---
title: Harassment and Bullying Response Training for Staff
---

**MANDATORY TRAINING FOR ALL TEAM MEMBERS**

## 1. INTRODUCTION AND SCOPE

### 1.1. Purpose of This Training

This training document provides essential guidance for all Team members on recognising, responding to, and managing harassment and bullying within our community. Harassment and bullying create unsafe environments and drive away community members, particularly those from marginalised groups. All Team members must be prepared to respond effectively to protect community members and maintain safe spaces.

### 1.2. Integration with Existing Policies

This training operates within our comprehensive safety and protection framework:

**(a)** **Community Code of Conduct**: Behavioural expectations and anti-harassment standards;

**(b)** **Content and Moderation Policy**: Enforcement procedures and content restrictions;

**(c)** **Conflict Resolution Policy**: Procedures for resolving disputes (harassment may escalate to conflicts);

**(d)** **Crisis Response Policy**: Emergency response procedures for severe harassment situations;

**(e)** **Child Safety Policy**: Special procedures for harassment involving minors;

**(f)** **Criminal Activity Policy**: Procedures for harassment that constitutes criminal activity;

**(g)** **Staff Handbook**: General staff responsibilities and expectations.

### 1.3. Critical Understanding

**Harassment vs. Conflict:**
- **Harassment**: Unwanted, targeted behaviour intended to harm, intimidate, or control
- **Conflict**: Disagreement or dispute between parties with different perspectives
- Harassment requires immediate protective action; conflicts may benefit from mediation
- Harassment victims need protection and support; conflict parties may both need resolution

**Our Stance:**
- Zero tolerance for harassment and bullying
- We believe and support harassment victims
- We prioritise victim safety over perpetrator comfort
- We take harassment seriously regardless of intent

## 2. UNDERSTANDING HARASSMENT AND BULLYING

### 2.1. Definition and Types

#### 2.1.1. What Is Harassment?

**Harassment** is unwanted, targeted behaviour that creates an intimidating, hostile, or offensive environment. It is characterized by:
- **Unwanted**: Behaviour not welcomed by the recipient
- **Targeted**: Directed at specific individuals or groups
- **Persistent**: Often repeated or ongoing
- **Harmful**: Causes emotional, psychological, or physical harm
- **Power Imbalance**: Often involves power differentials

**Key Characteristics:**
- Behaviour that a reasonable person would find offensive
- Creates hostile or intimidating environment
- Interferes with ability to participate in community
- Based on protected characteristics or personal attributes

#### 2.1.2. Types of Harassment

**Identity-Based Harassment:**
- Harassment based on race, ethnicity, or national origin
- Harassment based on gender, gender identity, or sexual orientation
- Harassment based on disability or health conditions
- Harassment based on religion or belief
- Harassment based on age or other protected characteristics

**Behavioural Harassment:**
- Cyberbullying and online harassment
- Stalking and unwanted contact
- Doxxing and privacy violations
- Threats and intimidation
- Exclusion and ostracism

**Sexual Harassment:**
- Unwanted sexual comments or advances
- Sexual jokes or innuendo
- Sharing sexual content without consent
- Pressure for sexual favours or relationships
- Sexualized insults or attacks

**Professional Harassment:**
- Harassment targeting someone's work or contributions
- Undermining professional reputation
- Sabotaging work or projects
- Exclusion from professional opportunities
- Professional retaliation

### 2.2. Understanding Bullying

#### 2.2.1. What Is Bullying?

**Bullying** is repeated, aggressive behaviour intended to harm someone perceived as vulnerable. It involves:
- **Repetition**: Behaviour occurs multiple times
- **Power Imbalance**: Perpetrator has more power than victim
- **Intent to Harm**: Behaviour intended to cause harm
- **Targeting**: Directed at specific individuals

**Bullying vs. Harassment:**
- Bullying often focuses on power and control
- Harassment may be based on protected characteristics
- Both create hostile environments
- Both require immediate intervention

#### 2.2.2. Forms of Bullying

**Direct Bullying:**
- Verbal attacks and insults
- Physical threats or intimidation
- Public humiliation or shaming
- Direct threats or coercion

**Indirect Bullying:**
- Social exclusion and ostracism
- Spreading rumors or lies
- Encouraging others to exclude or attack
- Undermining reputation or work

**Cyberbullying:**
- Harassment through digital platforms
- Sharing embarrassing content
- Creating fake accounts to attack
- Coordinated attacks from multiple accounts

## 3. RECOGNISING HARASSMENT AND BULLYING

### 3.1. Warning Signs and Indicators

#### 3.1.1. Behavioural Indicators of Harassment

**Perpetrator Behaviours:**
- Repeated unwanted contact after being asked to stop
- Escalating behaviour when boundaries are set
- Targeting specific individuals or groups
- Using power or influence to intimidate
- Refusing to respect "no" or boundaries
- Isolating victims from support systems
- Spreading rumors or false information
- Coordinating attacks with others

**Pattern Recognition:**
- Behaviour escalates over time
- Multiple targets over time
- Similar patterns with different victims
- Defensive or dismissive responses when confronted
- History of boundary violations

#### 3.1.2. Victim Indicators

**Signs Someone Is Being Harassed:**
- Sudden withdrawal from community activities
- Changes in communication patterns
- Expressing fear or discomfort about specific individuals
- Avoiding certain spaces or topics
- Reporting feeling unsafe or unwelcome
- Changes in behaviour or personality
- Expressing anxiety or distress
- Mentioning unwanted contact or attention

**Behavioural Changes:**
- Decreased participation in discussions
- Avoiding certain community members
- Reluctance to speak up or contribute
- Defensive or anxious responses
- Mentioning wanting to leave community

### 3.2. Context and Severity Assessment

#### 3.2.1. Severity Levels

**Severe Harassment (IMMEDIATE ACTION REQUIRED):**
- Threats of violence or harm
- Doxxing or privacy violations
- Stalking behaviours
- Sexual harassment or assault
- Coordinated attacks
- Harassment targeting minors
- Harassment that creates immediate safety risk

**Moderate Harassment (RESPOND WITHIN 1 HOUR):**
- Persistent unwanted contact
- Identity-based harassment
- Professional harassment affecting work
- Exclusion or ostracism campaigns
- Spreading false information
- Harassment affecting ability to participate

**Mild Harassment (RESPOND WITHIN 24 HOURS):**
- Isolated incidents of unwanted behaviour
- Boundary violations
- Inappropriate comments or jokes
- Minor exclusion behaviours
- Behaviour that may escalate if not addressed

#### 3.2.2. Context Considerations

**Power Dynamics:**
- Harassment from Team member to community member (severe)
- Harassment from established member to new member (moderate-severe)
- Harassment between peers (moderate)
- Harassment from community member to staff (severe)

**Impact Assessment:**
- Number of people affected
- Severity of impact on victims
- Community-wide effects
- Potential for escalation
- Historical context and patterns

**Marginalization Factors:**
- Harassment targeting marginalised individuals (more severe)
- Intersectional harassment (multiple forms of marginalization)
- Harassment that reinforces systemic oppression
- Harassment that creates exclusionary environment

## 4. IMMEDIATE RESPONSE PROCEDURES

### 4.1. Severe Harassment Response Protocol

**IMMEDIATE ACTIONS (Within 15 minutes):**

1. **PROTECT THE VICTIM** - Take immediate steps to ensure victim safety
2. **STOP THE HARASSMENT** - Remove harassing content and prevent further contact
3. **PRESERVE EVIDENCE** - Screenshot and document all harassment immediately
4. **ESCALATE IMMEDIATELY** - Notify senior staff and harassment coordinator
5. **SUPPORT THE VICTIM** - Contact victim to provide support and resources
6. **DOCUMENT EVERYTHING** - Create comprehensive documentation
7. **CONSIDER LEGAL ACTION** - Assess if criminal activity or legal action needed

**Example Response Template:**
```
URGENT HARASSMENT INCIDENT

[Description of harassment]
[Victim information]
[Perpetrator information]
[Platform/channel where occurred]
[Time and date]
[Severity assessment]
[Evidence attached]

Immediate protective measures taken: [list]
Escalating to harassment coordinator and senior staff.
Victim contacted and provided support resources.
```

### 4.2. Moderate Harassment Response Protocol

**ACTIONS (Within 1 hour):**

1. **ACKNOWLEDGE THE REPORT** - Respond to victim promptly
2. **ASSESS THE SITUATION** - Gather information and evidence
3. **TAKE PROTECTIVE MEASURES** - Implement appropriate protections
4. **DOCUMENT THE INCIDENT** - Create comprehensive documentation
5. **ESCALATE** - Notify harassment coordinator
6. **SUPPORT VICTIM** - Provide support and resources
7. **ADDRESS PERPETRATOR** - Take appropriate action against perpetrator

**Example Response Template:**
```
HARASSMENT INCIDENT REPORT

[Description of harassment]
[Parties involved]
[Platform/channel]
[Time and date]
[Evidence attached]

Assessment: Moderate severity
Protective measures implemented: [list]
Escalating to harassment coordinator.
```

### 4.3. Mild Harassment Response Protocol

**ACTIONS (Within 24 hours):**

1. **ACKNOWLEDGE CONCERN** - Respond to report promptly
2. **GATHER INFORMATION** - Collect relevant details and evidence
3. **ASSESS PATTERNS** - Check for previous incidents or patterns
4. **ADDRESS BEHAVIOR** - Take appropriate action to stop behaviour
5. **DOCUMENT** - Create documentation of incident and response
6. **FOLLOW UP** - Monitor situation and follow up with victim

## 5. SUPPORTING HARASSMENT VICTIMS

### 5.1. Victim-Centred Approach

#### 5.1.1. Core Principles

**Believe and Validate:**
- Believe victims when they report harassment
- Validate their experiences and feelings
- Don't question or minimise their experiences
- Recognise that harassment is never the victim's fault

**Empowerment:**
- Give victims choices about how to proceed
- Respect their decisions about reporting and action
- Support their autonomy and agency
- Don't pressure them into actions they don't want

**Safety First:**
- Prioritise victim safety above all else
- Take immediate protective measures
- Respect victim's privacy and confidentiality
- Don't require victims to confront perpetrators

#### 5.1.2. Communication with Victims

**Do's:**
- **Listen Actively**: Give full attention and listen without judgement
- **Believe**: Express belief and validation
- **Support**: Offer support and resources
- **Explain Process**: Explain what will happen next
- **Respect Choices**: Respect victim's decisions about how to proceed
- **Maintain Privacy**: Protect victim's privacy and confidentiality

**Don'ts:**
- **Don't Blame**: Never suggest victim did anything wrong
- **Don't Minimise**: Don't minimise the seriousness of harassment
- **Don't Question**: Don't question why victim didn't report sooner
- **Don't Pressure**: Don't pressure victim into actions they don't want
- **Don't Share Details**: Don't share victim's information without consent
- **Don't Require Confrontation**: Don't require victim to confront perpetrator

### 5.2. Providing Resources and Support

#### 5.2.1. Immediate Support Resources

**Emotional Support:**
- Crisis support hotlines and services
- Counselling and mental health resources
- Peer support groups
- Online support communities
- Trauma-informed support services

**Practical Support:**
- Information about reporting options
- Legal resources and advice
- Safety planning resources
- Technical support for blocking and privacy
- Community support and connection

#### 5.2.2. Ongoing Support

**Follow-Up:**
- Check in with victims regularly
- Monitor for continued harassment
- Provide ongoing support and resources
- Adjust protective measures as needed
- Support recovery and healing

**Community Support:**
- Connect victims with supportive community members
- Facilitate supportive spaces
- Address community-wide impacts
- Prevent isolation and exclusion
- Support reintegration when ready

## 6. ADDRESSING PERPETRATORS

### 6.1. Perpetrator Response Procedures

#### 6.1.1. Immediate Actions

**When Addressing Perpetrators:**
1. **STOP THE BEHAVIOR** - Clearly communicate that behaviour must stop
2. **DOCUMENT** - Document all interactions and responses
3. **ASSESS RESPONSE** - Evaluate perpetrator's response to intervention
4. **IMPLEMENT CONSEQUENCES** - Apply appropriate consequences
5. **MONITOR** - Monitor for continued or escalated behaviour

**Communication Approach:**
- Clear and direct about what behaviour is unacceptable
- Explain impact of behaviour on victims
- Set clear expectations for change
- Explain consequences of continued behaviour
- Provide opportunity for education and change when appropriate

#### 6.1.2. Progressive Response Framework

**Educational Response:**
- Clear explanation of why behaviour is harmful
- Education about impact on victims
- Resources for learning and growth
- Opportunity to change behaviour
- Monitoring and support for change

**Restrictive Response:**
- Temporary restrictions on community participation
- Limited access to certain spaces or features
- Required supervision or monitoring
- No-contact orders with victims
- Probationary periods with clear expectations

**Protective Response:**
- Removal from community spaces
- Permanent restrictions or bans
- Public accountability when necessary for community safety
- Coordination with other platforms when appropriate
- Legal action when harassment is criminal

### 6.2. Accountability and Consequences

#### 6.2.1. Determining Appropriate Consequences

**Factors to Consider:**
- Severity and impact of harassment
- History of previous incidents
- Perpetrator's response to intervention
- Risk of continued or escalated harassment
- Community safety and protection needs

**Consequence Principles:**
- Consequences should match severity and impact
- Consider potential for rehabilitation and change
- Prioritize victim safety and community protection
- Be consistent with previous similar cases
- Document reasoning for accountability

#### 6.2.2. Rehabilitation and Change

**When Rehabilitation Is Appropriate:**
- Perpetrator shows genuine remorse and understanding
- Perpetrator commits to specific behaviour changes
- Harassment was not severe or criminal
- Perpetrator engages with education and support
- Community safety can be maintained

**Rehabilitation Process:**
- Required education and training
- Clear behavioural expectations
- Monitoring and accountability
- Support for positive change
- Gradual restoration of privileges with continued monitoring

## 7. PREVENTION STRATEGIES

### 7.1. Proactive Community Culture

#### 7.1.1. Creating Safe Environments

**Community Culture:**
- Clear anti-harassment policies and expectations
- Active promotion of respectful behaviour
- Celebration of diversity and inclusion
- Quick response to harassment reports
- Support for victims and accountability for perpetrators

**Community Education:**
- Regular reminders about anti-harassment policies
- Education about recognising and reporting harassment
- Resources for bystander intervention
- Information about support resources
- Clear communication about consequences

#### 7.1.2. Early Intervention

**Pattern Recognition:**
- Monitor for early warning signs
- Address boundary violations promptly
- Intervene before behaviour escalates
- Provide education and support early
- Prevent escalation to severe harassment

**Bystander Intervention:**
- Educate community about bystander intervention
- Encourage supportive responses to harassment
- Provide tools for safe intervention
- Support bystanders who intervene
- Recognise and celebrate positive intervention

### 7.2. Staff Training and Preparedness

#### 7.2.1. Ongoing Training

**Regular Updates:**
- Quarterly harassment response training updates
- Review of new harassment patterns and tactics
- Updates on best practices and research
- Case study reviews and learning sessions
- Training on supporting specific populations

**Skill Development:**
- Recognition of harassment patterns
- Victim support and communication
- Perpetrator response and accountability
- Documentation and evidence preservation
- Prevention and early intervention

#### 7.2.2. Policy and Process Improvement

**Continuous Improvement:**
- Regular review of harassment policies
- Updates based on new patterns and threats
- Improvement of response procedures
- Enhancement of prevention measures
- Integration of community feedback

## 8. DOCUMENTATION AND ACCOUNTABILITY

### 8.1. Comprehensive Documentation

#### 8.1.1. Incident Documentation

**Essential Information:**
- Date, time, and platform where harassment occurred
- Victim and perpetrator information
- Description of harassment behaviour
- Evidence (screenshots, logs, witnesses)
- Impact on victim and community
- Actions taken and responses
- Follow-up plans and monitoring

**Privacy Considerations:**
- Protect victim privacy and confidentiality
- Limit access to authorized personnel
- Anonymize when sharing for training
- Secure storage of sensitive information
- Balance transparency with privacy protection

#### 8.1.2. Pattern Documentation

**Tracking Patterns:**
- Document patterns of harassment behaviour
- Track repeat perpetrators
- Identify community-wide issues
- Monitor effectiveness of responses
- Identify prevention opportunities

### 8.2. Accountability and Review

#### 8.2.1. Quality Assurance

**Regular Review:**
- Review harassment response effectiveness
- Assess victim satisfaction and outcomes
- Evaluate perpetrator accountability
- Identify areas for improvement
- Ensure consistency in responses

**Community Feedback:**
- Collect feedback from harassment victims
- Gather community input on harassment policies
- Assess community safety and trust
- Identify gaps in prevention or response
- Integrate feedback into improvements

#### 8.2.2. Transparency and Communication

**Appropriate Transparency:**
- Public transparency about harassment policies
- General information about response procedures
- Accountability measures when appropriate for community safety
- Privacy protection for individual cases
- Balance transparency with victim protection

## 9. SELF-CARE AND EMOTIONAL SUPPORT

**Comprehensive Self-Care Resources**: For detailed self-care strategies, emotional support resources, and wellness practices, see [Self-Care Resources for Staff](/staff/self-care-resources). This section provides harassment-response-specific considerations; refer to the self-care resources document for comprehensive guidance.

### 9.1. Harassment Response-Specific Self-Care Considerations

#### 9.1.1. Understanding the Impact

**Additional Considerations for Harassment Response Work:**
- Exposure to harmful content and behaviour
- Risk of secondary trauma from supporting victims
- Need for emotional support and validation
- Importance of maintaining boundaries with perpetrators
- Regular supervision and support

**Self-Care Practices:**
- Limit exposure to harmful content when possible
- Take breaks after reviewing harassment reports
- Connect with supportive colleagues
- Practice self-compassion and validation
- Access trauma-informed support resources

### 9.2. Support Systems

#### 9.2.1. Team Support

**Peer Support:**
- Regular check-ins with colleagues working on harassment response
- Debriefing sessions after difficult incidents
- Sharing successful strategies and lessons learned
- Mutual support and understanding
- Celebration of positive outcomes

**Supervisory Support:**
- Regular meetings with supervisors to discuss challenges
- Access to additional resources and support
- Workload management and distribution
- Recognition of difficult work
- Professional development opportunities

#### 9.2.2. Professional Resources

**Mental Health Support:**
- Access to counselling and mental health resources
- Support groups for professionals working in harassment response
- Trauma-informed therapy resources
- Crisis support when needed
- Ongoing mental health maintenance

**Professional Development:**
- Training on trauma-informed practices
- Education on secondary trauma and burnout prevention
- Skills development for managing difficult situations
- Access to professional resources and networks
- Career development support

## 10. PRACTICE SCENARIOS AND TRAINING EXERCISES

### 10.1. Scenario 1: Persistent Harassment Report

**Situation**: A community member reports that another member has been sending them unwanted messages for two weeks, asking personal questions, trying to move conversations to private platforms, and making them feel uncomfortable. The behaviour has been escalating.

**Your Response:**
1. What risk level is this?
2. What immediate actions should you take?
3. How do you protect and support the victim?
4. What evidence should you preserve?
5. Who should you escalate to?
6. How do you address the perpetrator?

**Correct Answer**: Moderate to high risk depending on escalation. Immediately protect victim, preserve all evidence (screenshots, logs, timestamps), contact victim to provide support, escalate to harassment coordinator, assess perpetrator response and take appropriate action.

### 10.2. Scenario 2: Harassment Appeal

**Situation**: After taking action against a harasser, they appeal saying the victim "overreacted" and they were "just being friendly." They claim the victim misunderstood their intentions.

**Your Response:**
1. How do you review this appeal?
2. What factors do you consider?
3. How do you balance perpetrator's perspective with victim's experience?
4. What do you communicate to both parties?
5. How do you document your decision?

**Correct Answer**: Review all evidence objectively, consider victim's perspective and impact, assess whether behaviour meets harassment definition regardless of intent, maintain decision if harassment occurred, explain reasoning clearly to both parties, document comprehensively.

### 10.3. Scenario 3: Victim Requests No Action

**Situation**: A harassment victim reports harassment but asks you not to take action because they're afraid of retaliation from the perpetrator. They want you to "just be aware" of the situation.

**Your Response:**
1. Can you honour their request to take no action?
2. How do you balance victim's wishes with community safety?
3. What protective measures can you take?
4. How do you support the victim?
5. What do you communicate to the victim?

**Correct Answer**: Cannot ignore harassment for community safety, but can take protective measures that minimise victim exposure. Take necessary protective action (restrictions, no-contact orders), explain why action is needed for community safety, provide ongoing support to victim, monitor situation closely.

## 11. TRAINING REQUIREMENTS

This training document is part of the comprehensive mandatory training curriculum. For complete information about initial onboarding requirements, annual review requirements, training confirmation submission, and compliance policies, see [Mandatory Training Requirements](/staff/handbook#81-mandatory-training-requirements) in the Staff Handbook.

**Key Points:**
- This document must be reviewed during initial onboarding and annually thereafter
- Training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com)
- Failure to complete annual training review will result in dismissal from staff positions
- All training completions are documented in staff records for accountability, legal compliance, and quality assurance

---

*This Harassment and Bullying Response Training document is part of our comprehensive Team development programme designed to ensure effective recognition and response to harassment whilst protecting victims and maintaining safe community environments. Harassment response is critical to community safety, and all Team members must complete this training before assuming moderation responsibilities. For questions about harassment response procedures or to report training completion, please contact the Harassment Response Coordinator through designated Team channels.*

