In this workshop, participants learn how to foster a respectful, safe and inclusive workplace culture, including identifying and mitigating psychosocial risks.
Participants also develop an awareness of their legal obligations regarding bullying, harassment and sexual misconduct and knowledge of the grievance process.
Program Objectives
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Raise awareness of the obligations of leaders and staff regarding workplace misconduct
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Transfer knowledge and skills for prevention and early intervention
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Develop an understanding how trauma impacts the grievance process and characteristics of a trauma-informed approach
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Develop an understanding of the organisation’s grievance process
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Engage participants in cultural and behavioural change
Workshop Outline
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Prevalence of workplace misconduct in Australian workplaces
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The costs of workplace misconduct (individual, workgroup, employer)
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Risk factors (e.g., diversity and unconscious bias, stress, alcohol, power imbalances)
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Understanding your responsibilities as a leader or staff member
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Strategies for prevention (defining respect and characteristics of respectful workplaces, mentally healthy workplaces, managing your stress response, effective conflict resolution, mindful inclusion, interpersonal trust, monitoring and mitigating risks, reasonable management action)
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Strategies for early intervention (upstander strategies)
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Defining bullying, harassment, discrimination, sexual misconduct and victimisation
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Understanding how trauma impacts the grievance process and characteristics of a trauma-informed approach
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Understanding the grievance process (channels, protections, investigations, procedural fairness)
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Identifying risks and opportunities relevant to your work setting
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Goal setting
Learning Outcomes
Participants gain:
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Understanding of workplace misconduct and its negative implications for health, safety, and performance
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Increased capacity and confidence to identify and respond to bullying, harassment, discrimination and sexual misconduct
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Awareness of the interplay between prevention and workplace culture
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Increased motivation for fostering psychologically safe and inclusive work settings
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An understanding of their rights and obligations in relation to workplace misconduct
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Greater self-awareness from reflection and feedback
Organisations gain:
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A workforce with increased capacity to prevent and practice early intervention regarding workplace misconduct
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Improved workplace culture
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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.
Executives, people leaders and individual contributors. Content is tailored to meet participants’ unique needs.
Recommended workshop size is 8-20 participants.
Developing an inclusive mindset requires commitment. The recommended length of the workshop is a half-day (3-hours). The workshop may be run face-to-face or delivered virtually over two 90-min modules. 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.
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