The Workplace Gender Equality Agency (WGEA) recently released critical findings on employer initiatives addressing workplace sexual harassment in Australia. This marks the first detailed look into how organisations are acting on their positive duty to create a safe, harassment-free workplace.

While shocking, the recent stories of sexual harassment and assault in Swillhouse Group venues will be all too familiar to anyone who has worked in hospitality. These workplaces are often rife with sexual harassment and discrimination. Understanding the industry challenges that contribute to these problems is crucial to developing methods of addressing them and creating safer workplaces in hospitality.

Respect@Work workshops, are they worth the investment? The answer is a resounding yes, and here’s why...

How everyday sexism undermines and undercuts women’s achievements

This week, women have been making gains from medal podiums to world politics. Even so, everyday sexism is always here to put us back in our place.

A new report from Victoria University and the Ethnic Communities Council of Victoria demonstrates that people face similar barriers to reporting racism as they do reporting workplace sexual harassment.

Despite increased awareness, greater regulation, and a sharper organisational focus on preventing harmful behaviours, most workers still hesitate to report issues like sexual harassment, bullying, and discrimination.

The factors that drive sexual harassment in retail may be complex and many but, as ANROWS’ report reveals, actions to improve the industry are clear, research based, and desperately needed.

Refugee and migrant women face higher risks of workplace sexual harassment, their voices must be centred when designing and implementing preventative measures by businesses and organisations. Find out what businesses can do.

What’s happening in media in Australia?

From a shocking gender pay gap (71% in the upper pay quartile) to 75% of women experiencing sexual harassment, it’s no wonder so many women in media are dissatisfied with their career (57%). Read on to find out more in this week’s blog, breaking down the ‘Women in Media 2024 report’.

We may know that inclusion is important for organisational culture, but few workplaces have the tools and knowhow to understand how inclusion and exclusion work in their contexts.

The 31 May deadline for private sector Gender Equality reports, required under the Workplace Gender Equality Act 2012, is fast approaching (unless of course you request an extension prior to 31 May)!

We've pulled together some information around compliance and how your organisation can contribute to WGEA's world leading gender equality data set.

Addressing sensitive issues such as sexual harassment in the workplace requires more than just educational or compliance based content; it demands a carefully cultivated environment where participants feel safe and supported. This is where the expertise of experienced facilitators becomes invaluable. Here’s why having the right facilitators is crucial in fostering a safe space that encourages open dialogue and genuine understanding. Key to satisfying the positive duty.

Transforming workplace culture: Inside Elevate's unique approach to Respect@Work workshops

Creating a workplace that’s both safe and inclusive is more than a check box exercise —it's about genuinely getting to the root causes of sexual harassment and sex discrimination. With Australia’s positive duty guidelines nudging us further, it’s clear we need a deeper approach to driving change. That’s exactly where Elevate’s Respect@Work workshops make their mark, blending expertise and real-world experience with a person-centred and trauma-informed approach to shift bahaviours.

Representation, inclusion and leadership are critical aspects of any thriving organisation. In Australia, the construction industry has significant work to do, but the impact will be overwhelmingly beneficial. The statistics support the case for utilising the positive duty to drive a program beyond compliance and those who lead the way with best practice will have significant cultural and financial benefits.

Leveraging the positive duty to transform women's participation in construction.

In the evolving landscape of workplace equality, the focus on gender pay equity remains a critical area for organisations. Under the guidelines set by the Workplace Gender Equality Agency (WGEA), businesses with 100 or more employees are tasked with an annual reflection through reporting on gender equality indicators. This process, while rooted in compliance, offers a deeper opportunity for reflection and action towards achieving true gender equity within the workplace (WGEA, Program Overview).

The positive duty to eliminate workplace sexual harassment, has increasingly become a focal point for boards. However, this critical area often remains under-prioritised on the agendas of HR or People & Culture departments.

In today's dynamic work environment, the responsibility of People & Culture leaders is not only to foster a positive work culture but also to ensure compliance with legal and ethical standards. Elevate Consulting Partners' Respect@Work workshops highlight an essential aspect of this responsibility: the need for immersive, interactive training in areas like sexual harassment prevention, rather than relying solely on standard elearning methods.

Intersectionality is a fast-growing and important consideration in the areas of sexual harassment and diversity, equity and inclusion. Research has demonstrated that sexual harassment is complex and based in various forms of power, including social and political power. We now know that intersectional discrimination – overlapping experiences of oppression and disadvantage – is a key driver of sexual harassment. As such, intersectionality must be at the core of our efforts to prevent and respond to sexual harassment and related unlawful conduct.

Sexual Harassment in Australian Workplaces: A case for why businesses need to take action to meet their positive duty obligations