The Business of Architecture*

With recent legislative changes in Queensland, businesses are now required to proactively prevent workplace harassment and discrimination. If you operate in Queensland, or even nationally, these updates are critical to ensuring compliance and fostering a safe, respectful work environment, writes Bee Singh from Catalina Consultants.

Recent anti-discrimination and Fair Work amendment legislation has introduced a number of important legislative changes specifically targeting sexual harassment in the workplace. Tom Earls from Fair Work Lawyers provides a recap of the changes and their implications for employers.

New federal legislation has strengthened workplace laws around sexual harassment. From 6 March, the prohibition of sexual harassment in the workplace is enshrined in the Fair Work Act, and there is now a positive duty on employers to prevent workplace sexual harassment, sex discrimination and victimisation. Here we highlight some relevant ACA resources.

There is substantial and compelling evidence that current legalistic responses to sexual harassment in the workplace are not effective in combating the problem and, in some cases, may exacerbate it. A new approach is required, one based in transparency, respect and cultural change. The Disrupting the System report provides the framework for this change.

Sexual harassment and bullying in the workplace is unacceptable and can be unlawful under anti-discrimination, equal employment opportunity, workplace relations and human rights laws. The first steps in ensuring our workplaces are safe places is to understand what bullying and harassment looks like, to recognise the cultures that enable it, and to understand the costs to individuals and practices.

‘Disrupting the System: Preventing and responding to workplace sexual harassment’, a report from the Champions of Change Coalition, aims to shift the way we understand and respond to sexual harassment. The document provides a comprehensive practical guide for organisations and workplaces.

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

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.

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.