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.
Raise awareness of the obligations of leaders and staff regarding workplace misconduct
Transfer knowledge and skills for prevention and early intervention
Develop an understanding how trauma impacts the grievance process and characteristics of a trauma-informed approach
Develop an understanding of the organisation’s grievance process
Engage participants in cultural and behavioural change
Prevalence of workplace misconduct in Australian workplaces
The costs of workplace misconduct (individual, workgroup, employer)
Risk factors (e.g., diversity and unconscious bias, stress, alcohol, power imbalances)
Understanding your responsibilities as a leader or staff member
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)
Strategies for early intervention (upstander strategies)
Defining bullying, harassment, discrimination, sexual misconduct and victimisation
Understanding how trauma impacts the grievance process and characteristics of a trauma-informed approach
Understanding the grievance process (channels, protections, investigations, procedural fairness)
Identifying risks and opportunities relevant to your work setting
Understanding 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
Increased motivation for fostering psychologically safe and inclusive work settings
An understanding of their rights and obligations in relation to workplace misconduct
Greater self-awareness from reflection and feedback
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.
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.
- Respect at work: Overcoming problems with compliance-based interventions
- Respect at work: Is your grievance process trauma-informed?
- How to develop inclusive leaders
- Developing inclusive leadership: Helping leaders to see themselves as others see them
- Inclusive leadership: Have the courage to seek feedback
- “Just tell me what to do”: Useful frameworks for thinking about inclusive leadership
- Before sending female talent to confidence training, consider inclusive leadership
- Inclusion fundamentals: How to foster work settings where employees feel respected
- Having trouble engaging men in gender equality? Try these tips
- Inclusion fundamentals: How to nurture psychological safety and a speak-up culture
- Mind your micro-biases: Subtle slights that exclude
- Nudging bias out of your workplace: Inclusion learnings from social psychology
- CEO’s with diverse networks create higher firm value
- Flip your world: Cultural intelligence and adaptive leadership
- Taboos & Trepidation: How to be colour brave and support cultural diversity at leadership in Australia
- Deloitte’s six signature traits of inclusive leadership
- How to debate ideas productively at work (HBR)
- How men can become better allies to women (HBR)