We Understand

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Significance of promoting respect at work

Disruptions

Disruptions impact productivity and team morale

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Importance of documenting workplace policies and procedures

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Formal training for leaders is a requirement

Potential

Potential loss of valuable employees

risk

Costly penalties for non-compliance

Fostering a positive environment to feel safe and respected

Ignoring sexual harassment in the workplace has serious repercussions for employers. We can equip your organisation with the right tools and advice to ensure you are meeting your obligations and providing a safe and inclusive work environment.

  • Conducting risk assessments
  • Guidance on preventative measures and policies
  • Sensitivity training and education services
  • Proactive plan to build a culture of respect
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Support with promoting respect at work

Our team includes qualified WR, HR and Legal Specialists with extensive experience in managing sexual harassment claims, mentoring you on how to have the difficult conversations and assisting you to build a culture of respect in the workplace.

Naveen Raghavan

Naveen Raghavan

Workplace Relations Consultant Read Bio
Zach Galea

Zach Galea

Human Capital Management Lead And Business Development Manager Read Bio
Saraswathy Varatharajullu

Saraswathy Varatharajullu

Principal Lawyer Read Bio
Sarah Ibrahim

Sarah Ibrahim

Senior Lawyer Consultant Read Bio

Better for business Podcast 2
Sexual Harassment

In September 2022 the Anti-Discrimination and Human Rights Legislation Amendment (Respect at Work) Bill 2022 was introduced to reduce sexual harassment in the workplace.

The amendment includes a number of changes employers need to be aware of to eliminate workplace discrimination and harassment.

Zach Galea, Human Capital Management Lead from Business Solutions Hub explains the changes and what this means for employers.

Click to listen

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“Well done to the team for putting this Employer Guide document together whilst dealing with the mayhem that we are all experiencing at present. Please pass on my sincere thanks on behalf of the industry to the whole team for their efforts, well done and much appreciated.”

Jason Allen

Director, SKS Technologies

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Isabelle Smith

WHS/HR Manager of Prime
Electrical & Data Services Pty Ltd

“Thank you so much for all this information. In such a challenging time, it’s so nice to be able to have your helpful advice so I can make the right decisions for our company and our employees.”

Angela Sevoir

Accounts, RANS Electrical

“I had a browse through this platform, what a fabulous tool! The dashboard is very simple to navigate and will be a great platform for businesses that don’t already have a robust HR SharePoint or intranet dashboard internally.”

Drew Monkhouse

General Manager, Equans

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Frequently asked questions

Have questions? We are here to help.

For employers, there are significant financial impacts of having a sexual harassment claim made, such as lost productivity, increased staff turnover, reputational damage, litigation, and workers’ compensation. There are several steps that employers and Persons Controlling a Business or Undertaking can take to meet the positive duty requirements to help avoid sexual harassment in the workplace, including:

  • Implementing or updating policies and procedures
  • Providing formal training and education to employees and relevant parties
  • Conducting regular risk assessments
  • Having a clear and effective complaint-handling process
  • Promoting equality, respect, and dignity in the workplace
  • Addressing incidents of discrimination or harassment that are reported

We can provide support to ensure your business complies with the Respect at Work Act 2022 and Occupational Health and Safety Act 2004. Our services focus on ensuring employers comply with the new legislation by providing workplace training, policies and procedures and support with investigations and complaints. By working with us, business owners can have peace of mind that they are meeting their obligations and providing a safe and inclusive work environment for all employees and workers.

  • Inappropriate and unwelcome physical contact such as touching, hugging, kissing
  • Staring or leering
  • Intrusive questions about your private life or physical appearance
  • Suggestive comments or jokes
  • Unwanted invitations such as repeated invitations to go out on dates, requests for sex
  • Sexually explicit content such as emails, text messages, calls or online
  • Displaying images of a sexual nature around the workplace
  • Unnecessary familiarity such as deliberately brushing up against you

Employers should ensure reporting processes are documented and well understood throughout the organisation. The process should be actively promoted with managers (contact persons that receive reports) undertaking training on appropriate methods to support and address complainants.

Our team of specialists can provide formal training for managers to ensure your organisation is meeting positive duty requirements.