There are a number of major domains in the framework for workplaces to address sexual harassment, bullying and discrimination. Four domains for prevention – leadership, risk assessment and transparency, culture and knowledge – and three for response – support, reporting and measuring.   Leaders at all levels in an organisation play a critical role in creating a safe and respectful workplace. Organisational leaders must take a lead by example approach on how leaders can set the time by demonstrating clear, unambiguous and visible support for actions targeted at preventing and responding to sexual harassment, bullying and discrimination.

WHAT IS ORGANISATIONAL LEADERSHIP?

What does it take to be a leader in promoting safe, respectful and inclusive workplaces? A strong understanding of the key drivers of workplace sexual harassment is a good and important starting point.

Respectful Workplace Program  (Sexual Harassment, Bullying and Discrimination)

These Programs are suitable for staff at all levels and is relevant for all workplaces aiming to educate generally about the negative impacts of discrimination, bullying, harassment and sexual harassment to meet the new Respect @ Work Laws and Legislation.

What does it take to be a leader in promoting safe, respectful and inclusive workplaces? A strong understanding of the key drivers of workplace sexual harassment is a good and important starting point. Leaders can’t be leaders without an understanding of what they are leading in.  Having a baseline understanding of what causes and enables sexual harassment in the workplace is critical for all leaders.

Gender inequality is at the core of sexual harassment. Being a leader means, first and foremost, prioritising gender inequality and recognising where there are power imbalances in your organisation. Power imbalances exist in all organisations. They are unavoidable. Power imbalances aren’t necessarily a bad thing but abuse of power can lead to sexual harassment. Being a proactive leader that prioritises gender equality and leads by example is essential to driving change.

Leading by example

Leaders set the tone and direction of an organisation from the top. They must demonstrate clear and visible support for actions targeted at preventing and responding to sexual harassment.

Leaders should be role models of respectful behaviours every day. They should aspire to build trust and engagement with their employees and to lead without compromising their beliefs and values. 3 important dimensions to focus on include:

  • lead yourself – leaders are accountable for their own actions
  • lead your people – leaders are accountable for those they lead and influence
  • lead your organisation – leaders are accountable for shaping culture.

For leadership to deliver lasting performance improvement, leaders must understand the impact their behaviour has. The Leadership Shadow model was developed by Champions of Change Coalition and Chief Executive Women to support improvements to gender balance. Under this model, the 4 elements that make up the Leadership Shadow are:

  • what we say
  • how we act
  • what we prioritise
  • what we measure.

These determine the appropriate leadership behaviours and actions for prevention of and response to sexual harassment. We have adapted the Leadership Shadow model to be directly applicable to sexual harassment to help leaders see the shape, clarity, and reach of their own leadership shadow.

What should your oganisations and leaders need to know and how to learn about sexual harassment, bullyng and discrimination in the workplace? There’s no escaping the fact that sexual harassment, bullying and discrimination can be a complex and difficult subject to approach.

We know that traditional approaches to sexual harassment, bullying and discrimination such as one-off compliance training modules or induction programs do not work productively unless it’s part of a bigger strategic approach.

So what is a better approach to learning and managing these issues? 

We all need to reprogram our workplace that it’s a safe space for everyone to come to work and do their best.

Respect at work is a critical aspect of creating a positive and productive work environment. A better approach to learning and managing issues related to respect at work includes:

  1. Understanding the importance of respect: Recognize the value of respectful behavior in the workplace and the impact it has on others.
  2. Setting clear expectations: Clearly communicate your expectations for respectful behavior to your colleagues and coworkers.
  3. Modeling respectful behavior: Lead by example and show respect to others in all your interactions.
  4. Encouraging open communication: Foster an environment where people feel comfortable speaking up and discussing their concerns in a respectful manner.
  5. Dealing with disrespectful behavior promptly: Address any disrespectful behavior immediately and firmly, but also fairly and respectfully.
  6. Promoting a positive work culture: Encourage positive attitudes and behaviors that promote respect and positive relationships among colleagues.
  7. Educating others: Provide training and education to help others understand the importance of respect in the workplace and how to demonstrate it.

Remember, creating a culture of respect at work is a shared responsibility. By working together and taking a proactive approach, everyone can help ensure a respectful and positive work environment.

www.respectfulworkplace.au