FOR ORGANISATIONS
All organisations can put in place measures to prevent and appropriately respond to sexual harassment, bullying and discrimination in the workplace in the workplace.
There are a number of major domains in the framework for workplaces to address sexual harassment, bullying and discrimination. Four domains for prevention – leadership, risk assessment and transparency, culture and knowledge – and three for response – support, reporting and measuring. Click on the sections below to explore each in more detail.
WHAT IS ORGANISATIONAL LEADERSHIP?
Leaders at all levels in an organisation play a critical role in creating a safe and respectful workplace. Organisational leaders must take a lead by example approach on how leaders can set the time by demonstrating clear, unambiguous and visible support for actions targeted at preventing and responding to sexual harassment, bullying and discrimination.
ORGANISATIONAL KNOWLEDGE
What should your o ganisations and leaders need to know and how to learn about sexual harassment, bullyng and discrimination in the workplace? There’s no escaping the fact that sexual harassment, bullying and discrimination can be a complex and difficult subject to approach. We know that traditional approaches to sexual harassment, bullying and dicscrimination such as one off compliance training modules or induction programs do not work productivly unless its part of a bigger strategic approach. So what is a better approach to learning and managing these issues?