Respect at Work for People Leaders

Develop strong leadership that contributes to cultures that prevent workplace sexual harassment


In this half-day workshop, leaders will learn how to foster a respectful, safe and inclusive workplace culture, including identifying and preventing psychosocial hazards. Leaders will also develop an awareness of their legal obligations regarding bullying, harassment, discrimination, and sexual misconduct as well as strategies for responding to a grievance using a trauma-informed approach.

Content & Flow

    • The prevalence of workplace misconduct in the wider Australian labour market and employer industry
    • The individual, workgroup and employer costs of workplace misconduct
    • Risk factors for workplace misconduct (high pressure and competitive work settings, power imbalances, command and control/hierarchical leadership style, inadequate leader and staff training, weak management structure, diversity imbalances, bias and stereotypes, workplace characteristics including third-party interactions, alcohol at work or work-related events)
    • Understanding leader obligations and responsibilities under work health and safety legislation, anti-discrimination legislation, and workplace policies
    • Defining respect
    • Understanding the characteristics of respectful workplaces/interactions
    • Strategies for fostering a respectful workplace culture (leading cultural change, fostering mentally healthy workplaces, managing your stress response, effective conflict resolution, driving diversity and inclusion, monitoring and mitigating risks)
    • Defining and identifying workplace misconduct including potential unlawful and/or criminal acts (harassment, bullying, discrimination and sexual misconduct)
    • The relationship between everyday disrespect and harmful/unlawful workplace conduct
    • Upstander strategies for addressing disrespect at work
    • Speak-up channels and employer response/protections (as per employer policies)
    • Understanding trauma and the grievance process
    • Receiving a disclosure or complaint in a trauma-informed manner
    • Action planning and Q&A

Learning Outcomes

      • Awareness of the legal obligations of leaders regarding workplace misconduct (bullying, harassment, sexual harassment, discrimination and victimisation) and their role in cultural change
      • Knowledge and strategies for prevention and early intervention
      • Capability for responding to grievances in a trauma-informed manner
      • Increased commitment to cultural and behavioural change



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.


People leaders.

Optimal learning outcomes are achieved in a group size of 6-15 participants although larger group sizes can be accommodated. 


Developing an inclusive mindset requires commitment. The recommended length of the workshop is a half day (3 hours); however, shorter sessions are available on request. 

The workshop can be delivered virtually or face-to-face. 

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