Integrated Leader Program
One consolidated leader program. Three focus areas. A single specialist facilitator and a continuing case scenario that carries learners across psychosocial safety, respect at work, and inclusive leadership, 6.5 live hours instead of three siloed programs.
Overview
3
Integrated modules
Psychosocial Safety · Respect at Work · Inclusive Leadership, designed as one pathway, not three products bolted together.
6.5h
Live facilitation
Efficient use of leader time. Delivered in-person, virtual or hybrid across a cohort schedule that suits the business.
1
Specialist facilitator
One continuing case scenario. One voice. Consistent language across safety, respect and inclusion, so leaders build compounding, not competing, capability.
The Problem
The Three Modules
Each module carries a distinct organisational function. Safety is the risk foundation, it keeps work from causing harm. Respect is the cultural foundation, it sets the behavioural standard people experience daily. Inclusion is the performance foundation, it converts a safe, respectful workplace into better decisions, innovation and discretionary effort. Remove one and the other two under-deliver.
Module 01
The risk foundation
Psychosocial safety as the risk control
Module 02
The cultural foundation
Respect at work as the behavioural standard
Module 03
The performance foundation
Inclusive leadership as a performance lever
Focus area
Australian evidence is consistent: sexual harassment, bullying, discrimination and exclusion fall disproportionately on women, Aboriginal and Torres Strait Islander employees, culturally and linguistically diverse workers, LGBTQ+ employees, people with disability, younger workers and those in insecure or lower-power roles. Intersecting identities compound both exposure and the cost of speaking up. This is the substantive bridge between the Respect and Inclusion modules, leaders learn to read risk by population, not by average, so controls, monitoring and response are directed to where harm actually concentrates.
How it works
Most leadership programs end when the workshop finishes. This pathway is designed differently. The workshop is the starting point: real capability is built through what leaders do between sessions, with their teams, in real work. Pre-work primes thinking. Between-session actions create accountability. The team charter is the transfer mechanism that carries capability into the business.
Optional pre-work
10–15 min scenario and reflection question
Risk foundation
Action learning
Apply learning in real work before Module 2
Optional pre-work
10–15 min scenario and reflection question
Cultural foundation
Action learning
Apply learning in real work before Module 3
Optional pre-work
10–15 min scenario and reflection question
Performance foundation
Transfer | Ongoing
Share personal commitments and create team charter with team
Design approach
The pathway is built on design principles that evidence consistently shows separate a training event from a genuine capability shift. Seven design features are embedded across all three modules.
Sessions are built around doing, not listening. Leaders work through realistic scenarios, make decisions under pressure and practise conversations with real-time feedback. Every module includes at least one structured practice activity where leaders apply the framework to situations that mirror their actual work.
Facilitation approach
Participants may bring lived experience of the harm being discussed into the room. Sensitive topics are never cold-called, boundaries are signposted at the outset, and disclosure is never compelled. Participation is an invitation, not a requirement. Support pathways are named and accessible during and after the workshop, and the facilitator is skilled in holding distress without escalating it.
Psychological safety is the precondition for learning, not just a workshop topic. It is established through clear contracting on confidentiality and bounds, explicit permission to disagree, and a room design that reduces hierarchy and increases participation. Small-group practice precedes whole-room discussion, and the facilitator focuses on the behaviour, not the person. Leaders who have not experienced psychological safety themselves cannot build it with their teams.
Related: trauma-informed facilitation and psychological safety training.
Legal Alignment & Performance
Psychosocial Safety
Model WHS Regulation and Codes of Practice on managing psychosocial hazards, including officer due diligence under s.27 WHS Act.
Respect at Work
The positive duty under the Sex Discrimination Act 1984 (Cth) and wider Australian anti-discrimination laws that prohibit harassment, discrimination and victimisation on protected attributes.
Inclusive Leadership
Moves leaders beyond the legal floor, leveraging diversity of thought, experience and background to lift decision quality, innovation, engagement and team performance.
Safety and Respect set the non-negotiable legal floor. Inclusive Leadership is where the return sits, turning a compliant workforce into a high-performing one by equipping leaders to unlock the value of difference in everyday decisions.
Delivery
Learning Outcomes
The pathway is designed around observable capability, not awareness alone.
01
Identify psychosocial hazards, consult, select higher-order controls, and document and review changes to workload, roles, change and other work conditions.
02
Use an early-support check-in model to listen, explain boundaries, connect to support and follow through, without taking on the role of therapist or investigator.
03
Set visible standards, distinguish harmful conduct on the spectrum and address patterns before interpersonal harm escalates or becomes normalised.
04
Choose a proportionate bystander response, account for hierarchy and safety, support affected people and complete the accountability loop.
05
Invite perspectives, interrupt bias, manage disagreement and make people-impacting reasoning visible when time and delivery pressure are high.
06
Leave each session with a specific commitment: what you will do, with whom, and by when, and practise it in real leadership context.
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.
Selected work
Your consultant
CEO, Author and Principal Consultant
Every Culture Plus engagement is delivered with behavioural rigour and practical relevance by Felicity Menzies — organisational psychologist, author, and specialist consultant.
Trusted partners
Felicity Menzies has been a valued long-term partner to CAANZ, delivering outstanding work across diagnostic, capability building, and strategy. As a complex organisation wearing multiple hats — employer, educator, member-based organisation, and professional standards body — we needed someone who could grasp that complexity. Felicity did exactly that, customising every engagement to reflect our unique context across Australia and New Zealand. Her deep facilitation skills rate highly among our leaders and staff, and her advisory support is trusted and practical. We highly recommend her.
Endorsed capability partner
Culture Plus Consulting is proud to design and deliver flagship DEI programmes 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.
Frequently asked questions
If you have a question we haven't covered, write to us, a real human responds within one working day.
One specialist facilitator carries a continuing case scenario across all three modules. Content overlap is eliminated, behavioural language is consistent, and leaders leave with one integrated playbook rather than three overlapping frameworks.
Still have questions?
Talk to FelicityWhile you're here
Equip leaders to manage psychosocial hazards under WHS Regulations, ISO 45003 and Positive Duty.
Psychosocial Hazards & Safety Training for Leaders →Manager-level capability to set standards, respond to disclosures and meet the positive duty.
Respect at Work Training for Managers →Evidence-based leader programs that build the day-to-day behaviours strategy depends on.
Inclusive Leadership →Further reading
Book a discovery call to scope the integrated program against your current leadership curriculum and regulatory obligations.
