‘Disrupting the System: Preventing and responding to workplace sexual harassment’, a new report from the Male Champions of Change, aims to shift the way we understand and respond to sexual harassment. Justine Clark provides a summary.

Peter Raisbeck explores how ethical leadership and decision making are crucial in these uncertain times.

Robert Peake, principal of Management for Design, offers his top tips for effective leadership with remote teams, including setting clear expectations and following through, giving trust freely, and managing achievement, not time.

Recruiting the right people and then managing them well is essential to the success of your practice. Merilyn Speiser offers a guide to getting the HR fundamentals right.

The issue of pay equity has been on the agenda for Australian governments and business for decades, but pay disparities remain a persistent problem in many workplaces.

How do you build a strong HR policy without impacting on the culture of your practice? Merilyn Speiser provides a brief guide on implementing change as seamlessly as possible.

Compare and contrast pay rates and don’t misread confidence for competence, advises Cassandra Keller.

Sarah Lebner reviews her experience of preparing for maternity leave while balancing her responsibilities as a principal architect.

New clauses in Modern Awards aim to further support flexible work. The ACA outlines what this might mean, how employers can prepare for these changes, and where to find good material to support flexible workplaces.

The Modern Awards include a new clause outlining the right to request flexible work.

New data analysis by Parlour's Gill Matthewson shows that we've seen some improvement in the stats for women architects, particularly registration and business ownership, but the gender pay gap persists and it's clear there is still much work to be done.

Michael Lewarne offers prognostications and provocations about cultural change and leadership in the architecture profession.

Think flexible working will hurt your bottom line? A recent study found flexible workers were more, not less productive than their peers. So, how can you make it work in your practice? Merilyn Speiser from Catalina Consultants looks at the issues.

The Australian Human Rights Commission has released the findings of its national survey on sexual harassment in Australian workplaces.

In a profession under pressure, unpaid internships are becoming increasingly common, but they may be placing our most vulnerable students and graduates at risk. Melonie Bayl-Smith unpacks the issues.

Implementing policies and staff training around harassment are important, but enforcement is crucial. Employers must be prepared to take direct action when required, advises employment law specialist Elizabeth Radley.

Special Counsel Sarah Wood outlines the insurance implications of sexual harassment claims, and suggests risk mitigation strategies for architectural practices.

Providing support and easing the transition for an employee returning to work makes good business sense, argues Jennekin Dicks.

How does your practice address sexual harassment at work? Merilyn Speiser from Catalina Consultants offers a 10-step approach to keep your business harassment-free.

Individual flexibility arrangements provide the opportunity to vary modern awards or enterprise agreements to provide flexibility in a fair and appropriate manner.

Part-time employment can have enormous benefits - to employers and employees, but also to the creative process, argues Madeline Sewall.

When it comes to creating a motivated and well-supported architectural workforce, mentoring is a no-brainer, argues Michael Smith.

Lee Hillam reflects on the long-hours culture in architecture.

Women make great leaders, but a seat at the top table is often elusive. Emma Williamson explores the obstacles women face on the road to the top.

Reverse mentoring has much to offer architectural practices, with potential benefits to employees, employers and the whole business.

Leone Lorrimer offers a series of resolutions to help ensure that architectural practices provide fair and equitable remuneration, and a set of resources to support them.

Nurturing a company culture of opportunity and challenge, support and appreciation is not just about giving you a warm fuzzy feeling - it can increase your bottom line. Rena Klein makes the case.

Competition for good architectural staff is keen across much of Australia at the moment. Salaries matter, but as Krista Shearer from Bespoke points out, there are other things your practice can do to attract and retain good people - and people rarely move for salary alone.

Sydney-based representatives from top Australian architecture practices have signed up for the first Male Champions of Change program in architecture. Leone Lorrimer reports on the launch event, the initiative, and what it means for Australian architecture.

How do you develop a clear, effective process for succession in your practice? Robert Peake outlines the key issues and strategies, and warns of problems you may encounter.

Retaining high performing employees and managing performance have major business benefits. Peta Tumpey and Katie Simon of TressCox Lawyers provide a guide.

Recent research on registration has identified concerns about the way the process impacts negatively on women - and thereby on practice more broadly. What can the ACA and architectural practices do to help improve things?

Does your practice have an effective strategic plan? Robert Peake, of Management for Design, outlines the importance of strategy, and suggests some ways to get started.

What does the recent Human Rights Commission report mean for architectural businesses?

The Parlour Guides to Equitable Practice aim to help Australian architecture move towards a more equitable profession; one that offers opportunity for all and is better positioned to meet contemporary challenges.

With the release of the new ACA HR Policy Templates, we outline the benefits of having policy in place for practices of all sizes.

A new guide for small business from the Fair Work Ombudsman.

Equal Pay Day draws attention to the pay disparity between men and women. We list some resources to help you ensure this is not an issue in your practice.

Melonie Bayl-Smith argues that flexible work arrangements may be the best option for an architectural practice to retain its corporate knowledge and for the profession to retain its talent.

How do you make performance reviews productive for both the business and the employee?