Protect Your Organisation, Your People, and Your Reputation
As an Australian employer, you now have a legal obligation to actively prevent workplace sexual harassment and sex discrimination under the new Positive Duty legislation introduced in December 2023. This significant shift means it’s no longer enough to simply respond to complaints; your organisation must take proactive, reasonable, and proportionate steps to eliminate sexual harassment and foster a culture of respect and inclusion.
Ignoring these responsibilities exposes your business to serious legal penalties, reputational damage, and diminished employee trust. Our specialist Positive Duty services are designed to help you confidently meet these new obligations, creating safer workplaces that attract and retain top talent.
Why Positive Duty Compliance Matters
Legal Compliance: Meet requirements under the Sex Discrimination Act and recent amendments enforcing the Positive Duty.
Risk Mitigation: Reduce your organisation’s exposure to costly legal claims and regulatory scrutiny.
Culture & Engagement: Build a respectful, inclusive workplace culture that supports employee wellbeing and drives productivity.
Talent Attraction & Retention: A positive workplace reputation helps you recruit and retain skilled employees in a competitive market.
Our Positive Duty Services
We offer comprehensive support to help your organisation meet its legal obligations and foster a respectful, safe workplace culture. Our services are tailored to your unique needs and focus on practical, sustainable solutions that align with current legislation and best practice standards.
Leadership and Governance: Supporting leaders and management with guidance on their responsibilities for preventing workplace sexual harassment and embedding positive duty principles throughout the organisation.
Culture and Climate Review: Assessing your workplace culture and inclusion practices to identify risks, barriers, and opportunities for improvement, ensuring a psychologically safe and respectful environment.
Policy and Training: Developing or enhancing workplace policies and delivering tailored education programs to promote awareness, respectful behaviour, and effective reporting processes.
Risk Identification and Management: Evaluating existing systems, processes, and practices to identify psychosocial risks and compliance gaps, and providing recommendations to mitigate these risks effectively.
Support Frameworks: Advising on employee support strategies that are trauma-informed and person-centred, to assist those impacted by workplace harassment or discrimination.
Reporting and Response Systems: Reviewing and strengthening mechanisms for reporting and responding to complaints, including impartial investigation services where required.
Monitoring and Continuous Improvement: Designing frameworks to track compliance and cultural progress, enabling ongoing evaluation and adaptation of prevention strategies.
Don’t wait for incidents or investigations to drive change. Be proactive in meeting your Positive Duty obligations and fostering a workplace where everyone feels safe, respected, and valued.