RESPECT@WORK
Our Respect@Work portal, resource and training hub brings together a comprehensive set of training and resources for employers and workers. It includes best-practice guides, training programs, workplace-assessment tools, information, videos and advice. It is the first time all this information has been presented in a single place globally.
AUSTRALASIA | EUROPE | CANADA | USA | NEW ZEALAND | UNITED KINGDOM
Respectful Workplace Program Online Training & Assessment
$45.00 incl GST
The ILO has established new global standards aimed at ending violence and harassment in the world of work.
ILO Convention No. 190 (or C190 for short) is the first international treaty to recognize the right of everyone to a world of work free from violence and harassment, including gender-based violence and harassment.
The Convention was adopted in June 2019, by the International Labour Conference of the International Labour Organization (ILO), and came into force on 25 June 2021.
Governments that ratify C190 will be required to put in place the necessary laws and policy measures to prevent and address violence and harassment in the world of work. The Convention represents an historic opportunity to shape a future of work based on dignity and respect for all.
The ILO is now embarking on a global campaign to build support for C190 , and invites constituents, stakeholders and civil society actors to get involved. The end goal is for the Convention to be ratified and implemented by national governments and legislative assemblies around the world.
Under new laws introduced into many Parliaments
Employers will need to ensure workers are safe from sexual harassment
Creating safe, inclusive and respectful workplaces
The Respect at Work training programs focuses on laws and legislation in many jurisdictions cover a range of topics related to workplace harassment, sexual harassment, discrimination, bullying, Bystander laws and the new “Positive Duty for All Employers”. Here are some key areas that will be covered in our comprehensive training program:
- Definition and Types of Harassment: The training should begin with an overview of what constitutes workplace harassment, including sexual harassment, bullying, discrimination, and victimisation. Participants are made aware of the different forms that harassment can take and the harm it can cause.
- Legal Framework: The training should provide an understanding of the relevant laws and legislation relating to workplace harassment and discrimination, including the Fair Work Act, Sex Discrimination Act, and other relevant laws.
- Employer Obligations: The training outlines the responsibilities of employers to create a safe and respectful workplace, including implementing policies and procedures, providing training, and addressing complaints.
- Employee Rights: The training educates employees about their rights, including the right to work in a safe environment, the right to make a complaint, and protection from victimisation.
- Preventative Measures: The training provides information on preventative measures that can be taken to minimise the risk of harassment occurring in the workplace, including creating a positive workplace culture, establishing clear policies and procedures, and regular training.
- Handling Complaints: The training provides guidance on how to handle complaints of workplace harassment, including how to report incidents, how complaints are handled, and how to support those affected.
- Consequences of Non-Compliance: The training outlines the consequences of non-compliance with respect at work laws, including potential legal action, penalties, and reputational damage.
It is important to note that this training should be ongoing and should not be a one-time event. Regular training and reinforcement of policies and procedures are necessary to create a safe and respectful workplace culture based on the new laws and legislation.
Causes of Workplace Sexual Harassment?
Workplace sexual harassment is caused by power imbalances and gender inequality.
Where to seek help if you've experienced workplace sexual harassment
Workers need clear, up-to-date, relevant and easily accessible information.
Younger Workers in the Workplace
This includes information about workplace sexual harassment for younger workers.
Organisational Culture
This section helps organisations strategically develop a safe, inclusive and respectful workplace culture.
External Pathways & Information
National and/or state/territory guides to external pathways to address workplace sexual harassment.
Respect@Work Council Forum
The Respect@Work Council brings together policy makers responsible for sexual harassment policies and complaints to improve coordination, consistency and clarity across existing legal and regulatory frameworks.
FOR ORGANISATIONS
Employers will need to make sure workers are safe from sexual harassment
Growing a Culture of Respect
External Pathways & Information
Respect@Work Council Forum
TRAINING AND ASSESSMENTS
The Respect@Work website is an initiative of the Australian Human Rights Commission and the Respect@Work Council. The Respect@Work Council brings together leaders from key government regulators and policy makers responsible for sexual harassment policies and complaints to improve coordination, consistency and clarity across existing legal and regulatory frameworks.
The Respect@Work Council consists of the following core members:
Sex Discrimination Commissioner, Australian Human Rights Commission
– General Manager, Fair Work Commission
– Fair Work Ombudsman
– Chief Executive Officer, Safe Work Australia
– Chair, Heads of Workplace Safety Authorities
– Chair, Heads of Workers’ Compensation Authorities
– Chair, Australian Council of Human Rights Authorities
– Director, Workplace Gender Equality Agency
– Deputy Secretary, Integrity and International Group, Attorney-General’s Department.
Associate members of the Respect@Work Council include groups that represent employers and workers who provide expertise and advice on specific issues or areas of work relating to sexual harassment.
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The me too movement has built a community of survivors from all walks of life. By bringing vital conversations about sexual violence into the mainstream, we’re helping to de-stigmatize survivors by highlighting the breadth and impact sexual violence has on thousands of women, and we’re helping those who need it to find entry points to healing.
Ultimately, with survivors at the forefront of this movement, we’re aiding the fight to end sexual violence. We want to uplift radical community healing as a social justice issue and are committed to disrupting all systems that allow sexual violence to flourish”.
Our Latest Work
All organisations can put in place measures to prevent and appropriately respond to sexual harassment in the workplace.
For organisations
Our training programs are structured to focus on workplace prevention and response frameworks to address sexual harassment detailed in the Respect@Work: Sexual Harassment National Inquiry Report (2020). This report and our training recognises that a new, more holistic, approach was necessary that looks beyond policies, training and complaint-handling procedures.
This approach recognises that sexual harassment is primarily driven by gender inequality and power imbalance and looks at all the steps that can be taken within workplaces to better prevent and respond to it. It more effectively meets an employer’s positive obligation to provide a safe, harassment-free workplace.
What do we need to know, and how do we learn, about sexual harassment in the workplace?
There’s no escaping that fact that sexual harassment can be a complex and difficult subject to approach. Which makes it a real challenge for leaders and workers who commit to understanding and preventing sexual harassment.
ORGANISATIONAL KNOWLEDGE
We know that traditional approaches to sexual harassment and training, such as one-off compliance training modules or induction courses, do not work. That’s because they are, typically, stand-alone training events that are not part of a broader ongoing training strategy. They are easily forgotten and often focused on response processes rather than prevention.
Workplace sexual harassment is preventable if individuals speak up and act on workplace sexual harassment. In this section we’ll consider three simple actions you can take to help prevent workplace sexual harassment – show it’s not OK, support women, trans or gender diverse people and speak up if you hear disrespectful comments.
- BYSTANDERS REPORTING – 85%
- PEOPLE IMPACTED REPORTING – 20 %
- SEXUAL HARASSMENT BY EMPLOYEES – 76%
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