"I’ve had the pleasure of working with Catie from Business Solution Hub over the past few months and have been thoroughly impressed by her expertise, creativity, and actionable ideas for our business.
Catie took the time to truly understand our needs, providing thoughtful recommendations that inspired us to take meaningful steps forward. She went above and beyond to ensure we felt supported, even when I couldn’t implement some suggestions due to time constraints, remaining patient, encouraging, and always available to help. Catie’s extensive business experience, coupled with the collective knowledge of the Business Solution Hub team, makes them an invaluable resource for any business seeking growth and innovation."
We Understand
Significance of promoting respect at work
Disruptions impact productivity and team morale
Importance of documenting workplace policies and procedures
Formal training for leaders is a requirement
Potential loss of valuable employees
Costly penalties for non-compliance
Fostering a positive environment to feel safe and respected
Ignoring sexual harassment in the workplace has serious repercussions for employers. We can equip your organisation with the right tools and advice to ensure you are meeting your obligations and providing a safe and inclusive work environment.
- Conducting risk assessments
- Guidance on preventative measures and policies
- Sensitivity training and education services
- Proactive plan to build a culture of respect
Support with promoting respect at work
Our team includes qualified WR, HR and Legal Specialists with extensive experience in managing sexual harassment claims, mentoring you on how to have the difficult conversations and assisting you to build a culture of respect in the workplace.
Dilek B.
Industrial and Workplace Relations Consultant Read Bio
Dilek B.
Industrial and Workplace Relations Consultant
Dilek brings over six years of experience in industrial relations and workplace advocacy, having worked with the Fair Work Ombudsman and the United Workers’ Union. She has a proven track record of preparing and negotiating Enterprise Agreements (EA), delivering balanced outcomes for all stakeholders. Dilek has proven success in leading workplace negotiations, resolving complex disputes under pressure, and mentoring workplace leaders to drive organisational success.
Dilek is skilled in interpreting and applying legislative frameworks, her expertise also includes stakeholder collaboration and dispute resolution. During her time at the Fair Work Ombudsman, she provided strategic advice and assisted with resolving grievances preventing their escalation to litigation. Dilek holds a Bachelor of Arts with a major in Politics and certifications in Industrial Relations and Occupational Health & Safety. She is passionate about empowering women in their workplaces and takes a holistic and impactful approach to fostering positive and equitable work environments.
Lynette Day
Workplace Relations Consultant Read Bio
Lynette Day
Workplace Relations Consultant
With a strong foundation in industrial relations and employment law, Lynnette provides specialised guidance on entitlements under the Fair Work Act, relevant Awards, and employment contracts.
She has extensive experience representing parties in workplace disputes, disciplinary processes, and performance management matters before the Fair Work Commission. Her expertise also includes advising on Occupational Health & Safety, professional indemnity and WorkCover matters, offering a comprehensive understanding of workplace obligations, compliance, and risk.
Lynnette is adept at navigating complex employment law matters, including negotiating contracts and advising on mutual separation processes. She offers clear, strategic guidance to support fair and legally compliant outcomes in sensitive employment transitions.
Lynnette holds a Bachelor of Professional Communications, a Master of Social Work, and a Juris Doctor. She has been admitted to legal practice in the Supreme Court of Victoria and takes a pragmatic, collaborative approach to achieving fair, sustainable outcomes.
Better for business Podcast 2
Sexual Harassment
In September 2022, the Anti-Discrimination and Human Rights Legislation Amendment (Respect at Work) Bill 2022 was introduced to reduce sexual harassment in the workplace.
The amendment includes a number of changes employers need to be aware of to eliminate workplace discrimination and harassment. This podcast explains the changes and what they mean for employers.
Click to listen
See what our customers say
Frequently asked questions
Have questions? We are here to help.
For employers, there are significant financial impacts of having a sexual harassment claim made, such as lost productivity, increased staff turnover, reputational damage, litigation, and workers’ compensation. There are several steps that employers and Persons Controlling a Business or Undertaking can take to meet the positive duty requirements to help avoid sexual harassment in the workplace, including:
- Implementing or updating policies and procedures
- Providing formal training and education to employees and relevant parties
- Conducting regular risk assessments
- Having a clear and effective complaint-handling process
- Promoting equality, respect, and dignity in the workplace
- Addressing incidents of discrimination or harassment that are reported
We can provide support to ensure your business complies with the Respect at Work Act 2022 and Occupational Health and Safety Act 2004. Our services focus on ensuring employers comply with the new legislation by providing workplace training, policies and procedures and support with investigations and complaints. By working with us, business owners can have peace of mind that they are meeting their obligations and providing a safe and inclusive work environment for all employees and workers.
- Inappropriate and unwelcome physical contact such as touching, hugging, kissing
- Staring or leering
- Intrusive questions about your private life or physical appearance
- Suggestive comments or jokes
- Unwanted invitations such as repeated invitations to go out on dates, requests for sex
- Sexually explicit content such as emails, text messages, calls or online
- Displaying images of a sexual nature around the workplace
- Unnecessary familiarity such as deliberately brushing up against you
Employers should ensure reporting processes are documented and well understood throughout the organisation. The process should be actively promoted with managers (contact persons that receive reports) undertaking training on appropriate methods to support and address complainants.
Our team of specialists can provide formal training for managers to ensure your organisation is meeting positive duty requirements.
