Do any of these situations sound familiar?
You have people in the business who bring “old school behaviour” to work – and leave people feeling disrespected, harassed or bullied
The team walks on eggshells around certain people in the business, and are visibly uncomfortable
You are promoting new leaders but they are quitting or “failing” because the people they lead target them with disrespectful, bullying behaviour
You have had a few “near misses” with complaints that nearly went to Fairwork or WorkCover
You have tried to change the approach to training on bullying and harassment but you feel like it’s falling on deaf ears
It is widely known that bullying, sexual harassment and discrimination impact business productivity.
The Productivity Commission estimates that workplace bullying complaints cost employers an average of $17,000 – $24,000 per case.
If a bullying complaint becomes a WorkCover claim, or proceeds to a claim for compensation, the costs escalate to $100,000 plus.
Employ Assist Programs (EAP) used by organisations across Australia have reported escalated anxiousness and poor psychosocial wellbeing.
Secure Jobs, Better Pay introduces stringent legal requirements from 6 June 2023.
Bullying is a breach of workplace health and safety laws in South Australia and a breach of the federal Fair Work Act. Additionally, from 6 June 2023, the Secure Jobs, Better Pay Act requires all workplaces to have a Prevention Plan in place for bullying, sexual harassment and discrimination.
The penalties vary from $13,320 to $133,200 for a breach of the legislation. This is in addition to legal costs, Workover costs and compensation payments.
Your business is at significant financial and legal risk. You need to mitigate this risk, now.
I’ve worked with hundreds of businesses over the last 18 years who have found themselves in crisis.
There are usually 6 stages they (inadvertently) go through and the risk to the business escalates rapidly.
Level 1: Business is fabulous. People behave respectfully. Your systems are strong, allowing you to be agile when it comes to managing your people. This gives you the space to focus on growing the business. Your not at risk. .
Level 2: Business is good. Problem behaviours are occurring but you can handle it. There’s a system in place for HR and IR that you know and rely on but it’s a bit clunky and difficult sometimes . This allows you to focus on sustaining the business – the employees, the customers, the products and services, and revenue.
Level 3: Business is disorganised. Behaviour isn’t great, there’s been a few issues. It’s tricky to do the day to day HR stuff, there’s people issues popping up and you don’t have the right systems to deal with them. You’re stuck in maintenance mode, always fixing something.
Level 4: Your dealing with regular problems in how some people treat their colleagues – and your seeing the same people on repeat. Your systems and people management have fallen apart and you’re frustrated. It’s groundhog day – every day you seem to have the same issues on repeat, same people causing problems, same roadblocks. You’re stuck responding to all the issues and can’t get anywhere with the business.
Level 5: Your business is in turmoil. A serious bullying or harassment complaint has occurred. It’s still internal but you’ve had to get external help to deal with it. As a leader, you feel completely lost and don’t know how you got here. Your risk exposure is 95% – you’re almost certainly facing costs and consequences.
Three simple steps can end bullying and sexual harassment – and prevent a crisis
Educating your people empowers them. When they know what all forms of bullying, discrimination and sexual harassment look like, and how you expect them to conduct themselves at work, there is no excuse for bullying or bad behaviour at work. They can also identify and call it out if they see a perpetrator bullying at work.
Policies go hand-in-hand with education in setting clear expectations, processes, and consequences for behaviour and bullying in the workplace.
Bullies thrive in isolation. Creating connection in your organization ensures people are not alone and have support when they need it.
When you have Education and Policy in place, you create Clarity for everyone in the business.
When you have Education and Connection in place, you have the Action needed to end bullying.
When Policy and Connection are in place, you create Psychosocial Safety for everyone in your business.
Our educational workshops covers three key areas
Current legislation and governance of behaviour at work
Understanding sexual harassment
Understanding what Upward Bullying is and how it differs from other forms
Why it is so dangerous and insidious
How to identify it as a manager/team leader and as a peer
Sexual Harassment and Positive Duty
New legal requirements around positive duty sexual harassment
How these play out practically in the workplace
What we need to change to comply with legislation
Choose from our in-house programs or public workshops
In-house programs are tailored to your needs and include
Pulse check on your policies, procedures and frameworks
Executive and Board level education
Leadership training and education
Emerging Leaders education
Organisation-wide surveys to measure current culture and program outcomes
Investment: provided on enquiry
Public workshops are held throughout the year and are ideal for:
- Team leaders and managers
- Emerging and next generation leaders
- Small teams (less than 5 people)
Teams of 3 or more
Dates coming soon! In the mean time fill in the form below to register your interest