Build a harassment prevention programme that works on the day someone speaks
A complete, trauma-informed toolkit for compliance, HR and operations leads: the method, the workbook, the forms, the words and the training, for one country or ten.
- A 10-chapter e-book teaching a ten-step programme method, with one composite company and one composite case running through every chapter
- The Respectful Workplace Programme Workbook: 15 sheets from Settings and a readiness checklist to a complaint log with due dates, retaliation check-ins, training tracker, climate survey, annual report data and two dashboards with no names on them
- 4 fillable PDF forms for intake, investigation planning, interviews and the report, plus 6 Word templates including a full policy, a committee handbook, a training pack, 41 messages and scripts and 29 AI prompts with limits
- A Start Here map, a manager first-response card, an investigation decision card, a mistakes card, law notes for ten countries dated October 2026, a 41-event calendar and a 41-task CSV
The Harassment Prevention Programme Kit · Bodhih Pro Kits · 188 by Bodhih Training, trainers to 2,000+ companies since 2008.
How do you set up a workplace harassment prevention programme?
Score your readiness, get leaders to sign a policy that covers everyone everywhere, open several reporting routes, appoint and train an independent committee, then receive concerns with care, investigate fairly, act proportionately, watch for retaliation, train everyone and report yearly. The Harassment Prevention Programme Kit from Bodhih Training gives you a file for each step.
Want the full free guide first? Read How to Set Up a Workplace Harassment Prevention Programme.
You already feel the problem. Here is what it is costing you.
A policy on the wall and nothing behind it
The policy was downloaded years ago, names a committee that has not met, and does not say what a manager should do tonight. When someone finally speaks, everyone improvises.
One route, and it runs through the problem
If the only way to raise a concern is the line manager, the person whose concern is about that manager, or their friend, has nowhere to go. Silence looks like safety until it is not.
Well-meant mistakes in the first hour
A manager asks whether she is sure, promises secrecy, or moves her to another team for her own good. Each feels kind at the time, and each tells everyone watching that speaking up costs something.
Investigations nobody can defend
No written allegations, no evidence log, weeks of silence, and a finding based on who seemed more believable. Both people leave feeling unheard, and the decision would not survive a fair-minded stranger.
Laws that differ and keep changing
India requires an Internal Committee, the UK has a preventive duty that is being strengthened, US guidance has changed, and other countries follow their own rules. Keeping track across sites is hard.
No idea whether it is working
Leaders ask how many complaints there were, and the number on its own means nothing. A rise can mean more harm or more trust, and nobody has the figures to tell which.
Picture the next few weeks with the kit open beside you.
Picture the Monday evening when a manager is told something hard. Instead of guessing, they take out the first-response card: listen, record, refer. By Tuesday morning the concern has a case code on the Complaint Log, the acknowledgement has gone out using message 9, and the person who spoke has agreed the interim measures that make work feel safe this week.
Now it is day seven. As you write the terms of reference on the investigation plan, the complaint becomes three numbered allegations, each with a date and a place. The workbook shows every deadline from your Settings, the fortnightly updates are in the calendar, and both people know who will contact them and when.
Imagine the decision meeting. Each finding points to numbered evidence, the investigator has found and a different person decides, and both outcome letters go out on the same day. Then the Retaliation Check-ins sheet takes over, and when a quiet change to a project list shows up at the 30-day check-in, it is reversed within the week, with an explanation the whole team hears.
And then the board meeting. You open a dashboard with no names on it: cases by stage, days to close, training coverage, and climate items by site. Whether you start with the e-book tonight or the readiness checklist tomorrow morning, the annual report is already being written by the sheets you fill in.
19 files that do the work for you
The e-book shows you how. The tools make it happen. Here is exactly what you download.
The Harassment Prevention Programme Kit (e-book, PDF)
The guide: methods, worked examples, scripts and exercises
Start here: programme map
The whole programme as ten steps with the file to open at each, your first hour, a 30/60/90 day use plan and links to measure your starting point.
Respectful Workplace Programme Workbook
15-sheet workbook: settings with timelines per your law, readiness checklist with score, committee register with training and term flags, complaint log with due dates and overdue flags, interim measures, evidence log, outcomes and actions, retaliation check-ins, training tracker, awareness calendar, climate survey, annual report data and two dashboards with charts (no names anywhere).
Concern intake and interim measures form
Four-page fillable form: the manager's first-response record, the formal intake of a concern in the person's own words, the initial assessment and route decision, and the interim measures assessment.
Investigation plan and evidence log
Three-page fillable form: terms of reference and the allegations broken into specific points, the interview plan and timetable against your law's deadlines, and a numbered evidence log.
Investigation interview record
Two-page fillable record for every investigation interview: opening statements and consents, question-and-answer notes, the closing check, and the interviewee's confirmation of the record.
Investigation report and case closure record
Four-page fillable form: the investigation report structure (background, process, findings per allegation with the evidence relied on, conclusions and recommendations), the decision record, and the case closure and follow-up record.
Respectful workplace policy template
A full respectful workplace policy with country placeholders: scope, definitions with examples, standards, how to raise a concern, how concerns are handled, no retaliation, confidentiality, support, third parties, remote conduct, records, review; plus an annex template for the external support and resources sheet.
Committee charter, investigation procedure and annual report templates
The committee handbook in one document: a charter and terms of reference for the internal committee or responder team (composition, independence, conflicts, training, records), the written investigation procedure step by step, and an annual report template with a numbers table that matches the workbook.
Training outline pack: all staff, managers, committee
Three ready-to-run session outlines with timings, activities and discussion cases: all staff (60 minutes), managers (90 minutes) and committee or responders (half day), plus a new-joiner briefing, a quiz and a facilitator checklist.
Programme message and script library
41 ready-to-edit messages and spoken scripts in 6 groups: programme launch and awareness, acknowledgements and updates, interview invitations and no-contact notices, outcome letters to both parties, retaliation notices and check-ins, and manager scripts for receiving a concern.
Worked example pack: a 90-person company's programme launch and one case start to finish
A fictional composite: Northgate Components launches its programme in 12 weeks, then handles one sexual harassment concern (case HPP-26-003) from first disclosure to the end of retaliation monitoring, with the forms shown completed and anonymised.
AI prompt pack for harassment prevention programmes, with limits
29 tool-agnostic prompts grouped by step of the programme, each with what to paste in and what to check, behind a one-page set of limits: AI never decides, no real personal data without approval, and a human reads every output in full.
Manager first-response card
One page for any manager who is told about a concern: what to do and say in the first ten minutes and the first 24 hours, what never to say, and what to do when the concern is about you or a customer.
Investigation decision card
If-this-then-that card for route decisions, investigation dilemmas and proportionate outcomes, with two checks before any outcome.
Programme mistakes to avoid
Twelve programme mistakes with the file that prevents each, eight phrases that cause harm in a conversation, and the global numbers on under-reporting.
Harassment law notes by country (October 2026)
Dated quick reference to the preventive duty, committee rules, timelines and training requirements in India, the UK, the US, Australia, Singapore, the Philippines, Kenya, the UAE, South Africa and Nigeria, with what to check.
12-week programme build and annual cycle calendar
41 calendar events: the 12-week build from readiness to launch and committee training, then the yearly cycle of monthly committee meetings, climate survey, awareness touchpoints, law check, annual report and refresher training. Import into a new calendar and move to your dates.
Programme task board import
41 programme tasks as a CSV ready to import into Trello, Asana, Notion, Planner or Jira, with stage, week, owner, file to open and due date.
Chapter by chapter
Each chapter opens with a real situation, gives you a method and ends with something to do today, using the tools in your kit.
- Format
- PDF e-book + XLSX + fillable PDF + DOCX + printable PDF + ICS + CSV
- Files
- 19 files plus a one-click ZIP
- E-book
- 61 pages
- Workbook
- 15 sheets with sample data, formulas, a Settings sheet and two dashboards with no names
- Works with
- Excel, Google Sheets, LibreOffice, Word, Google Docs, Acrobat Reader, GoodNotes, Google Calendar, Outlook, Apple Calendar, Trello, Asana, Notion, Planner, Jira
- Best for
- Organisations of roughly 20 to 2,000 people in one or several countries
A Poster Is Not a Programme
Why a policy on the wall is not a programme, and the ten-step method in three loops: build once, run yearly, handle each concern.
What We Are Talking About
Plain-language tests for harassment, bullying, discrimination and retaliation, with examples that travel across cultures and countries.
Leadership Commitment and the Policy
The commitment conversation with leaders and how to write a programme policy that covers everyone, everywhere, at any hour.
Reporting Routes and the Committee
Several honest reporting routes, and a committee or responder team built for independence, training and trust.
Receiving a Concern
The first ten minutes for any manager and the first 48 hours for the programme owner, trauma-informed and fair.
Informal Resolution, and When Not To
When informal resolution is a safe choice, when it is not, and how to handle anonymous reports and requests to do nothing.
The Investigation
A seven-step investigation that is fair to both people, with numbered allegations, evidence logs and a plain standard of proof.
Findings, Outcomes and Fair Treatment of Everyone
Findings that point to evidence, proportionate outcomes, and the difference between an unproven complaint and a malicious one.
Support, Retaliation Watch and Records
Support for both people, scheduled retaliation check-ins, and confidential records with retention dates.
Training, Awareness and the Edges of the Workplace
Three training sessions, four awareness touchpoints a year, and the edges of the workplace: remote, off-site and third parties.
Measuring, Reporting and AI in the Job
Measuring in pairs, the annual report, and where AI helps in this job and where it must never decide.
On the Tuesday When Someone Speaks
What the programme changes on the day someone speaks, and what to keep doing.
Plain Words for the Terms in This Kit
Working definitions for every term in the kit, matched to the workbook and forms.
Not just reading. Tools you will actually open again.
E-book
- The Harassment Prevention Programme Kit: 10 chapters, 1 appendix and 6 hand-drawn figures (PDF)
Start here
- 00-Start-Here-Programme-Map: the programme as ten steps with the file to open at each, your first hour and a 30/60/90 day use plan
Spreadsheet
- Respectful Workplace Programme Workbook (15 sheets): Start here, Settings, Readiness Checklist, Committee Register, Complaint Log, Interim Measures, Evidence Log, Outcomes and Actions, Retaliation Check-ins, Training Tracker, Awareness Calendar, Climate Survey, Annual Report Data, a Dashboard with 21 measures and a Training Dashboard with 12, both with charts and no names
Fillable PDF forms
- Concern intake and interim measures form: first-response record, intake in the person's own words, assessment and route, interim measures
- Investigation plan and evidence log: terms of reference, numbered allegations, interview timetable and evidence log
- Investigation interview record: opening statement, notes, closing check and confirmation
- Investigation report and case closure record: findings per allegation, decision record, closure and follow-up
Word templates
- Respectful workplace policy template: 14 sections with country placeholders, plus an external support and resources sheet
- Committee charter, investigation procedure and annual report templates in one handbook
- Training outline pack: all staff (60 minutes), managers (90 minutes), committee (half day) and a new-joiner briefing, with 12 scenario cards, quizzes and a facilitator checklist
- Programme message and script library: 41 messages and scripts from launch to the end of retaliation monitoring
- Worked example pack: a 90-person composite company's launch and one composite case from first disclosure to the end of monitoring
- AI prompt pack for harassment prevention: 29 prompts with what to paste in and what to check, behind a page of limits
Cheat sheets
- Manager first-response card: the first ten minutes and the first 24 hours
- Investigation decision card: route decisions, investigation dilemmas and proportionate outcomes
- Programme mistakes to avoid: twelve mistakes and eight phrases that cause harm
- Harassment law notes by country, dated October 2026: India, UK, US, Australia, Singapore, the Philippines, Kenya, the UAE, South Africa and Nigeria
Calendar and import
- 12-week programme build and annual cycle calendar (ICS): 41 events for Google Calendar, Outlook or Apple Calendar
- Programme task board import (CSV): 41 tasks for Trello, Asana, Notion, Planner or Jira
When you have worked through it, you will be able to…
Every outcome is practised with a worked example and a tool, not just described.
- Score your programme's readiness and agree promises, money, time and dates with your leaders
- Adopt a policy that covers everyone, everywhere, at any hour, checked by counsel in each country
- Set up several honest reporting routes and an independent, trained committee or responder team
- Brief every manager on the first ten minutes, and run the first 48 hours as programme owner
- Choose between informal resolution and a formal investigation with the person, using clear conditions
- Plan and run an investigation with numbered allegations, interview records, an evidence log and findings that point to evidence
- Support both people, monitor retaliation on a schedule and keep confidential records
- Train staff, managers and the committee, measure climate by group and write an annual report from the workbook
Know your starting point. Prove your progress.
People who measure before and after improve faster and can show it. AssessAll, our sister assessment platform, has AI-graded assessments that pair with this kit. Take one now, work through the kit, then re-take it.
POSH Certification — Workplace Harassment Prevention (India)
Take the assessment →AssessAll assessmentSpeak-Up: Raising a Concern and Hearing One
Take the assessment →AssessAll assessmentWorkplace Sexual Harassment Inquiry Procedure Certification for Internal Committee Members and Human Resources Teams in India
Take the assessment →JobularyHow a Jobulary development plan works
Make it a growth plan →A taste of Chapter 3
A route is only useful if the person can imagine using it. Managers are the most common first point of contact, but a manager may be the subject of the concern, a friend of the subject, or simply someone the person does not trust with it. So you need at least three routes: the manager or any manager; the programme owner or HR; and a committee or responder team that includes someone outside the organisation. An online form with an honest anonymous option is a fourth. Where your law provides an external body, name it. Be honest about the anonymous route. "Report anonymously and we will investigate" is not true: you cannot interview or update someone you cannot identify, and you usually cannot act against a person on one anonymous report. You can look for patterns, review the area and take protective steps. Message 4 says exactly that, and people respect it.
The honest comparison
| Free templates and typical advice | This kit | |
|---|---|---|
| Policy | A downloaded document on the noticeboard | A 14-section programme policy signed by leaders, with country placeholders and a support sheet |
| Reporting routes | Tell your manager | Three or more routes, one bypassing the manager, and honest wording for the anonymous option |
| First response | Managers improvise | A first-response card, eight manager scripts and a 48-hour plan for the programme owner |
| Investigation | An informal chat and a judgement call | Terms of reference, numbered allegations, interview records, an evidence log and findings tied to evidence |
| After the case | File closed | Same-day outcome letters to both people, retaliation check-ins and a systemic action log |
| Training | One slide deck once | Three session outlines with scenario cards and quizzes, four touchpoints a year and a tracker with refresher flags |
| Law and AI | One country assumed, AI not mentioned | Dated notes for ten countries and an AI prompt pack with explicit limits |
Made for you if…
- HR and office managers who own policies and are asked to set up or fix a harassment prevention programme
- Compliance officers and risk owners who need evidence of a working programme for audits, customers or a board
- Founders and chief operating officers of companies of roughly 20 to 2,000 people
- Internal Committee members, presiding officers and responder teams who will receive and investigate concerns
- Organisations employing people in several countries, including India, the UK, the US, the Gulf, Singapore, the Philippines, Africa and Australia
- Managers who want to know exactly what to do and say when someone tells them something hard
Probably not for you if…
- Anyone looking for legal advice or a certification: the kit is educational and points you to your regulator, counsel and local law, with country notes dated October 2026
- Readers who want a library of short policies on many topics: The Employee Handbook and Policy Builder covers that; this kit goes deep on one programme
- Teams that need case management software: the workbook runs the programme alongside your existing systems, it does not replace one
Built by trainers, tested in real rooms.
Bodhih Training has designed and delivered corporate programmes since 2008. Bodhih Pro Kits package what works in those workshops into a guide plus the exact tools we use, so you can apply it the same day without a facilitator in the room.
From here to using it in three steps
- STEP 1
Tap Get the kit
Name, email and country. UPI, card or netbanking in India; international cards everywhere else. No account to create.
- STEP 2
Download instantly
Your download page opens at once, with every file and a one-click ZIP. A permanent link lands in your inbox too.
- STEP 3
Open the first tool
Start with the quick-start chapter, then the main spreadsheet or planner. Most buyers use something from the kit the same day.
The next concern is coming. Have the programme ready before it arrives.
Open the Start Here map, type your settings into the workbook and score your readiness with one colleague. Whether you begin with the e-book this evening or the first-response card with your managers tomorrow, the first hour is already planned.
Personal licence for the buyer's own use (and use with your own team or clients where the kit says so). Please don't share or resell the files. Team and company licences: solutions@bodhih.com.
What buyers say
No ratings yet. Only people who have bought this kit can rate it - every buyer gets a one-click rating link a couple of days after their purchase.
The Bodhih family, when you are ready for more
The Business Continuity and Crisis Plan
Be ready for the bad day.
Information Security for Small Business
Protect the company without a security team.
The AI Use Policy and Governance Kit
Govern AI at work properly.
AssessAll
250+ AI-graded assessments to measure skills and earn verified credentials.
Jobulary
Individual development plans that start from evidence and stay yours.
Bodhih Training
Run this topic as a live workshop for your team, in person or online.
Pewple
Book a vetted coach for career, leadership or communication. Pay per session.
Bodhih.org pathways
Certification pathways in Applied AI, Workplace English and management.
The Harassment Prevention Programme Kit: FAQs
Read the free guideAlready bought? Resend my linkWhat should be in a harassment prevention programme?
Leadership commitment, a policy that covers all staff and all places and channels of work, several reporting routes, a trained and independent committee or responder team, a written procedure for receiving and investigating concerns, support for both people, retaliation monitoring, training, awareness and an annual review. The kit gives each element its own chapter and files.
How do I investigate a harassment complaint fairly?
Write terms of reference, break the complaint into specific allegations, put each allegation in full to the person responded to, interview with open questions, log evidence with numbers, share a summary of the evidence with both people for comment, and decide each allegation on the standard of proof your policy sets. The investigation forms and decision card walk you through it.
What should a manager do when an employee reports harassment?
Listen without interrupting, take brief notes in the person's words, avoid questioning the account or promising secrecy, ask what they need today, explain the next step with a name and a day, state the no-retaliation rule and refer it to the programme owner the same day. The manager first-response card fits on one page.
Does the kit cover the POSH Act Internal Committee in India?
Yes, in general terms. The committee handbook, register sheet and annual report template are designed to fit an Internal Committee, and the dated law notes summarise what to check under the POSH Act. Confirm composition, timelines and filing with your counsel and District Officer.
Is this legal advice?
No. The kit is educational: it helps you organise and run a programme. Country specifics are kept in one sheet dated October 2026 because laws differ and change. Check your regulator, counsel, company policy and local law before adopting a timeline, committee rule or outcome.
How do I measure my own starting point?
AssessAll offers assessments matched to this kit: POSH Certification for workplace harassment prevention in India, Speak-Up: Raising a Concern and Hearing One, and an inquiry procedure certification for Internal Committee members and HR teams. They are separate products, and the links are on the Start Here map.
How do I turn this into a development plan for managers or the committee?
Pick one or two skills from the training pack, such as receiving a concern or writing a finding, and build them into each person's plan. Jobulary explains how its development plans work; the link is on the Start Here map.
Can we use AI in harassment cases?
AI can help draft policy wording, training scenarios and survey summaries from anonymised numbers. It should never see names or case evidence in a tool your organisation has not approved, and it must never decide whether an allegation is proven or what outcome fits. The prompt pack puts these limits on its first page.
Which software do I need?
The workbook opens in Excel, Google Sheets or LibreOffice and uses no macros. The forms fill in Acrobat Reader and most PDF apps, the templates open in Word or Google Docs, the calendar imports into Google Calendar, Outlook or Apple Calendar, and the CSV imports into Trello, Asana, Notion, Planner or Jira.
What is the refund policy?
Digital kits are non-refundable once downloaded. The exceptions are corrupted files that are not fixed within 3 working days, duplicate charges, or failed delivery.
How much does The Harassment Prevention Programme Kit cost?
₹999 including 18% GST for buyers in India, or $29 for buyers outside India. One-time payment, no subscription, with an automatic invoice.
How do I get the files after paying?
Instantly. Your download page opens the moment payment succeeds, and a permanent download link is emailed to you. Download each file separately or everything in one ZIP.
What software do I need?
Any of the usual tools: Excel or Google Sheets for spreadsheets, Word or Google Docs for templates, Adobe Acrobat Reader, Preview, Xodo or GoodNotes for the fillable PDFs, and Google, Outlook or Apple Calendar for the calendar plan.
Can I get a refund?
Because it is a digital download, kits are not refundable once downloaded. We always refund a duplicate charge or a failed delivery, and if a file is corrupted and we cannot fix it within 3 working days. Full terms: bodhih.org/refunds.
Can my company buy this for a team?
Yes. Team and company licences, and workshops on this topic run by Bodhih Training, are available. Write to solutions@bodhih.com or call +91 99000 11601.
