Higher Education · Integrated Training
One connected learning pathway for preventing gender-based violence, managing workplace psychosocial risk and responding safely to disclosures. Tailored to each cohort, without repeating shared content.
Discuss your learning pathwayWhy an integrated pathway
Gender-based violence, sexual harassment and psychosocial harm are not experienced in isolation. Connecting the learning builds a shared language, reduces duplication and helps people understand both how to prevent harm and what to do when someone speaks up.
The pathway brings together relevant National Higher Education Code education and disclosure-training requirements, the Positive Duty and complementary WHS learning. Each cohort receives the content relevant to its role. Workplace psychosocial safety is an extension beyond the National Code, not a substitute for it.
Program snapshot
Reform-grade Respect at Work, delivered at the heart of government.
NSW Parliament
Culture Plus Consulting was engaged by NSW Parliament to design and deliver Respect at Work and Trauma Informed Response training across its workforce, a flagship reform initiative responding to the Broderick Review of bullying, sexual harassment and sexual misconduct in NSW parliamentary workplaces. This engagement represents a proud achievement in delivering reform-grade Respect at Work training in high-scrutiny environments.
NSW Premier's Department
In an ongoing engagement, Culture Plus Consulting delivers Respect at Work training to the Premier, Ministers and Ministerial staff, a key recommendation of the Goward Review aimed at building respectful, safe and accountable workplaces at the heart of government.
The learning sequence
Understand the spectrum and drivers of gender-based violence, power, consent and respectful relationships. Practise safe bystander action and identify support and reporting channels. Tailored to staff, people leaders, executives, governing bodies and students in leadership positions.
Application: Build prevention capability aligned to National Code learning outcomes, alongside the Positive Duty.
Recognise risks arising from work design and management, including workload, role clarity, job control, support and change. Address bullying, discrimination and incivility, and strengthen consultation and speaking-up pathways.
Application: A complementary WHS session for staff and leaders. This is not a National Code requirement and is not part of the student-leader pathway by default.
Apply one trauma-informed, person-centred response to disclosures of gender-based violence and other harms. Recognise trauma, adapt responses inclusively, explain confidentiality, refer and escalate safely, and sustain responder wellbeing.
Application: Demonstrations in person and in writing, with an extended applied workshop for those most likely to receive disclosures.
Delivery & evaluation
Plan onboarding and annual refreshers around your cohorts, existing learning and applicable obligations. Staff and leader sessions connect prevention, work design and response. Student leaders focus on prevention and peer disclosures; broader student prevention education can be designed or advised on separately.
Evaluation can be scoped around learning outcomes, participant feedback, expert observations and voluntary, confidential feedback from people who disclose. Providers administer sensitive feedback through their own channels and share de-identified results. Findings inform ongoing updates rather than treating attendance as proof of capability.
What changes after this training
Each cohort understands its role in prevention, safe response and referral. Staff and leaders also connect psychosocial safety to everyday work design and management.
People receiving disclosures learn to protect dignity, explain confidentiality and its limits, and preserve choice wherever possible. Clear boundaries and accessible pathways support safer conversations.
Organisation-specific scenarios and pathway practice connect learning to real responsibilities. Knowledge checks, participant feedback and facilitator observations can help identify where further support is needed.
How we are different
Knowing the policy is not the same as knowing what to say when someone discloses harm. We build practical capability through careful facilitation, behavioural science and relevant fictional scenarios, with your organisation’s responsibilities and support pathways built in.
From awareness to capability
Market standard
Explain definitions, policies and reporting procedures, then record attendance.
Our approach
Practise conversations and written responses, recognise role boundaries and connect the person with appropriate support.
Bespoke, not off the shelf
Market standard
Use the same content and examples for every audience.
Our approach
Tailor learning to your sector, participant roles, support options and reporting pathways, with distinct staff and student contexts where relevant.
Safe facilitation
Market standard
Discuss sensitive topics without sufficient attention to how participants may experience the learning.
Our approach
Use non-graphic fictional scenarios, clear participation choices and agreed support channels. No one is asked to share personal experiences.
Trusted partners
On behalf of our team, I would like to extend our thanks for the outstanding work you have done in partnership with us since November 2023. Over this period, over 100 RISE training sessions have been delivered in collaboration with you, and the feedback from participants has been consistently excellent. Your commitment, professionalism, and ability to engage meaningfully with staff have made a lasting impact. We are especially grateful for the role you have played in helping drive cultural change within NSW Parliament — enacting the Broderick Review Recommendations.
Our methodology
Understand your context, participant roles, risks and existing support and reporting pathways before designing the learning.
Develop understanding and practical response skills through evidence-based content, demonstrations and carefully facilitated fictional scenarios.
Connect new capability to your policies, role boundaries, referral options and escalation procedures.
Support application beyond the session with agreed prompts, pathway maps and organisation-specific resources.
Scope evaluation around learning outcomes, participant feedback and observed practice, then use the findings to refine and reinforce capability.
Your facilitator
CEO, Author and Principal Consultant
Every Culture Plus engagement is delivered with behavioural rigour and practical relevance by Felicity Menzies, organisational psychology specialist, author, and expert consultant.
Endorsed capability partner
Culture Plus Consulting is proud to design and deliver flagship DEI programs for the Australian Human Resources Institute (AHRI) (Australia's peak HR professional body), supporting HR leaders and practitioners to build capability for inclusive leadership and organisational change.
Connect with us to explore how evidence-based DEI training can help your organisation build capability, strengthen culture, and deliver meaningful, measurable change.
Free guide
Explore the conditions that help training move beyond awareness and into practical skills, everyday behaviour and meaningful evaluation.
Download the guideConnected services
Training needs to connect to trusted policies, accessible support, safe reporting processes and active governance. Disclosure response is distinct from handling formal reports and conducting investigations. Those capabilities can be scoped separately.
Frequently asked questions
No. Culture+ Safety. Respect. Inclusion. remains the integrated baseline program for people leaders across organisations. This higher education pathway is designed for distinct staff, leadership and student cohorts, connecting National Code prevention and disclosure learning with complementary workplace psychosocial safety.
No. Staff and leaders have a role-specific three-session pathway. Students in leadership positions focus on prevention and disclosure response. The workplace psychosocial safety session is not included for student leaders by default.
The core sessions are 90 minutes each, delivered as interactive, facilitator-led virtual sessions. Those most likely to receive disclosures can take the response session as a two-hour applied workshop. The learning sequence and delivery plan are tailored to each provider.
No. It supports relevant education and training requirements, not the entirety of the National Code. Policies, governance, risk assessment, support and reporting systems remain essential. Training for people who handle formal reports is scoped separately.
While you're here
Whole-of-institution prevention of gender-based violence in higher education settings.
University GBV Prevention →Equip leaders to manage psychosocial hazards under WHS Regulations, ISO 45003 and Positive Duty.
Psychosocial Hazards & Safety Training for Leaders →Rigorous, procedurally fair investigations that minimise harm to all parties.
Trauma-Informed Investigations →Further reading
