Eliminating Sexual Harassment In The Workplace
The road to eliminating sexual harassment in the workplace begins with the recruiting process.
How to be proactive in managing your workplace behaviours.
Sharing Sexual Harassment Experiences
Most people don’t talk about their experiences of sexual harassment. Franca shares hers in the hope that those who don’t sexually harass others will realise what happens, those that have done it as a joke, realise humour doesn’t make it ok and those who have also experienced it feel like they can share their experiences.
Holding People To Account
If the motive for sexual harassment is about exerting power over another person, or based on a sense of entitlement that I can treat this person however I want, then this behaviour is harder to change through education alone and requires a workplace that lives out a zero tolerance approach through holding people to account.
Harmony day was celebrated on 21st March. It coincides with the United Nations International Day for the Elimination of Racial Discrimination. A good time to pause and reflect on what harm racial discrimination has caused and each of our contribution to being the change.
Behaviour in Parliament
What will it take for Parliament specifically and workplaces generally to create an environment where they do care, you can tell and you will be supported.
Circles of Human-ness/Judgement.
Delivering Bad News: How to Set up the Conversation for Success.
How to Have a Difficult Conversation Well.
Breathing: Breathe deeply, make yourself and the other person a cup of tea!
Nonverbal Techniques: Credible or Approachable.
From Doing Nothing to Firing- How do you work out which one to use?
Using the I’ve noticed script.
Ways of Escalating Informal Performance Management.
Legal Bits: Disability, Bullying and Unfair Dismissal.
Managing Workplace Issues – Video 1 – Proactively Tracking Employees
Tracking your staff on a weekly basis and being proactive in addressing any possible work related issues.
Managing Workplace Issues – Video 2 – When to act and what to do with answers
How to set up a conversation with the complainant.
Managing Workplace Issues – Video 3 – Options for managing workplace issues
When you are resolving a workplace issue you have a range of useful informal options available to you.
Managing Workplace Issues – Video 4 – Duty of Care Requirements
Mentioning duty of care requirements at the beginning of a conversation.
Managing Workplace Issues – Video 5 – Conversation with the Respondent
Structure for the things you would want to cover off with the respondent.
Managing Workplace Issues – Video 6 – Natural Justice
The 4 over-arching principles of natural justice.
Franca shares some advice for the upcoming end of year/Christmas functions.
Having a Repair Conversation
What do we do after the conversation we had with someone went badly? Listen how to have a repair conversation with the person
In this video, Franca explains what Fact-Story Looping is. Watch here to find out more.
How to Stop the Fact – Story Looping
Franca gives you 4 options of what you can do to avoid the fact-story looping.
Principles of EEO Workshops – Video 1
In our EEO workshops, Franca teaches 5 over-arching principles, the first of which she discusses in this video. Stay tuned for a 2nd video which discusses the other 4 principles.
Principles of EEO Workshops – Video 2
In this second video, Franca discussed the remaining 4 principles she covers when conducting EEO workshops.
We love working with our partner The Experience Lab to deliver content which is both engaging and interactive. Watch this video to find out more.
Listen to Franca discuss appropriate vulnerability and why she thinks it’s something important for managers to do with their employees.
When is banter just banter and ok and when does it cross the line into bullying? A great question which Franca answers in the video below.
The I’ve Noticed Script
One of the skills I teach employees to be able to do when they have a problem with a work colleague is to have a low level curious conversation with the colleague about their behaviour.
Separating the person from the problem
You may have heard the concept- separate the person from the problem and focus on the problem. Watch Franca discuss the concept here.
Types of factors that contribute to workplace issues
It’s important that when an employer is addressing a problem situation, they look at all the factors that contributed to the situation arising in order to come up with a wholistic solution to ensure the situation will not occur again.
Duty of care always trumps confidentiality
What do you do when an employee comes to you and wants to tell you what is happening at work but as soon as you explain your duty of care requirements that shut down?
Complaint Management Policy and Procedure
Hear Franca explain why a detailed Complaint Management Policy and Procedure is essential for all workplaces.
Informal Options for Managing Workplace Issues
If only you knew how many informal options there are for managing workplace issues- listen and find out about them.
How does a manager let an employee know they may have to do something to stop someone acting inappropriately even if the employee doesn’t want them to?
Creating a Support Network
It is so important to find and create your own support network, especially when you are wanting to implement change in your life.
Duty of Care
Duty of care always trumps confidentiality.
Grievance Officer vs an Investigator
What is the role of a grievance officer vs an investigator?
Informal options for managing workplace issues.
How to avoid being stopped in the hallway to have a ‘private’ conversation with someone.
The Australian Legal Profession
Call to the Legal Profession to step up and become leaders in the area of best practice around eliminating workplace sexual harassment, bullying and discrimination.
Is it a “live” issue?
What do you need to find out from the complainant, in order to assess if the issue is a ‘live’ issue?
How to Manage Workplace Issues
Some tips for people in a supervisory position on how to manage potentially inappropriate workplace behaviours.
Informal vs Formal Grievance Management: What is the difference?
Workplace Contact and Grievance Officers
What is the difference between a workplace Contact Officer and a workplace Grievance Officer? Listen to Franca explain it here.
Closing the Communication Loop
When a witness tells a manager that they have seen something inappropriate happen at work it is so important that a manager closes the communication loop with the witness- here’s how a manager can do this.
Our mood and emotions are a precursor to our actions. Listen to Franca explain that in more detail.
How can you shift yourself or someone else out of a destructive mood? Franca shares some insights from an Ontological Coaching perspective.
What’s Been Happening in Australia in Relation to Sexual Harassment, Discrimination and Bullying from 20 November 2023 – 26 November 2023
AHRC Hosts Positive Duty Webinar It’s only two weeks out from when the powers of the AHRC and their positive duty are live on the 12th December 2023. This webinar hosted by the AHRC is a great opportunity to hear what powers the Commission have, how they will use them […]
What’s Been Happening in Australia in Relation to Sexual Harassment, Discrimination and Bullying from 13 November 2023 – 19 November 2023
Cost Reforms Introduced to Better Protect Applicants in Discrimination Matters On Wednesday this week, the Albanese Government introduced the Australian Human Rights Commission Amendment (Costs Protection) Bill 2023. The bill would implement the Government’s response to Recommendation 25 of the Respect@Work report. The report had previously found that applicants were[…..]