of Gen Z say working for an employer that shares their values is important to job satisfaction
of workplace sexual harassment goes unreported to employers
EMPLOYERS LEGAL DUTY ON SEXUAL HARASSMENT IN THE WORKPLACE
Workplaces are built on trust, access, power, and reputation. Those same conditions can also allow harm to hide.
Since October 2024, employers have had a legal duty under the Equality Act 2010 to take reasonable steps to prevent sexual harassment in the course of employment.
From April 2026, workers who disclose sexual harassment will receive whistleblowing protection, meaning organisations must ensure staff can raise concerns safely and managers respond appropriately.
From October 2026, employers will be required to take all reasonable steps to prevent sexual harassment – and may also be liable where harassment is carried out by customers, clients, contractors, suppliers or visitors, unless they can demonstrate preventative action.
Organisations are therefore expected to show clear evidence of proactive prevention.
HIPS supports organisations to take those steps confidently and practically.
DEMONSTRATING “ALL REASONABLE STEPS”
HIPS workshops strengthen organisations’ ability to demonstrate preventative action by supporting:
- early recognition of boundary violations
- understanding workplace power dynamics
- psychologically safe reporting environments
- confident and proportionate manager responses
- leadership awareness of prevention responsibilities
- appropriate responses to disclosures
- preparation for whistleblowing-protected reporting from April 2026
- preparation for third-party harassment responsibilities from October 2026
- identification of cultural and structural risk indicators before escalation occurs
This is practical, scenario-based training grounded in real workplace environments.
Not theory.
Not tick-box compliance training.
WHAT TOPICS THE TRAINING COVERS
Each workshop is tailored to your organisation and context – considering industry, team structure, workplace dynamics, and existing policies. Prevention must be adaptable because risk does not look the same in every environment.
✅ GROOMING & BOUNDARY VIOLATIONS IN PROFESSIONAL ENVIRONMENTS
- What grooming can look like in workplace contexts
- Early warning signs often misunderstood or overlooked
- Recognising patterns linked to access, trust and influence
- Identifying behaviours before escalation occurs
✅ POWER, HIERARCHY & WORKPLACE CULTURE
- How power dynamics increase risk
- Why reputation can unintentionally protect harmful behaviour
- How workplace culture affects reporting confidence
- Strengthening professional boundaries across teams
✅ SAFE REPORTING & WHISTLEBLOWING READINESS (APRIL 2026)
- Understanding barriers that prevent staff from speaking up
- Responding appropriately when concerns are raised
- Recognising when concerns may fall within whistleblowing protections
- Supporting managers to respond safely and proportionately
✅ RESPONDING TO CONCERNS & DISCLOSURES (TRAUMA-INFORMED APPROACH)
- What to say – and what not to say
- Avoiding escalation errors and reputational risk
- Supporting staff appropriately while following procedures
- Strengthening confidence in early-stage response decisions
✅ THIRD-PARTY HARASSMENT PREVENTION (OCTOBER 2026)
- Recognising risks linked to customers, contractors and visitors
- Setting expectations with third parties
- Supporting staff working in public-facing roles
- Strengthening organisational readiness ahead of liability changes
✅ BYSTANDER CONFIDENCE & EARLY INTERVENTION
- Recognising when something feels “not quite right”
- Practical ways to intervene safely
- Strengthening shared responsibility across teams
✅ EMBEDDING PREVENTION – NOT JUST POLICY
- Turning policy into everyday practice
- Identifying cultural warning signs early
- Supporting organisations to evidence preventative action
DELIVERY OPTIONS
Available formats include:
- in-person workshops
- live online training
- leadership-focused sessions
- manager-confidence training
- organisation-wide programmes
- refresher sessions aligned with 2026 legal changes
All sessions are trauma-informed, practical and professionally facilitated.
WHY ORGANISATIONS WORK WITH HIPS
HIPS supports organisations to:
- Meet the legal requirements
- Reduces organisational risk
- Protects staff and reputation
- Strengthens safeguarding culture
- Demonstrates genuine duty of care
- Moves beyond performative training
- improve reporting confidence across teams
- support managers responding appropriately to concerns
- move beyond policy-only compliance approaches
- build cultures where safety and professionalism reinforce each other