Overview

The Anti-Discrimination and Human Rights Legislation Amendment (Respect at Work) Act 2022 (Cth) strengthens the legal and regulatory frameworks relating to sex discrimination and shifts the system to focus more on preventative efforts to eliminate sexual harassment in Australian workplaces. The key reform is the introduction of a positive duty in the Sex Discrimination Act 1984 (Cth) requiring employers to take reasonable and proportionate measures to eliminate certain forms of unlawful sex discrimination, including sexual harassment, as far as possible.

This 90-minute briefing develops executive and board awareness of changing regulatory and cultural contexts regarding preventing and responding to sexual harassment and emerging best practices with a focus on the role and responsibilities of the board in preventing and responding to sexual harassment in the workplace.

Content & Flow

• • Background
  • Defining sexual harassment
  • Prevalence
  • Causes/drivers
  • Impact (individual & employer)
  • Positive duty requirements for organisations
  • Role and responsibilities of the Board in preventing and responding to sexual harassment in the workplace
  • Vehicles for change (leadership, risk management—recognising sexual harassment as a work, health and safety issue, gender equality, culture of respect and safety, capability, multiple reporting channels, trauma-informed investigations, transparency including concerns and recommendations regarding non-disclosure agreements)
  • The Australian Institute of Company Directors (AICD)’s Director’s Guide to Preventing and Responding to Sexual Harassment at Work
  • Q&A

Approach 

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