Respect at Work for Leaders

Respect at Work for Leaders

by Felicity Menzies
In this workshop, leaders will learn how to foster a respectful, safe and inclusive workplace culture, including identifying and preventing psychosocial hazards. 
Leaders will also develop an awareness of their legal obligations regarding bullying, harassment, discrimination, and sexual misconduct as well as strategies for responding to a grievance using a trauma-informed approach.
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Program Objectives

  • Raise awareness of the legal obligations of leaders regarding workplace misconduct and their role in cultural change
  • Transfer knowledge and strategies for prevention and early intervention
  •  Develop capability for responding to grievances in a trauma-informed manner
  • Engage leaders in cultural and behavioural change

Workshop Outline

Module 1: The Nature and Drivers of Workplace Misconduct 
  •  Prevalence of workplace misconduct in the wider Australian labour market and employer industry
  • Individual, workgroup and employer costs of misconduct
  • Risk factors and drivers
Module 2: Your Duty to Prevent Workplace Misconduct
  • Obligations and responsibilities under work health and safety legislation, anti-discrimination legislation, and workplace policies
  • Defining respect and understanding the characteristics of respectful workplaces and interactions
  • Strategies for fostering a respectful workplace culture
Module 3: Your Responsibility to Speak Up
  •  The relationship between everyday disrespect and unlawful workplace conduct
  •  Upstander strategies for addressing disrespect at work
  •  Defining harassment, bullying, discrimination, sexual harassment and victimisation
  • Speak-up channels and employer response and protections
Module 4: Managing Disclosures and Complaints
  • Understanding trauma and the grievance process
  • Receiving a disclosure or complaint in a trauma-informed manner

Learning Outcomes

Participants gain:
  •     An understanding of the prevalence, nature and drivers of workplace misconduct and its negative implications for health, safety, and performance
  •     Increased capacity and confidence to identify and respond to bullying, harassment, discrimination and sexual misconduct
  •     Awareness of the interplay between prevention and workplace culture
  •     An understanding of the characteristics of respectful workplaces and interactions
  •     Ability to identify and manage psychosocial risks, including skills for managing conflict and stress, disrupting bias, and speaking up
  •     Increased motivation for fostering psychologically safe and inclusive work settings
  •     An understanding of their rights and obligations regarding workplace misconduct
  •     Greater self-awareness from reflection and feedback
  •     Awareness and capability in trauma-informed practice as appropriate to role requirements
Organisations gain:
  •     A workforce with increased capacity to prevent and practice early intervention regarding workplace misconduct
  •     Improved workplace culture
  •     Improved employee safety & wellbeing, satisfaction, engagement, performance and productivity

Consistent with research on adult learning, we believe that the best learning outcomes result when participants engage holistically with program content. All Include-Empower learning and development programs incorporate experiential learning techniques, including opportunities to reflect on and apply learnings to the real-life challenges facing participants.

People leaders. Content is tailored to meet participants’ unique needs and industry context.

Recommended workshop size is 8-15 participants however larger groups can be accommodated. 

Developing an inclusive mindset requires commitment. The recommended length of the workshop is a half-day (3-hours). For teams with time constraints, the workshop may be delivered in a shorter two-hour format. The workshop may be run face-to-face or delivered virtually. During formal training, leaders are encouraged to reflect on their real-life leadership context, identify challenges and opportunities facing their particular business area, and develop an action plan for addressing those challenges by identifying specific inclusive leadership behaviours introduced during the workshop that they can practice back in the work-setting. To drive accountability and embed learnings, we offer a facilitated debrief six to eight weeks post the initial workshop for the purpose of sharing learnings, and extending commitments or setting new commitments. 

 

We have a transparent fee structure. Please contact us for details.