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.
Naveen RaghavanWorkplace Relations Consultant Read Bio
Workplace Relations Consultant
Naveen Raghavan is a qualified non-practising lawyer and a Workplace Relations Advisor. He is passionate about employment law and industrial relations and his calm approach and ability to interpret complex matters allows him to achieve real solutions.
He has an extensive generalist background encompassing the areas of employment, civil, criminal, administrative and construction law. Naveen is also committed to social justice issues, having previously volunteered at the Flemington & Kensington Community Legal Centre, Refugee Legal and the Fitzroy Legal Service.
Zach GaleaHuman Capital Management Lead And Business Development Manager Read Bio
Human Capital Management Lead And Business Development Manager
Zach Galea is an enthusiastic and resourceful Human Resources Leader with multi-faceted experience – providing business support across a range of organisations and industries including construction, pharmaceutical, retail, fast food, banking and engineering industries to name a few. He is supported by tertiary education, holding a Master of Management and Human Resources and a Bachelor of Psychological Science.
Zach is experienced in providing a wide range of HR services that drive business performance and build organisational and individual capabilities – contributing to business growth and bottom-line performance. He can help companies to identify blockers/constraints and develop innovative solutions that help organisations deliver on their strategic initiatives. Zach is passionate about making a difference within the workplace and drives HR initiatives that are aligned with the company vision, and are aimed at promoting best practice, both internally and externally.
Saraswathy VaratharajulluPrincipal Lawyer Read Bio
Saraswathy Varatharajullu is the Principal Lawyer of Constructive Legal Solutions. Saraswathy has years of experience in employment law and industrial relations having previously worked at the Fair Work Commission, and Professionals Australia (Union) as a Lawyer and National Industrial Officer. She also has expertise in construction contracts and commercial contracts as well as debt recovery.
Saraswathy is dedicated to providing support and guidance to clients with a pragmatic and tailored approach in a wide variety of matters from contract reviews and employee management to termination matters such as unfair dismissals and Enterprise Agreement bargaining. Saraswathy is also a qualified mediator and sits on the Law Institute of Victoria’s Workplace Relations Committee.
Marie CocherilSenior Commercial Lawyer Read Bio
Senior Commercial Lawyer
Marie is a senior corporate and commercial lawyer. Marie has an LL.B (Hons) and an LL.M (Corporate & Commercial) and is also a graduate of the Australian Institute of Company Directors. Marie has strong leadership experience, having worked closely with CEOs, Boards, and stakeholders to provide legal & compliance advice, corporate governance, strategic development & mitigation of organisational risk advice.
She is a hands-on lawyer with experience in commercial contracts, intellectual property law, procurement, information technology, competition and consumer law, insurance, and privacy (including management of big data).
Better for business Podcast 2
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.
Zach Galea, Human Capital Management Lead from Business Solutions Hub explains the changes and what this means 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.