The best-ever performance of our Olympic team inspires a sense of national pride. As I marvel at their commitment, discipline, and resilience, I am hopeful that we can emulate them in corporate Australia as well.
Unfortunately, our current global ranking in workplace behaviour is far below par. The recent Lloyd’s Register Foundation World Risk Poll found that Australia has one of the highest rates of workplace violence and harassment in the world, with an average of 49.1% (compared to 21% globally). This global report polled 125,000 people across 121 countries about their experiences of workplace violence and harassment.
I’m quite sure you will agree that we can can and must do better. We can channel the Olympic spirit and collectively improve our standing.
The current scenario
The incidence of unlawful workplace behaviours is more prevalent than you might imagine. It has a negative impact on productivity, employee wellbeing, and overall workplace culture.
- Sexual Harassment: According to the Australian Human Rights Commission (AHRC) 2022 Report, one in three people experienced sexual harassment at work in the past five years.
- Discrimination: The AHRC reports that 30% of employees have faced discrimination at work based on their age, gender, disability, or race.
- Bullying: A study by the Workplace Bullying Institute found that 10% of Australian employees experienced workplace bullying in 2022, and nearly 50% witnessed it.
These statistics paint a troubling picture of workplace behaviour in Australia, underscoring the urgent need for change.
Positive changes in legislation
Acknowledging the urgent need for change, the relevant authorities have responded by revising workplace behaviour legislation. In fact, there have been more changes in the past two years than the entire previous decade.
The Respect at Work Act recently introduced a pivotal concept: Positive Duty, which places responsibility on employers to prevent unlawful workplace behaviours. This is a significant shift away from reacting to unlawful behaviours – to preventing them from occurring in the first place.
Employers and leaders are at risk of secondary or vicarious liability if they are found to have breached the legislation. The AHRC now has the authority to audit organisations even if no complaints have been submitted.
Actionable steps to achieve better outcomes
While some organisations may consider legislation as an imposition, progressive employers will recognise it as an opportunity to improve employee wellbeing and productivity. Here are some practical steps to help raise the bar:
- Leadership commitment: Change starts at the top. Leading by example, regular communication about respectful behaviour, and accountability at all levels can make a significant difference.
- Comprehensive training: Workplace behaviour training is now mandatory for all staff. Regular workshops and courses can reinforce positive behaviour and provide employees with essential tools to navigate workplace challenges effectively.
- Clear policies & procedures: Review your policies and procedures to ensure they comply with the revised legislation. Establish confidential reporting mechanisms and ensure that all complaints are taken seriously and investigated promptly without fear of retaliation.
- Rewarding positive behaviour: Affirmation and recognition are springboards for a positive work culture. Broaden your recognition programs to include acts of kindness, collaboration, and respect. This will boost morale and set a benchmark for others to follow.
- Evaluation and improvement: Assess your workplace environment regularly via surveys, feedback sessions, and performance metrics. Continuous evaluation ensures that efforts to improve workplace behaviour are effective and sustainable.
As we celebrate the success of our athletes at the 2024 Olympics, let’s draw inspiration from their commitment and spirit. Together, we can transform our workplaces into safe and respectful arenas of excellence. It’s better for people and business.
To make things easier, I’ve summarised current legislation requirements in an easy-to-use Risk Audit Tool to help organisations assess if they are compliant. It will help your team to identify and address any gaps that may exist. You can access this tool at no cost via the EEO Compliance Hub which includes other valuable resources. If you’re keen to explore workplace behaviour and compliance, please DM me for a confidential chat.
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The author, Franca Sala Tenna, is a lawyer and acknowledged workplace behaviour and compliance expert. She is also the Founder & Director of EEO Specialists, and Online Compliance Training.