“Leigh has been our go-to person over several years when workplace mediation from an external party is required. In all cases, he achieved successful outcomes.”Human Resources Manager, Tertiary Education Institution
As a part of, and in addition to culture change, Pennycuick Consulting assists organisations to build a true ‘no bullying’ culture.
As a part of, and in addition to culture change, Pennycuick Consulting assists organisations to build a true ‘no bullying’ culture. Employers have a legal responsibility to provide a safe working environment and prevent incidents that could result in physical and psychological harm. This includes protecting employees from behaviours that amount to bullying, harassment, vilification or offensive behaviour.
Leigh’s focus is not only on the legal definitions and consequences of bullying; it’s also importantly on behaviour in the workplace. How people treat and interact with each other, and how managers and supervisors lead.
It’s practically applied and can be confronting but delivers real results.
A bullying ‘risk assessment’ can be undertaken which includes:
- Relevant policies and procedures.
- Recruitment and induction processes.
- Communication processes.
- Responsibilities/actions of senior management and other leaders, Human Resources, and Contact Officers.
- Gaining an understanding of the prevalence and type of bullying in the organisation through survey tools and interviews.
Leigh then expands findings with senior management and helps to develop a program to foster the ‘no bullying’ culture focusing heavily on leadership behaviours.